AHRC’s guidelines for effective online education and training – Sex Discrimination Act 1984 (Cth)

Paving the Path to Equality

In light of recent amendments to the Sex Discrimination Act 1984 (Cth), organisations are now tasked with proactively addressing behaviours that undermine workplace equality. This blog explores the guidelines from the Australian Human Rights Commission on effective education and training to foster a fair and inclusive environment, with a particular focus on the benefits of online learning.

The amendments zero in on various aspects of discrimination, sexual harassment, and the creation of a hostile work environment. The message is loud and clear: organisations, it’s time to step up and be proactive in creating a genuinely fair and supportive workplace. Let’s see what the Commission has to say about it.

Going beyond policies: Why continuous training is critical

Simply updating policies won’t cut it. We need to go beyond that. Education and training activities should consistently echo our message, seizing each opportunity to cultivate knowledge, shape attitudes, and enhance skills across the workplace[i].

A standalone educational campaign or a single compliance training session won’t bring about lasting change. The real impact comes when education and training activities work hand in hand. It’s the combination that proves most effective.

What effective education and training looks like

To tackle workplace behaviours head-on, organisations need to smoothly blend impactful education and training into their compliance strategies. Online learning stands out as a powerful tool for quick and effective implementation.

Making it all work at its best means careful planning and smooth integration. That involves ensuring everyone can access it, promoting inclusivity, tailoring content to specific industries, keeping the training going, and putting a focus on a person-centered and trauma-informed approach.

Here’s some of the key guidelines to what effective education and training programs need to include:

Accessible learning:

• Ensure flexible scheduling for all individuals, fostering participation regardless of employment status.
• Recognise individual learning preferences by offering versatile course formats.

Inclusive training:

• Create materials with clear language and inclusive terminology to cater to diverse audiences.

Relevant education:

• Tailor training to specific industries, including focused sessions for supervisors and managers to ensure practical applicability.

Continuous learning:

• Encourage ongoing workplace training to stay current with industry trends.
• Embrace a continual approach, leveraging refresher training or short, targeted sessions to reinforce key messages.

Holistic approach:

• Prioritise a person-centred and trauma-informed approach, incorporating tailored policies and fostering a flexible learning environment.

At Safetrac, our multifaceted approach encompasses accessibility, inclusivity, relevance, continuous learning, and a holistic perspective. Geared towards assisting clients in meeting their obligations under Respect@Work and the new Sex Discrimination Act, our engaging and accessible online training, available in various formats, is meticulously designed to be measured, tracked, and reported on – all within one accessible platform.

Implementing ongoing assessment to enhance learner knowledge, attitude, and skills

Explore Safetrac’s practical application of the Kirkpatrick Model by downloading our informative Factsheet. Discover how Safetrac’s solutions can effectively support and enhance your organisation.

Each education and training activity must be evidence-based, drawing from external leading practices, research, and internal feedback and data. It is imperative to emphasise the importance of ongoing assessment through surveys, quizzes, and testing as outlined in the AHRC guidelines. This ensures that the effectiveness of the learning and education initiatives is consistently measured and validated. The Kirkpatrick Model provides an example of how to measure both individual and wider organisational learning.[ii]

[i] For more information on learning approaches see for example UN Women, Stepping up to the challenge: Towards international standards on training to end sexual harassment (2020) <https://www.unwomen.org/en/digital-library/publications/2020/03/discussion-paper-towards- international-standards-on-training-to-end-sexual-harassment>

[ii] Kirkpatrick Partners, The Kirkpatrick Model (Web Page) <https://www.kirkpatrickpartners.com/the-kirkpatrick-model/>

[iii] Australian Human Rights Commission (AHRC): Factsheet Series: Positive Duty under the Sex Discrimination Act 1984 (Cth) https://humanrights.gov.au/sites/default/files/factsheet_-_effective_education_and_training_0_0_0.pdf