What is Respect @ Work?

What is the Role of the Board and Governance?

In this final podette, we ask: What is the role of the board and governance in creating safer, more respectful, and inclusive workplaces? Our host Rosie Wheen brings together insights from three leaders — Helga Svendsen, Div Pillay, and Tanya Hosch — who share their experiences as directors, executives, and advocates. Together, these voices illuminate how governance sets the tone for integrity, prevention, and sustained culture change. Helga Svendsen, board director, coach and facilitator, begins with the opportunity presented by the Respect@Work legislative reforms. Div Pillay, CEO of MindTribes and experienced board director, offers a simple but powerful framework she uses the “Three Ps” “Principles, Purpose and Performance.” She reminds boards that good governance means tracking not only policies and outcomes, but integrity and accountability in action and of course about creating a North Star.  Tanya Hosch, leader in Aboriginal and Torres Strait Islander policy and governance, highlights that governance defines both standards and culture. Tanya also connects governance with continuous improvement.  Throughout this powerful podette we are reminded that Boards and governance bodies are not just custodians of compliance — they are architects of culture. By asking better questions, modelling integrity, and holding themselves accountable, leaders can set the tone for workplaces that are truly safe, respectful, and inclusive. Framework for Board Discussion Use this podette as a starting point for conversation at board, executive, or leadership team level. 1. Set the Scene (5 minutes) * Share ground rules: confidentiality, respect, and curiosity. * Link this conversation to your organisation’s purpose and values.  * Acknowledge the topic may be challenging; share internal and external support contacts (e.g. 1800RESPECT). * Set your intention for example “As the Board we set the culture of our organisation lets reflect on how we are creating a safe, respectful and inclusive workplace for all.” 2. Listen Together (5 minutes) * Play the podette for the Board. * Ask participants to jot down one quote or idea that stood out. 3. Open Reflection (15 minutes) Choose 2–3 prompts for discussion: * What does good governance for respect and safety look like in practice? * How does our board or leadership team currently demonstrate its “positive duty” under the Respect@Work legislation? * Which of Div’s “Three Ps” — principles, purpose, performance — do we need to strengthen? * How do our governance decisions shape the culture and values of our organisation? * Where might our governance be tested — and how can we ensure we act with integrity under pressure? 4. Action Steps (10 minutes) * Ask: “What’s one action our board or leadership team can take to better embed respect and accountability into our governance processes?” * Capture ideas (e.g. reviewing governance charters, introducing reporting on prevention measures, embedding lived experience perspectives). * Commit to one concrete step and schedule a check-in to review progress. 5. Close (1 minute) * Thank Board members for their reflection and honesty. * Acknowledge that effective governance is a journey of transparency, courage, and learning. * Remind: support via 1800Respect (1800 737 732). Resources Respect at Work https://humanrights.gov.au/our-work/sex-discrimination/respectatwork [https://humanrights.gov.au/our-work/sex-discrimination/respectatwork] Helga’s podcast  https://www.helgasvendsen.com.au/take-on-board-podcast [https://www.helgasvendsen.com.au/take-on-board-podcast] MindTribes’ website  https://mindtribes.com.au/reports/ [https://mindtribes.com.au/reports/] Workplace Gender Equality Agency https://www.wgea.gov.au/ [https://www.wgea.gov.au/] Not In My Workplace episodes to listen to Creating your North Star and how to get there: Driving Workplace Inclusion Div Pillay | She/Her | CEO of MindTribes Leadership, Legacy, and the Long Game Tanya Hosch | She/Her | Executive General Manager of Inclusion and Social Policy for the Australian Football League Boardroom Leadership & Preventing Workplace Harassment Helga Svendsen | She/Her | Board Director, facilitator, coach

Questions of Leadership

In this podette, we dive into Questions of Leadership — exploring how power, integrity, and example shape safer, more respectful and inclusive workplaces. Leadership, as our host Rosie Wheen reminds us, is “absolutely central” to culture change. It’s the keystone of creating environments that live up to the vision of Respect at Work that we share across Australia. We hear from three powerful voices on what leadership looks like in action: Julia Banks, author, lawyer and leadership consultant, reframes power as both positional and personal. She challenges us to recognise and use that personal power more consciously, especially when internalised stereotypes might hold us back. Dr Anna Cody, Australia’s Sex Discrimination Commissioner, speaks to the responsibility of positional power and Professor Michael Flood, leading researcher on men, masculinities and gender, reminds us that: He calls on leaders to “walk  the walk” — not just endorse change, but embody it. This Podette invites reflection and dialogue and closes with a reflection from Rosie and her mentor, Chris Kotur: “What does better look like for you and your leadership?” We invite you to take these questions of leadership into your workplace and have an honest team conversation about leadership, power, and accountability. 🗣️ Use this Podette in Your Workplace Discussion  1. Set the Scene (5 minutes) * Establish ground rules: confidentiality, curiosity, and respectful listening. * Link this conversation to your organisation’s purpose and values.  * Acknowledge the topic may be challenging; share internal and external support contacts (e.g. 1800RESPECT). * Set your intention for example, “Let’s have a team conversation about leadership, power, and accountability” 2. Listen Together (10 minutes) * Play the podette as a group. * Encourage team members to note a quote or reflection that resonated with them. 3. Open Reflection (15 minutes) Choose 2–3 prompts for discussion: * What stood out most about how Julia, Anna, or Michael described leadership? * How do you understand and think about the difference between positional and personal power? * Where do you see your own “leadership shadow”? What do your words, actions, and priorities say to others? * How can we ensure our leadership is visible, genuine, and consistent? * What does “walking the walk” look like for us in our everyday work? 4. Action Steps (10 minutes) * Ask: “What’s one small step we can take to lead with integrity, visibility and respect?” * Capture ideas (e.g. regular leader check-ins, transparent measurement of progress, modelling respectful behaviour). * Agree on one concrete action and plan to revisit it. 5. Close (5 minutes) * Thank everyone for their reflection, courage and honesty. * Acknowledge that leadership is a journey of practice, not perfection. * Remind again: support is available via 1800Respect (1800 737 732). Great resources to share with your teams Diversity Council Australia – Inclusive Leadership Model https://www.dca.org.au/resources/di-planning/inclusive-leadership [https://www.dca.org.au/resources/di-planning/inclusive-leadership] Champions of Change – The Leadership Shadow & https://championsofchangecoalition.org/wp-content/uploads/2023/05/The-Leadership-Shadow-2023.pdf [https://championsofchangecoalition.org/wp-content/uploads/2023/05/The-Leadership-Shadow-2023.pdf] Learn more about Professor Michael Flood’s work:  http://www.xyonline.net/category/authors/michael-flood [http://www.xyonline.net/category/authors/michael-flood] Power Play by Julia Banks Breaking the Boss Bias, Catherine Fox Not in My Workplace episodes Identifying and using your Personal Power in the workplace  Julia Banks | She/Her | Author, Leadership consultant, Keynote speaker, Lawyer, Former Federal MP Engaging men in prevention and as allies Professor Michael Flood | He/Him | Internationally recognised researcher on men, masculinities, and gender, and an advocate and educator, based at the Queensland University of Technology in Australia. Breaking the Barriers: Gender Equality and Leadership Catherine Fox| Author, Journalist, Gender Equality Advocate Leading With Courage Dr Anna Cody | She/Her | Sex Discrimination Commissioner

What is Respect @ Work?

In this podette, we give you an overview of the Respect@Work legislation and what it means for workplaces across Australia. Our host Rosie Wheen will be joined by three guests from our main podcast series * Professor Skye Charry | She/Her | Associate Professor in the School of Law at the University of New England, Sexual Harassment Consultant, Author * Cara Gleeson | She/Her | Director, Our Watch Institute * Tarang Chawla | He/Him | Victorian Multicultural Commissioner and Founder of Not one more Niki  The Respect@Work reforms mark a significant cultural shift — from reacting to harm to preventing it. The conversation unpacks the amendments to the Anti-Discrimination and Human Rights Legislation Amendment Act 2022, which introduced a positive duty for employers. This means organisations must now proactively eliminate sexual harassment and other forms of sex-based discrimination by taking reasonable and proportionate measures — rather than waiting to respond after harm occurs. These podettes are intended as conversation starters. Here’s a suggested framework to facilitate a safe, open and meaningful discussion after listening: Framework for Team Discussion 1. Set the Scene (5 minutes) * Revisit your ground rules: respect, confidentiality, and listening without judgment. * Link this conversation to your organisation’s values and purpose. * Acknowledge this topic can be sensitive — share internal and external supports, including 1800RESPECT. * Name your intention: eg “We’re here to learn together about the Respect@Work legislation which is really important for us to be across and be on the same page about how it applies to our workplace.” 2. Listen Together (5 minutes) * Listen to the podette as a group. * Invite participants to jot down one point or idea that resonated or surprised them. 3. Open Reflection (15 minutes) Choose 2–3 prompts for discussion: * What stood out to you about the “positive duty” concept? * Where might our current workplace practices already align with this proactive approach — and where could we do more? * How does leadership visibility and commitment to equality show up (or not) in our organisation? * How can we make the idea of respect and prevention of sexual harassment part of our everyday culture, not just our policies? 4. Action Steps (10 minutes) * Ask: “What’s one proactive step we could take to build a culture of respect — before harm occurs?” * Capture ideas (e.g. reviewing policies, embedding respect in onboarding, regular check-ins, visible leadership messaging). * Agree on one small action and decide how to revisit progress. 5. Close (5 minutes) * Thank everyone for their openness. * Remind people of support options internally and externally (including 1800RESPECT). * Encourage ongoing curiosity and care. Resource list for you and your team * Respect at Work  https://humanrights.gov.au/our-work/sex-discrimination/respectatwork [https://humanrights.gov.au/our-work/sex-discrimination/respectatwork] * The Our Watch Institute https://www.ourwatchinstitute.org.au/ [https://www.ourwatchinstitute.org.au/] If you want to hear more about Respect@Work listen to our episodes  Leading With Courage Dr Anna Cody | She/Her | Sex Discrimination Commissioner Ways to enact Respect@Work in Rural Workplaces Professor Skye Charry | She/Her | Associate Professor in the School of Law at the University of New England, Sexual Harassment Consultant, Author Let’s get practical – creating safe, equal and respectful workplaces Cara Gleeson | She/Her | Director, Our Watch Institute

Why Does Sexual Harassment Happen?

To prevent sexual harassment, we first need to understand why it happens. In this episode, Rosie Wheen draws on insights from Cara Gleeson, Director of the Our Watch Institute, and Professor Michael Flood, researcher and advocate on men, masculinities, and gender at QUT. Together, they unpack how gender inequality, power, and discrimination intersect — and how rigid stereotypes about masculinity can fuel harmful behaviour. This Podette invites reflection and dialogue: What are the beliefs and structures in your workplace that allow disrespect to persist — and what would it take to shift them? 🗣️ Use this Podette in Your Workplace Discussion 1. Set the Scene (5 minutes) * Revisit ground rules: respect, confidentiality, listening without judgment. * Link this conversation to your organisation’s purpose and values. * Acknowledge the topic may be challenging; share internal and external support contacts (e.g. 1800RESPECT). * Intention example: “We’re here to understand the ‘why’ behind sexual harassment, and explore what that means for how we lead and work together.” 2. Listen Together (5 minutes)Play the Podette as a group.Invite participants to jot down one insight or question. 3. Open Reflection (10–15 minutes)Suggested prompts: * What stood out to you most from this Podette? * How do power and gender dynamics show up in our workplace? * What beliefs about masculinity or hierarchy might be influencing our culture? * Where do we see opportunities to model respect and inclusion every day? 4. Action Steps (10 minutes)Ask: “What’s one small shift we can make, starting today, that challenges stereotypes and builds respect?”Capture and commit to one action; agree how to revisit it. 5. Close (5 minutes)Thank everyone for their participation and reflection. Reinforce support pathways (internal HR contacts, 1800RESPECT, or EAP).End with appreciation for courage, curiosity, and care. Great resources to share with your teams Our Watch -Changing the landscape - https://www.ourwatch.org.au/change-the-story/changing-the-landscape [https://www.ourwatch.org.au/change-the-story/changing-the-landscape] 💡 Learn more about Professor Michael Flood’s work:  http://www.xyonline.net/category/authors/michael-flood [http://www.xyonline.net/category/authors/michael-flood] Book, Engaging Men and Boys in Violence Prevention (2019). Available FREE from: https://xyonline.net/content/new-book-engaging-men-and-boys-violence-prevention [https://xyonline.net/content/new-book-engaging-men-and-boys-violence-prevention] Recommended Not in My Workplace episodes  Engaging men in prevention and as allies Professor Michael Flood | He/Him | Internationally recognised researcher on men, masculinities, and gender, and an advocate and educator, based at the Queensland University of Technology in Australia. https://open.spotify.com/episode/6asZMH5GWxS7S9iu64JgAY?si=9c6ef20f5d014a4d [https://open.spotify.com/episode/6asZMH5GWxS7S9iu64JgAY?si=9c6ef20f5d014a4d]  Diversity and Inclusion, an invitation to all Tarang Chawla | He/Him | Victorian Multicultural Commissioner and Founder of Not one more Niki  https://open.spotify.com/episode/4aSZ6c2jZnHZ1gywdzIVIo?si=cf94d4e83a90419d [https://open.spotify.com/episode/4aSZ6c2jZnHZ1gywdzIVIo?si=cf94d4e83a90419d]  Identifying and using your Personal Power in the workplace  Julia Banks | She/Her | Author, Leadership consultant, Keynote speaker, Lawyer, Former Federal MP https://open.spotify.com/episode/7gccScr7rG81VRXaaZGUwJ?si=8cdd274d52444876 [https://open.spotify.com/episode/7gccScr7rG81VRXaaZGUwJ?si=8cdd274d52444876]

Does Sexual Harassment Happen in My Workplace — and to who?

Sexual harassment happens in every industry and every workplace — and it impacts some people more than others. In this podette, host Rosie Wheen brings together powerful voices from across the Not in My Workplace series — including Tarang Chawla, Multicultural Commissioner and founder of Not One More Niki, and Sex Discrimination Commissioner Dr Anna Cody. They unpack the reality of where and to whom sexual harassment happens, and what that means for every one of us as leaders, colleagues, and teammates. It’s a reminder that awareness is the first step toward action — and that each of us has a role to play in making our workplaces safer, more inclusive, and more respectful. These podettes are intended as conversation starters. Here’s a suggested framework to facilitate a safe, open and meaningful discussion after listening: 1. Set the Scene (5 minutes) * Revisit your ground rules: respect, confidentiality, and listening without judgment. * Link this conversation to your organisation’s values and purpose. * Acknowledge this topic can be sensitive — share internal and external supports, including 1800RESPECT. * Name your intention: eg “We’re here to learn together about how sexual harassment shows up in workplaces like ours — and what we can do to change that.” 2. Listen Together (5 minutes) * Play the Podette as a group. * Invite everyone to note any insights or questions that stands out for them. 3. Open Reflection (10–15 minutes) Suggested prompts (Choose 2 or 3): * What surprised you most from this Podette content? * How might sexual harassment show up — or be hidden — in our workplace? * What can we learn from who is most at risk? * How do our current systems help or hinder people to speak up? 4. Action Steps (10 minutes) * Ask: “What’s one small action we can take as a team to make our workplace safer and more respectful?” * Agree on one step and how you’ll check back on it. 5. Close (5 minutes) * Thank everyone for their openness. * Remind people of support options internally and externally (including 1800RESPECT). * Encourage ongoing curiosity and care. Resource list for you and your team * Respect at Work  https://humanrights.gov.au/our-work/sex-discrimination/respectatwork [https://humanrights.gov.au/our-work/sex-discrimination/respectatwork] Recent Reports: * LGBTQIA+ Workplace Harassment – Kerry Robinson et al https://www.anrows.org.au/publication/sexual-harassment-lgbtq-young-people/ [https://www.anrows.org.au/publication/sexual-harassment-lgbtq-young-people/] * Migrant Women & Workplace Harassment – Marie Segrave et al. https://www.anrows.org.au/publication/migrant-and-refugee-women-in-australia-a-study-of-sexual-harassment-in-the-workplace/ [https://www.anrows.org.au/publication/migrant-and-refugee-women-in-australia-a-study-of-sexual-harassment-in-the-workplace/] * Unions NSW on Migrant Workers’ Experiences https://www.unionsnsw.org.au/publication/disrespected-disregarded-discarded-migrant-worker-sexual-harassment/ [https://www.unionsnsw.org.au/publication/disrespected-disregarded-discarded-migrant-worker-sexual-harassment/] Why it matters: These facilitated discussions help turn listening into action. They can build safety by making space for every voice, respecting lived experience, and fostering collective responsibility for change. If you want to hear more about building trusted and inclusive spaces at work listen to our episode  Let’s get practical – creating safe, equal and respectful workplaces Cara Glesson | She/Her | Director, Our Watch Institute Leadership, Legacy, and the Long Game Tanya Hosch | She/Her | Executive General Manager of Inclusion and Social Policy for the Australian Football League