Understanding sexual harassment training
Sexual harassment training is a critical component of workplace safety and compliance. The 2022 Respect@Work reforms significantly strengthened employer obligations, making proactive prevention—including training—essential.
Training content
- What is sexual harassment
- Recognising inappropriate behaviour
- Reporting procedures
- Bystander intervention
Manager training
- Legal responsibilities
- Responding to complaints
- Creating safe environments
- Early intervention
The positive duty
The Respect@Work reforms introduced a positive duty for employers to prevent sexual harassment. This means:
Positive duty requirements
What training should cover
Effective sexual harassment training includes:
- Definitions: What constitutes sexual harassment (verbal, physical, visual)
- Examples: Concrete scenarios to help recognition
- Legal framework: Sex Discrimination Act, WHS laws, Fair Work Act
- Consequences: For harassers and for non-compliant organisations
- Reporting: How to report internally and externally
- Bystander action: How witnesses can safely intervene
- Support: Resources available for affected persons
AHRC guidelines
The Australian Human Rights Commission's Respect@Work report provides comprehensive guidance on preventing workplace sexual harassment. The AHRC has issued guidelines on what constitutes "reasonable and proportionate measures" for the positive duty.
Implementing effective training
Training delivery
- Induction for all new employees
- Annual refresher training
- Interactive scenarios and discussions
- Document attendance and completion
Measuring effectiveness
- Pre and post-training assessments
- Staff surveys on workplace safety
- Track reporting and incident data
- Review and update training regularly
Common training mistakes
One-off training only
Providing training once without regular refreshers, leading to decreased awareness over time and new employees missing out.
Generic or tick-box training
Using generic online modules without customisation to the workplace context or opportunity for meaningful engagement.
No manager-specific training
Failing to provide enhanced training for managers on their specific obligations for prevention and response.
Key takeaways
Sexual harassment training is a key element of meeting employer obligations under the positive duty. Effective training is regular, engaging, tailored to the workplace, and part of a broader prevention strategy.
Safe workplaces start with good systems. RosterElf supports respectful workplace management with clear communication tools and transparent scheduling practices.
