Bullying and harassment are topics that have taken centre stage in recent years, with organisations being thrown into the spotlight and facing severe public scrutiny for poor company culture and mishandling of allegations.
In March 2020 the Australian Human Rights Commission released the Respect@Work: Sexual Harassment National Inquiry Report following an extensive national inquiry into workplace sexual harassment. In response, laws were changed – making sexual harassment a specific offence for which an employee can be sacked.
Now more than ever, companies are looking at ways to improve workplace culture and reduce the risks of employees being subject to bullying, harassment or discrimination.
What steps can organisations take to prevent unlawful discrimination and harassment in the workplace?
Australia is taking bullying and harassment seriously, and organisations must follow suit. Let’s take a look at some steps organisations can take to promote a healthy and safe workplace culture.
1. Make your policies clear
Having a clear company code of conduct is the first step to mitigating bullying and harassment within the workplace. A code of conduct will outline what the organisation deems acceptable and unacceptable behaviour, using specific examples to clarify grey areas.
When this policy is backed up with appropriate compliance training, including an anti-bullying and harassment course, staff will better understand what is and isn’t considered appropriate, and how to respond should these situations occur.
2. Model the behaviour you expect from others
Staff look up to their managers to model how they should act. If managers and other senior executives do not model the behaviour expected of staff and adhere to the company code of conduct themselves, this can contribute to a harmful and permissive workplace culture. Managers should know their company code of conduct back-to-front, educate and support staff, and ensure that others in leadership positions are aware of their responsibilities and held accountable for their behaviours.
Good company culture starts at the top.
3. Reduce role uncertainties
Clearly defining employee roles can help employees understand their roles and responsibilities in relation to others in the workplace. The Australian Public Service Commission notes that role conflicts and uncertainties can lead to an increase in bullying or harassment. When staff aren’t sure how their role is defined, they may clash with others who appear to be encroaching on their roles or undermining their work. Everyone knowing what they need to do can help reduce stress, tension, and ultimately behaviours such as bullying in the workplace.
4. Identify bullying early
Where bullying and harassment do occur in the workplace, they must be identified and acted upon as early as possible. Employers have a duty to ensure that a safe working environment is provided, and other staff members need to understand that the organisation will not tolerate any form of bullying or harassment.
However, without a clear complaints handling process, it will be difficult to ensure that staff understand how to speak up, and that your organisation is able to act upon any complaints in a timely manner.
5. Make reporting easy
No one should be left to deal with the harmful impacts of bullying and harassment by themselves. Organisations need efficient procedures in place to make reporting easy and help employees feel supported when speaking up. Below are some simple yet effective steps a reporting procedure could include:
- Direct staff to write down or record what happened. If there is smartphone footage of the incident, it should be included.
- Outline clear reporting channels, so staff understand who they can make a report to. Consider also allowing staff to assign themselves a personal advocate, such as a trusted peer, in case they do not feel comfortable or safe handling this alone.
- Ensure support is in place for all involved while investigations are ongoing. Maintain confidentiality and ensure that everyone is treated with respect and has a chance to explain what has occurred.
A training course on whistleblowing may help to ensure your procedures are effective, supportive and legal, and that staff understand how to speak up.
Take the next step
Bullying and harassment are serious issues, and organisations must work hard to manage the risks of these behaviours occurring in the workplace. Training staff on the company code of conduct and whistleblowing procedures is the first step in preventing and mitigating this unlawful conduct.
How can I ensure my staff are adequately trained in whistleblowing procedures?
Safetrac provides tailor-made code of conduct courses in line with individual company policy, and supplies off-the-shelf anti-bullying and harassment training that can be customised to suit the look, feel and unique issues of each business – ensuring that all training scenarios are ones that resonate with your employees.
Ensuring that managers and staff are educated about their roles and responsibilities under anti-bullying and harassment laws can help to prevent severe breaches from occurring down the track.
No matter the training you need, it starts with reaching out. Talk to our team today to view any course online.
