Maureen Kyne’s Post

Is your organisation ready? A new preventative duty is on its way. From October, employers will be legally bound to take steps to protect staff from sexual harassment. Read more about the new Worker Protection Act 2023 and contribute to the consultation here: https://lnkd.in/eU_c4h-P. #inclusion #equality #harassment #diversity #humanresources

Sexual misconduct, psychological harassment, gender discrimination, unwanted or derogatory remarks about female coworkers, disagreeable and inappropriate behaviour from coworkers or employers, and other events can all be considered forms of workplace harassment. For the benefit of all workers, a safe and welcoming workplace is essential, but it is particularly crucial for women, who frequently face difficulties at work. It is your duty as an employer and a colleague to establish a work environment where all workers, regardless of gender, feel appreciated and safe. Here’s how you can go about it: Develop and implement anti-harassment policies Create a safe space to promote reporting and protect complainants Conduct intricate background checks Encourage the voicing of concerns Improve employee awareness Ensure a supportive environment Follow RDR for more such information. #HowToDEI #rdrpeel #workplacediversity #diversityandinclusion #diversity #workplaceculture #diversitymatters #leadership #welead #diversityequityinclusion #diversitytraining #allracematters #celebratediversity #settlement #employment #refugees #onlinelearning #employers #newcomers #capacitybuilding #learningprogram #antiracism

Empowering a Safe Workplace: The POSH Act (Sexual Harassment of Women at Workplace Act, 2013) mandates that organizations with 10 or more employees establish an Internal Complaints Committee (ICC) to address complaints of sexual harassment. Here's what you need to know about Internal Complaints Committees: - Purpose: ICCs provide a safe and confidential space for women to report sexual harassment at work. - Composition: The committee should include a presiding officer (a senior woman) and at least two other members from among the employees. Looking to learn more? Check out our resources on the POSH Act and Internal Complaints Committees: https://lnkd.in/d7BtCGTX . Together, let's build a safe and healthy work environment for all. #POSH #womensafety #workplace #legal #compliance #companyculture #gender

Sexual orientation discrimination is a serious issue that affects all workplaces. It involves treating someone unfairly based on their sexual orientation, which can include harassment, exclusion, and unfair treatment in various aspects of employment. Ensuring a discrimination-free workplace is not just a ‘nice to have’ – it’s essential for a healthy, productive work environment. One area that can be neglected is your HR policies...are they inclusive when it comes to sexual orientation discrimination? If you are in doubt read our article and give me a call: https://lnkd.in/evNDSTwg #hrtip #inclusion #equality #f2fhrmk #SME #HR

🔥 Are you aware of the upcoming legislation that places a new duty on employers to prevent sexual harassment at work?🔥 💡 The Worker Protection (Amendment of Equality Act 2010) Act 2023 comes into force in October 2024. The Act amends the Equality Act 2010 in two ways: 👊 introduces a new duty on employers to take reasonable steps to prevent sexual harassment. The legislation imposes a new obligation on employers to be proactive in tackling sexual harassment; and 👊 gives employment tribunals the power to uplift sexual harassment compensation by up to 25% where an employer is found to have breached this new duty. 🚦 Are you prepared for the upcoming changes? 🥁 Do your teams understand: ⚡what unacceptable behaviour looks like? ⚡ the consequences of sexual harassment. ⚡ how to deal with allegations of sexual harassment? ⚡ how to intervene safely when they observe inappropriate behaviour-being an active bystander? ⏰ If it's a 'no' to the above, I can help! The clock is ticking so don't delay! Please get in contact at kay@kaygunn.com 👀 Thriving in a workplace free from all types of discrimination is a critical part of nurturing a safe and inclusive workplace. #sexualharassment #equality #inclusion #positiveculture #discrimination #dignity #respect Photo credit: mikeunwin.wildtravel

The Australian Human Rights Commission have released useful tools to assist businesses to comply with the Positive Duty under the Sex Discrimination Act 1984. Are you ready? In a groundbreaking move towards fostering respectful and inclusive work environments, the Sex Discrimination Act of 1984 has undergone a significant transformation. As of 1 December 2022, a dynamic new clause known as the Positive Duty was introduced. This revolutionary change places a legal obligation on organisations and businesses to proactively combat and prevent a range of unlawful behaviours in the workplace. Let's delve into this transformative shift and the resources available to ensure your business is a champion of equality. 👍Understanding the Positive Duty Gone are the days of mere reaction to workplace misconduct. The Positive Duty demands a proactive approach from businesses, regardless of size or scope, to eradicate several forms of unlawful conduct. These include discrimination based on sex, sexual harassment, sex-based harassment, creating hostile work environments, and related victimisation – collectively termed as 'relevant unlawful conduct'. This obligation strives to foster workplaces that radiate safety, respect, and inclusivity. 👍A Glimpse into the Resources To navigate these pioneering changes, the Australian Human Rights Commission has diligently crafted an arsenal of resources aimed at assisting businesses across the board: • Guidelines for Complying with the Positive Duty (2023) • Information Guide on the Positive Duty: Relevant Unlawful Conduct, Drivers, Risk Factors and Impacts (2023) • A Quick Guide for Complying with the Positive Duty (2023) • A Resource for Small Business on the Positive Duty (2023) • Factsheets 🔗Learn more about these resources here: https://lnkd.in/gPB9VHMH It is important that employers are aware of these changes and new resources. If you would like to know more and/or need any assistance in what steps to take, do not hesitate to get in touch on 1300 1 OUR HR. #OurHRTeam #HROutsourcing #PositiveDuty #AHRC

Let’s debunk these myths and create workplaces that are free from sexual harassment. Together, we can foster a culture of respect, inclusivity, and equality. #poshequili #poshact #poshlaw #workplace

The Australian Human Rights Commission is hosting an informational webinar on the positive duty and their approach to regulation and compliance. Join a panel of experts on 12 December for an in-depth exploration of the positive duty under the Sex Discrimination Act, the AHRC’s compliance and enforcement policy, and the focus on creating long-term and systemic change in the landscape of workplace sexual harassment and other unlawful behaviour. Key Topics: * Why Positive Duty Matters * Overview of Positive Duty and AHRC Resources * The AHRC's Approach to Compliance and Enforcement RSVP here: https://ow.ly/rK4R50Qch3v To learn more about positive duty, head here: https://ow.ly/w6hv50Qch3u #PositiveDuty #InclusiveWorkplaces #RespectAtWork #WorkplaceCulture #InclusiveLeadership #Leadership #BusinessAustralia

Business owners have a legal obligation to take 'reasonable and proportionate' measures to stop discriminatory conduct and ensure their workplaces are safe. Our Workplace Relations team can help you and your managers understand your obligations in relation to: ✔️sexual harassment ✔️workplace bullying ✔️discrimination ✔️harassment on the basis of gender, and ✔️victimisation Find out more here 👉 https://lnkd.in/gZ9D7kPQ #BusinesschamberQLD #WorkplaceRelations #LegalObligations #DiscriminationPrevention #SafeWorkplaces #SexualHarassment #WorkplaceBullying #GenderDiscrimination #HarassmentPrevention #Victimisation #BusinessOwners #Business #queensland

Attention employers - the EEOC has issued proposed enforcement guidance on harassment in the workplace, the first such update in approximately 30 years. Among other things, it addresses: - harassment on the basis of sexual orientation and gender identity - electronic communications that may give rise to unlawful discrimination and harassment - increased enforcement priority for systemic harassment or "pattern or practice" cases #employmentlaw #eeoc