Work with us
As an employer, meeting your increased obligations under different regulatory systems can seem complex and even overwhelming. Intersection empowers leaders to lead in this space.
Our 4-Systems-in-1 solutions are designed to help you:
prevent inappropriate workplace behaviours, such as bullying, harassment and discrimination, and allow you to respond appropriately if they do occur
meet obligations administered by multiple workplace regulators – Fair Work Australia, Work Health and Safety regulators, the Workplace Gender Equality Agency, the Australian Human Rights Commission and other anti-discrimination bodies
embed diversity, equality and inclusion practices, so you attract and retain talented people and enable them to thrive
create trust in your systems, enhance psychological safety and establish ‘safe to speak’ environments through leading practice
establish a positive workplace culture as the norm, moving your organisation from good to high performing.
Embedding diversity and inclusion practices in your organisation drives the kind of excellence that delivers real business value. Our goal is to help your organisation become a high-performing environment in which all employees feel safe, respected and included.
We bring an intersectional lens to our work and have developed practical solutions to assist you in attracting and retaining diverse talent, enhance your performance and comply with, and exceed, your legal obligations.
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As the authors of the Respect@Work National Inquiry Report which recommended the positive duty laws, we are the go-to advisors for employer obligation questions and workforce wide training.
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You can’t change what you don’t know, especially when inappropriate workplace behaviour and other psychosocial hazards are often underreported.
Our independent reviews and cultural health checks examine positive practice and identify systemic barriers to a safe and respectful workplace through our drivers and risks framework. Our practice is trauma-informed and person-centric, always prioritising the wellbeing of your employees.
We’ll work closely with your leaders to develop practical, organisation specific, evidence-based solutions to both prevent and better respond to incidents of sexual harassment, bullying, discrimination and other psychosocial hazards.
Examples of our independent reviews are below:
Not all organisations will require an in-depth independent review. We can conduct a cultural health check to understand the impact of your workplace culture initiatives and identify areas that may benefit from future focus.
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The Respect@Work Compliance Review and Gap Analysis assists organisations to assess their compliance against the seven positive duty standards and to identify any gaps.
We work with your organisation to identify the documents and data that fall within the scope of the review. Following the review, we provide a report with findings and recommendations to assist your organisation to develop a maturity model with recommended practical actions for implementation with a view to moving from compliance towards best practice.
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Independent surveys can be an evidence-based method to understand how your employees experience their workplace, provide a benchmark to measure future improvement and play a key role in informing a workplace risk assessment.
We’re highly experienced in conducting surveys on employee experiences of bullying, sexual harassment, harassment and discrimination.
Importantly, our surveys align with trauma-informed practice and comply with the National Statement on Ethical Conduct in Human Research.
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In addition to obligations under the positive duty, employers are also required to eliminate and minimise the 14 identified psychosocial safety hazards.
The development of a Safe@Work Risk Management Tool will allow employers to comprehensively map their risks and mitigation strategies and identify gaps to be addressed from a compliance and leading practice perspective.
The Safe@Work Risk Management Tool is intended to ensure consideration of and compliance with the positive duty and psychosocial risk requirements at the same time.
Our collaborative development process ensures the Safe@Work Risk Management Tool is customised to your organisation, facilitating easier risk prevention, identification, management and reporting (including Executive Leadership and Board reporting).
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Expectations on employers to strive for gender equality continue to grow, with the introduction of Gender Targets for all employers with reporting obligations under the Workplace Gender Equality Act.
From 2026 employers with 500 or more employees will be required to identify three gender targets and report on their progress against these publicly.
As Australia’s leading workplace culture advisors and gender equality experts Intersection can support you to:
select the targets that will have the most impact in your organisation
create a plan to successfully meet the targets.
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Practical implementation of research, law and policy is our speciality. We have extensive experience in conducting research to inform practice and in developing guidelines to explain law and policy.
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Our workplace investigation services are grounded in trauma-informed and person-centred principles, ensuring a safe, respectful, and equitable process for all parties involved. We recognise that individuals engaging in workplace investigations may be experiencing significant stress or trauma. Our approach is designed to minimise harm while upholding the integrity of the process.
While maintaining empathy and respect, we ensure our investigations are rigorous, impartial, and compliant with legal and organisational standards. Evidence collection, interviews, and reporting are conducted with the highest level of professionalism and integrity.
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As specialists in creating and maintaining safe, respectful and inclusive workplace cultures, we can help your organisation accelerate its diversity and equality goals through a range of tailored advisory services.
We can assist you to:
effectively and sensitively address workplace behaviour issues in times of crisis
review policies and procedures to ensure compliance with legal changes and best practice
design programs to help you exceed your positive duty obligations
identify psychosocial hazards
review complex workplace investigations related to inappropriate workplace behaviours.