Bullying and Harassment – Why They Matter

Bullying and Harassment including sexual despite laws against, remain rife in the Australian workplace and at a level over twice the global average with the highest rates of repeat experiences.

• The scale of workplace bullying is massive with an estimated 2.5 million workers being bullied during their working life.  Griffith University Dr Paul McCarthy.
• Sexual harassment is extreme:  1 in 3 workers in the last 5 years mainly of women and mainly by men. Only 18% of incidents being reported and for 40% of these incidents, workers saw no change in their workplaces after formal complaints – Australian Human Rights Commission 2022 SR.  About 4 Billon annual cost to the Australian Economy.

The Federal Government’s Anti-Discrimination & Human Rights Legislation Amendment (Respect at Work) Bill 2022 is a game changer requiring a totally new approach by organisations. No longer is the focus on reacting to complaints, instead the onus has profoundly changed to requiring workplace to act proactively to create an environment in which sexual harassment and discrimination is not tolerated.

Business have been granted a 12-month grace period between assent and commencement to navigate through the mine fields of new obligations to develop new protocols and policies, and to implement staff training programs.

This Thomson Reuter special workshop has been designed to deep dive into the complexities of this new legislative change, looking at the ways employers can safeguard their employees, and themselves from unsafe practices and costly reparations.

Agenda

9:00AM

Welcome Address by the Chair

The Honourable Pru Goward, AO

9:10AM

What are bullying and harassment behaviours? 

- How they differ

- Damages incurred

- How does the law identify them

Natasha De Silva, Principal , Intersection Pty Ltd

9:45AM

Analysis of Case Law and the Risks and Considerations they reveal.

Drew Pearson, Partner, Herbert Smith Freehills

10:20AM

Preventing sexual harassment - adopting a safety-oriented approach.

In light of the new duty in the Sex Discrimination Act 1984 to take “reasonable and proportionate” measures to prevent sexual harassment , the session explores key considerations, initiatives, and steps employers may take when looking to mitigate sexual harassment risks in the workplace.

Erin Hawthorne Partner Seyfarth

10:55AM - Morning tea

11:25AM 

Panel Session: What would you do if?

Natasha De Silva; Drew Pearson; Erin Hawthorne

12:15PM - Networking Lunch

1:15PM

Psychological Injury: How do employees get psychologically injured by workplace bullying?

– understanding the injury process and why it’s important to prevent it

Michael Plowright, Director, Working Well Together

1:50PM

Workplace investigations - best practice tips and how to avoid traps

Trauma informed workplace investigations - mitigating the risk of increased trauma for bullied targets in investigation processes and how this is vital to on-going employee safety

Norton Rose Fulbright

2:25PM

Is bullying kryptonite to psychological safety or is psychological safety krypton to bullying?

How leaders creating psychological safety allows employees to speak up and prevent bullying.

Michael Plowright, Director, Working Well Together,

and Norton Rose Fulbright

3:00PM

Hypothetical Case Situation: Working afternoon tea.

Hypothetical Case Situation: Dismissal / After-hours conduct /Working from Home

Working Well Together, Norton Rose Fulbright, and Worklogic

4:00PM

Close of Conference by Chair

The Honourable Pru Goward, AO

For event enquiries, please email eventsanz@thomsonreuters.com