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Respect@work: Implications for Sexual Harassment Prevention, Policy and Practice

February 10 @ 1:00 pm - 3:00 pm AEDT

Register Your Nominations
Implications for Sexual Harassment Prevention, Policy and Practice

Join us and Fiona Vines, BHP’s Head of Inclusion & Diversity and Workforce Transition at BHP to share best practice and ideas for ways in which your organisation will respond to the recommendations by Respect@Work.

Wednesday 10 February 2021 1 PM – 3 PM (AEDT) via Zoom

Sexual harassment is not a women’s issue: it is a societal issue, which every Australian, and every Australian workplace, can contribute to addressing. Workplace sexual harassment is not inevitable. It is not acceptable. It is preventable.
It was pleasing to see the 2020 Australian Federal Budget has assigned $700,000 per year for the next three years to establish a Respect@Work Council to focus on reducing sexual harassment in the workplace following the release of the Human Rights Commission Respect@Work: Sexual Harassment National Inquiry Report (2020). This report contains 55 recommendations for a new model that is evidence-based, victim-focused and framed through a gender and intersectional lens. It is also written within existing legal frameworks to avoid duplication, ambiguity and undue burden on employers.
As the 2018 National Survey revealed, almost two in five women (39%) and just over one in four men (26%) have experienced sexual harassment in the workplace in the past five years. Aboriginal and Torres Strait Islander people were more likely to have experienced workplace sexual harassment than people who are non-Indigenous (53% and 32% respectively).[3]
NAWO fully supports all 55 of the recommendations in this report, and as part of NAWO’s  Lever 5 – Getting the basics right – Policy, Goals, Reporting and Accountability we prioritise policy and practice that prevents sexual harassment and discrimination.  Please register your places to be part of this critical discussion with one our leading Diversity & Inclusion practitioners, Fiona Vines. Fiona’s personal and professional experience drives change for better gender balance and respect at BHP and sets examples for operational businesses across many sectors. 
Your participation in this forum will help us understand:
  • What your organisation is proactively doing in response to the recommendations
  • What you would be willing to share with the broader NAWO community with regard to these proactive actions, or existing best practice
  • What you would like to see NAWO provide in the way of supporting actions aligned to the respect@work report

To ensure your organisation has two places at our virtual table please reply via email to Sharon Grosvenor sgrosvenor@nawo.org.au with your nominated colleagues’ names, titles and email address.

Who should attend this Forum?
People in positions of influence over process, practice or policy for your organisation such as operational team leaders, middle managers, HR business partners, diversity specialists, or members of a relevant special project team.
Places are limited
These Forums are small, targeted and for those ready to share examples of good practice, keen to learn from others and prepared to turn conversation into action. Two representatives from 10 member companies can attend and registrations are taken on a first come first served basis. Your nominated attendees will need to be prepared to contribute, either with case studies showcasing the work your organisation has been doing OR with well thought through questions and challenges that you are finding it difficult to overcome.
NAWO member companies have the option of nominating up to two participants from your business to attend.

We look forward to supporting and leveraging member initiatives related to this very important initiative at this Knowledge Share Forum.

NAWO member companies have the option of nominating up to two participants from your business to attend.


February 10
1:00 pm - 3:00 pm AEDT
Event Category:


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