Psychosocial hazards in the workplace such as harassment, bullying and poorly managed supervision and training can result in stress, burnout and worse. This article outlines some of the laws and organisational cultural changes that can help identify, assess and eliminate or mitigate psychosocial hazards and...

The new regulatory model recommended by Respect@Work maximises and improves the existing legislative framework, recognising the right of workers to be free from sexual harassment is a human right, a workplace right and a safety right.

Despite the importance of apprenticeships, almost half of young people who commence an apprenticeship will not finish it. This report examines how the mental health and wellbeing of apprentices can be better supported.

This report details widespread reports of incivility, disrespect, discrimination, sexual harassment, bullying and victimisation. It presents 24 recommendations, detailing changes that can be actioned immediately by Ambulance Victoria to begin rebuilding a safe, respectful and inclusive workplace.

In March 2021, the Independent Review into Commonwealth Parliamentary Workplaces was established by the Australian government. Conducted by the Australian Human Rights Commission and led by the Sex Discrimination Commissioner, the review was asked to make recommendations to ensure that Commonwealth parliamentary workplaces are safe...

The Independent Review into Commonwealth Parliamentary Workplaces was established in March 2021. This progress update outlines the work of the review to date, including the methodology.

This review considered the existing South Australian regulatory framework, policies and procedures that apply to members of the legal profession and staff who work in a legal workplace, as well as best practice in responding to and preventing workplace harassment.

This document reports findings from an independent review of bullying and related cultural issues within the New Zealand Police.

This review focuses on the responses of the Collingwood Football Club to incidents of racism and cultural safety in the workplace, and the adequacy of the processes for addressing it.

This report seeks to understand how to change the sexist, bullying culture often experienced by many female lawyers working in the New Zealand legal profession.

The purpose of this report is to provide key findings relevant to workplace bullying based on data obtained from all Australian states and territories in the year 2014/2015.

This report contains the findings and recommendations of the independent external review into harmful behaviour within the parliamentary workplace. The review, carried out by independent external reviewer, Debbie Francis, took five months and makes 85 recommendations.

Following the largest-ever global survey of legal professionals, this International Bar Association (IBA) report identifies startling rates of bullying and sexual harassment in the legal profession and makes ten recommendations for legal workplaces to address the crisis.

This report estimates the economic costs of workplace sexual harassment in Australia. Estimating the cost of workplace sexual harassment to the Australian economy is intended to increase awareness of the issue and its impacts by bringing new evidence to light regarding its various costs and...

The Australian public has rightly demanded to know more about the pervasiveness and impact of workplace sexual harassment and to see concerted action taken to prevent this behaviour from occurring. Government and employers need reliable data to inform their actions and responses to workplace sexual...

This inquiry was established in May 2017, to examine the policy response to bullying, harassment and discrimination in certain emergency service agencies.

This draft code is part of a comprehensive package of measures strongly supported by LPA’s Executive Council to deal with discrimination, harassment, sexual harassment and bullying in the workplace.

This project, funded by a SafeWork SA Commissioned Research Grant (CRG), is innovative in creating an evidence-based practical tool to assess the risk of workplace bullying before it occurs.

These case studies demonstrate that while workplace bullying can come in many different forms, there are a number of common approaches that have been successfully employed to help turn the tide on bullying in the workplace and improve workplace cultures.

The Equal Opportunity Commission (EOC) of South Australia was commissioned by South Australia Police (SAPOL) to undertake a review about the nature and the extent of sex discrimination, sexual harassment and predatory behaviour in SAPOL and make recommendations to address it.

Bullying was measured using both a widely accepted international definition and the Australian definition used by Safe Work Australia. The prevalence rates using the international and the Australian definitions were similar: 9.7 per cent and 9.4 per cent of Australian workers respectively reported they had...

In order to provide more detailed guidance to organisations regarding the risk management of bullying, this project took a fresh approach to understanding the organisational risk factors. First, we examined objective measures of job and organisational factors that may predict the likelihood of bullying at...

Our research has revealed that risk factors for bullying exist at many levels, and claims arise for numerous reasons, not just due to bullying behaviour. Psychosocial safety climate acts as a leading indicator and also buffers the impact of bullying on worker wellbeing. Ongoing surveillance...