Women's Bureau, U.S. Department of Labor’s Post

Did you know that one in 3 workers has experienced sexual harassment at work? Sexual harassment is a pervasive issue that affects all workplaces in Australia. Employers need practical and effective workplace interventions to help prevent and reduce workplace sexual harassment. Comcare recently reviewed 14 studies on the effectiveness of interventions to reduce and prevent these behaviours. We found that a multi-pronged approach is most effective in preventing and addressing workplace sexual harassment. This includes comprehensive policies, complaints systems, and wide-reaching training and education, supported by strong leadership that models anti-harassment and gender-equal values and behaviours. For more on employer interventions that address workplace sexual harassment, go to https://lnkd.in/gFddWzB8 #Comcare #WSXHEmployerInterventions #SystemsforRespect

Coming into force in October 2024, the introduction of the Worker Protection Bill presents a significant organisational and cultural shift for employers in how they approach preventing workplace sexual harassment. In our new blog, Vix Anderton, FRSA explores the pervasive issue of workplace sexual harassment and bullying and the extent to which they remain widespread problems. She also explains what the Worker Protection Bill means for employers and outlines the six ‘reasonable steps' organisations can take now to create a workplace culture that acts as a natural deterrent against harassment. Read the new blog to learn how employers can create a psychologically safe workplace where sexual harassment and bullying are not tolerated: https://lnkd.in/dxYmG5ZR ID: Image shows a woman in an office smiling into her laptop camera. Text over image reads: "The Worker Protection Bill: What Employers Need to Know and Do". #DiversityandInclusion #WorkerProtection Bill #WorkerProtectionAct #WorkplaceHarassment #DEI

1 in 3 Australian workers reported experiencing sexual harassment in the workplace (Australian Human Rights Commission@).   That is a lot of injured employees   Clearly Australian workplaces need strategies to help address the prevalence of workplace sexual harassment and to make work safer.   A recent Rapid Review on Interventions to Reduce Workplace Sexual Harassment by Comcare has outlined the evidence based, practical strategies that can be used.   The conclusions of the review were that the most effective approach required a multi-pronged strategy, including ✔️ comprehensive policies ✔️ safe & robust reporting & complaints systems that allow timely action, and ✔️ training Together with a strong leadership cohort that actively models and supports anti-harassment values. This provides the best opportunity for organisations to eliminate workplace sexual harassment.   You can read more about it here - https://lnkd.in/gXhS5cFy)   You can get help to start addressing the strategy here – https://lnkd.in/gFK2Trah - reach out, this is what we do! #mentalhealth #mentalhealthawareness #mentalhealthatwork #workplacementalhealth #psychosocialrisk #psychosocialsafety #psychosocialhazard #psychologicalsafety #sexualharassment #workplacesexualharassment Anna Feringa Consulting Pty Ltd

Policies on Sexual and Other Harassment in the Workplace Implementing strong Policies on Sexual and Other Harassment in the workplace is essential for creating a safe, respectful, and inclusive environment for all employees. These policies outline the standards of conduct expected in the workplace and provide clear procedures for addressing inappropriate behavior. They also demonstrate a company’s commitment to preventing harassment and protecting employees from any form of discrimination or abuse. With an increasing focus on workplace culture and employee well-being, these policies play a crucial role in promoting a professional and respectful work environment. https://lnkd.in/eFDswBDu #WorkplaceHarassment #HarassmentPrevention #EmployeeRights #WorkplacePolicies #InclusiveWorkplace #WorkplaceEquality

Is your business prepared for the new duty to prevent sexual harassment in the workplace? 🚨 As of 26 October 2024, employers must take proactive steps to prevent harassment in their organisations, including stronger policies, mandatory training, and enhanced reporting systems. Check out our interview with All Things Business UK where we provide a detailed breakdown of these new regulations and what they mean for businesses of all sizes. 💡 At ICENA, we’re offering FREE webinars to help you get ready. Our sessions will guide you through policy updates, risk assessments, and tailored training to ensure compliance and create a safer, more inclusive workplace. 👉 Don’t wait until it’s too late! Sign up for one of our FREE webinars today to make sure your business is compliant by October 26: https://lnkd.in/gQaVzhk2 We’ll also be joined by EMW Law LLP - B Corp Certified so it’s set to be an informative and engaging session! 💭

It's crucial for employers to take a proactive stance against bullying, harassment and discrimination in the workplace. We are proud to have facilitated the implementation of a tool that empowers staff to report incidents and promote a positive workplace culture. Learn more in our latest case study: https://lnkd.in/evH4-tQv #SayNoToHarassment #ReportDiscrimination #NHS #workplacewellness #inclusiveworkplace #reportingforchange

As the focus on #NonFinancialMisconduct in #FinancialServices has never been greater or more imminent, this new law will play an important part in firms creating the right culture and knowing how to tackle sexual harassment ahead of the #FCA changes to rules on NFM expected later this year. #DiversityandInclusion

Is an April Fool’s prank crossing the line into workplace harassment? Definitely! Employers are responsible for maintaining a safe and respectful work environment for their employees. Some pranks may signal an unhealthy or discriminatory workplace culture. Specifically, any unwelcome behavior tied to a protected characteristic (like gender, race, disability, sexual orientation, or age) could contribute to a hostile or offensive atmosphere, meeting the conditions for a potential harassment case. For legal insights and answers to your questions, we're here to help! #WorkplaceHarassment #SafeWorkEnvironment #EmployeeRights #CunninghamDalman

Informative webinar through CIPD HR-inform regarding Sexual Harrassment and the New Legislation coming out on the 26th October. Amanda Chadwick was great at presenting this and showing exactly what we need to do as employers. Here are a few things I took away: ✅ Employer Responsibilities: Guidance on creating a safe and respectful workplace environment. ✅ Policies: Recommendations for updating company policies to comply with the new laws. ✅ Training: The importance of training staff to recognize and address sexual harassment. ✅ Reporting: How to establish clear processes for reporting and addressing complaints. Did you know? Sexual Harrassment isn't just about Worker on Worker. It also includes Third Parties such as Customers. #SexualHarrassment #WorkerProtectionAct

Policies on Sexual and Other Harassment in the Workplace Implementing strong Policies on Sexual and Other Harassment in the workplace is essential for creating a safe, respectful, and inclusive environment for all employees. These policies outline the standards of conduct expected in the workplace and provide clear procedures for addressing inappropriate behavior. They also demonstrate a company’s commitment to preventing harassment and protecting employees from any form of discrimination or abuse. With an increasing focus on workplace culture and employee well-being, these policies play a crucial role in promoting a professional and respectful work environment. https://lnkd.in/eDHn6dzq #WorkplaceHarassment #HarassmentPrevention #EmployeeRights #WorkplacePolicies #InclusiveWorkplace #WorkplaceEquality