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Supporting employees who have experienced inappropriate workplace behaviours is not just the right thing to do—it is now a legal obligation under Australia’s Positive Duty framework.

Standard 7 of the Australian Human Rights Commission’s Guidelines emphasises the need for regular monitoring, evaluation and transparency — not as box-ticking, but as core to building a safe, respectful and inclusive workplace.

In the evolving landscape of workplace culture and safety, one truth has never been more important: knowledge drives change. 

In today’s workplaces, managing risk goes beyond physical safety—it includes proactively identifying and addressing psychosocial hazards such as bullying, harassment, role overload, and low job control.

Sexual harassment in the workplace is more common than you think. In fact, one in three workers in Australia are victims of sexual harassment, so no workplace is immune.

In today’s workplaces, managing risk goes beyond physical safety—it includes proactively identifying and addressing psychosocial hazards such as bullying, harassment, role overload, and low job control.

For years, when inappropriate or toxic behaviour emerges in a workplace, it's been  blamed on the "bad apple" — the lone troublemaker whose actions are seen as an unfortunate exception to an otherwise healthy culture. But what if the issue isn’t just the apple, but the entire system that allowed it to rot — and worse, to spread? 

A positive workplace culture is no longer a “nice to have” — it’s a defining factor in whether a business succeeds. In today’s fast-moving market, Australian organisations with strong, respectful and inclusive cultures consistently outperform the rest.