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We’re launching a new Diversity & Equality course

GRC Solutions is proud to announce that we’re launching a new Diversity & Equality course, featuring new content and a fresh design.

Bullying, sexual harassment and discrimination have no place at work. Our Diversity & Equality training modules (previously called Workplace Behaviour) form one of our flagship courses, promoting healthy workplace relations among managers, supervisors and general employees.

The new course updates our training with revised learning outcomes and scenarios, as well as tighter explanations of the key EEO and anti-discrimination concepts.

Jargon is kept to a minimum. Where possible, we tell stories to paint a vivid picture.

A man a woman talk, they are a both laughing in a social setting

A key feature of the new course is the inclusion of scenarios for every learning outcome. With five learning outcomes per lesson, the content is more practical than ever, with key concepts placed into a context that learners can immediately follow.

We’ve also revised the look and feel of the course in line with current best practices in instructional design, drawing on theories of ‘chunked learning’ to break up information into smaller easy-to-read pieces of text.

As always, the content is legally comprehensive and up to date, treating these sensitive topics with the seriousness they deserve.

The training is split up into separate modules for managers/supervisors and general employees. No one person will have to sit every module.

As with all our Salt Compliance courseware, the content is ready to customise.

The result is something that we think is pretty special, offering an engaging adult learning experience with appealing visuals that illustrate rather than distract from the topics at hand.

Click here for more information about our new Diversity & Equality Course, which will be available from December 4, 2015.

Have you considered effective workplace behaviour training ahead of the festive season?

festive season

With the festive season just around the corner your organisation should have your end of year Christmas party locked in. Corporate Christmas parties are organised to boost employee morale, reward staff and improve employee relationships. Instead, recent times have seen more of these yearly celebrations resulting in costly sexual harassment litigation.

Now is the best time to implement a diversity and equality compliance training program if you haven’t already. If you already have a Code of Conduct or Workplace Behaviour program in place, you are on track and should consider running your employees through a refresher course.

The festive season’s high social aspects make it particularly prone to unfortunate workplace behaviour incidents, particularly at external venues where alcohol is present. Corporate functions taking place outside of the office with a relaxed atmosphere make it easy for staff to lose their bearings. As a result, staff are unable to distinguish between inappropriate and normally acceptable office behaviour.

Regardless of where the event is held, corporate celebrations are considered a work activity under workplace-related legislation and employers will be liable. Employers are responsible for ensuring the safety of all employees at any work-related function just as they are when employees are carrying out their day-to-day activities. It is the employer’s responsibility to take steps to prevent inappropriate conduct from occurring whether through online compliance or face-to-face training.

Training staff so that they know their rights and abide by your workplace code of conduct is the best preventative measure. The consequences of non-compliance should also be laid out clearly.

In 2012, 71% of managers reported having to discipline staff over violence, discrimination and harassment at their Christmas party. On average, sexual harassment settlements cost between $15,000 and $25,000 in Australia, not to mention the huge impact of reputational damage.

Safeguard your organisation today with an effective Diversity and Equality and Work Health and Safety compliance training program.

GRC Solutions can also provide customised Code of Conduct training for your organisation.

Overseas business trip or sexual harassment episode?

sexual harassment 

To be given the opportunity to work overseas is the ultimate achievement for many senior executives. Although the majority respect their employers trust in them, many do see it as an opportunity to let loose while their employer turns a blind eye to poor conduct.

Australians who believe travelling internationally for work means they can drop their standards to a level that can be tolerated in whatever culture they go to is nonsense, commented Michael Harmer from Harmers Workplace Lawyers.

A former general manager of a company in Malaysia shares her thoughts on Australian workers with the Australian Financial Review. Her comments focus on the severity of Australians behaviour world-wide and suggests we should consider toning it down. “Some Australian executives feel like “rock stars” when they move to Asia, and are more likely to indulge in binge drinking, party drugs and taking clients to brothels than when they are at home.”

The increasing number of senior executives sexually harassing colleagues while overseas is worrying and will not go unpunished. Michael Harmer, prominent sexual harassment lawyer shared his concerns with the AFR, and brought a few examples to light.

In the past 12 months, Harmers Workplace Lawyers have negotiated three major settlements for employees where senior lawyers or accountants sexually harassed colleagues while overseas. The cases costing employers millions. “One settled for over $5 million gross, another for more than $1 million. In one case, an Australian partner at a global legal firm who moved to Asia allegedly used sexual entertainment and prostitutes to enrich client relationships. He was also accused of the deliberate posting of female colleagues to overseas offices so as to facilitate affairs with them, Harmer says.

This case warns organisations that while the sexual harassment behaviour occurred internationally where our Australian laws do not always apply, poor behaviour by Australian employers and their perpetrators can still be penalised. When strong decisions are made and communications are received in Australia, Australian regulations will still apply. Harmer also states that “employees working overseas have the right to sue for failure to provide a safe workplace if there is a sufficient connection with Australia.”

These cases are far from rare, but unfortunately the victims are usually paid out and removed by management, leaving the perpetrator’s career untouched. In some cases, leading them to a promotion to higher leadership roles even after receiving written complaints about them.

Workplaces who continue to turn a blind eye to inappropriate behaviour by not enforcing effective workplace policies or compliance training and who continue to reward and promote perpetrators should expect to experience diminished ability to attract and retain talent. They will also be at high risk of reputation damage.

Do an audit today and organise some workplace behaviour compliance training and policy updates to ensure your staff know their rights and most importantly feel safe and comfortable at work.

Source: Australian Financial Review