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Respect@Work Assessment

Home » Resource Centre » Respect@Work Assessment

Is your business meeting the new Respect@work law requirements?

The new Respect@work laws place a positive duty on employers to take reasonable and proportionate measures to eliminate sex discrimination, sexual harassment and victimisation, as far as possible. This means it is now the employer’s responsibility to actively take meaningful action to prevent harassment form occurring in the workplace.

Find out with our free Respect@work assessment Health Check. This self-rated online assessment tool is designed to ensure your business is legally protected and compliant against legal risks associated with sexual harassment and discrimination.

The short online assessment will provide you with both a total score, plus a breakdown of your legal compliance performance.

Get started to protect your business today:

* Required

Step 1 of 9

11%

The questions in this assessment have been compiled in reference to the ‘seven standards’ created by the Australian Human Rights Commission (AHRC) in order to provide guidance on the steps required to comply with the new positive duty held by businesses. Complying in full with the seven standards is essential to compliance with the relevant Respect@Work legislation. The results of this assessment will help you, and us to determine what measures need to be taken to lower associated risks in your workplace.

Are your senior leaders up to date with the Sex Discrimination Act 1984 (Cth) regarding relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) and do they understand their obligations?*

Yes

Is your business using appropriate measures for preventing and responding to relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination)?*

Yes

If asked, could you provide evidence that your senior leaders value diversity and gender equality?*

Yes

Do you have a ‘prevention and response plan’ that has been created in reference to the Seven Standards?*

Yes

Have your managers and team leaders received up to date training on what to do if they witness or experience relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination)?*

Yes

Have your senior leaders been involved in the implementation of your Respect@Work policy? Note: If you do not have a specific and separate Respect@Work Policy, you should select NO here.*

Yes

Do your senior leaders receive relevant and current training on matters relating to diversity, discrimination, harassment and equal employment opportunities?*

Yes

Does your business have any leadership models in place (for example the ‘leadership shadow model’)?*

Yes

Do you have a history of workers being able to identify and call out unacceptable behaviours?*

Yes

Do your managers and supervisors understand and comply with your organisations values and could you provide evidence to demonstrate this?*

Yes

Is there gendered work segregation at your workplace?*

Yes

Are there multiple avenues to report relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) taking place in the workplace?*

Yes

Would you describe your workplace as a diverse workforce (e.g. includes employees of different genders, educational levels, age, language, or culture)?*

Yes

Do you utilise any assessment tools to ensure your employees are modelling respectful behaviour in line with your values?*

Yes

Would you say all leaders and managers are modelling respectful behaviours interacting with workers, customers, clients, contractors, and/or patients etc.?*

Yes

Are the relevant respectful behaviour expectations communicated and easily accessible?*

Yes

Do you have written policies and procedures which outline the processes and consequences for an employee who participates in unacceptable behaviour or relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination)?*

Yes

Has your organisation developed, communicated and implemented a policy regarding respectful behaviours and relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) that aligns with the Respect@Work legislation and the Seven Standards? Note: if you have a pre-existing policy that has not been overhauled to meet the Standards, you should select NO here.*

Yes

Are all your employees, managers, leaders and supervisors educated and up to date with training on policies regarding expected standards of behaviour?*

Yes

Are all employees aware of the consequences for engaging in relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) and other disrespectful behaviour?*

Yes

Does your business have records to demonstrate meaningful training and conversations have taken place in the last 6 months relating to awareness and prevention of relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination)?*

Yes

Do you provide free, readily accessible resources to educate your employees on the discrimination and sexual harassment policy in your workplace*

Yes

Would you agree that your business recognises that relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) is an equality risk, a health and safety risk and legal risk?*

Yes

Do you have a process to identify, assess, control, and monitor risks in your workplace, and could you provide evidence of that to an investigator if required?*

Yes

Is your business aware of its positive duty obligation to eliminate forms of relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) from the workplace?*

Yes

Do you have an action plan to respond to relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination)?*

Yes

Does your company regularly review risk related control measures and make necessary changes where required?*

Yes

Does your business provide support services to an employee (such as counselling or an employee assistance program) regardless of whether or not relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) is formally reported?*

Yes

Does your business provide support services to an employee (such as counselling or an employee assistance program) if they are a bystander to relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination)?*

Yes

In the case of relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) at work, does your business provide leave following an incident or make adjustments to workplace arrangements to allow the impacted person to avoid interacting with the person alleged to have engaged in the behaviour?*

Yes

Does your organisation appoint and make available contact officers and health and safety representatives?*

Yes

Does your company provide a contact that offers wellbeing support such as counselling through an Employee Assistance Program when a report is made?*

Yes

Do all of your employees know where to find information on accessing support services when needed, both at home in the workplace?*

Yes

Does your company provide easy access to internal support systems on a forum, intranet, noticeboard or similar?*

Yes

Does your business offer anonymous external support and reporting options to employees?*

Yes

Does your company have effective processes in place to respond to relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination), and could you explain these to an investigator if asked?*

Yes

Would all employees know where to find the specific information and policies required to respond to or report relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination)?*

Yes

Is your business carefully monitoring and regularly reviewing the effectiveness of your reporting process?*

Yes

Are you aware of the ‘Seven Standards in practice’ to satisfy the Positive Duty under the Sex Discrimination Act 1984 (Cth)?*

Yes

Does your business respond to relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) in a consistent, timely, and proportionate manner, with minimal harm to individuals involved?*

Yes

Do you agree that your business consistently applies consequences that are proportionate in instances of substantiated relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination), regardless of the position the person engaging in the conduct holds within the business? Note, this means that regardless of the seniority of the person and/or how important they are to the business, they too are held to account.*

Yes

Do you have a written procedure detailing how to report relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination), and what the process looks like?*

Yes

Does your business have the systems to retain data regarding your investigations into relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination), including incident details, responses and investigation outcomes which can be kept both confidentially and securely?*

Yes

Does your business take a person-centred and trauma informed approach when responding to reports of relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination)?*

Yes

Does your business communicate the outcomes of reports of relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) more broadly in a general/de-identified way?*

Yes

Has your workplace conducted appropriate data collection (in forms of anonymous feedback, interviews, focus groups, surveys or exit interviews) to assess and identify the risk and prevalence of relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) in the workplace?*

Yes

Does your company assess statistics, such as turnover rates, rates of absenteeism, use of sick leave, rates of flexible work arrangements and parental leave across all genders?*

Yes

Does your business schedule training to increase understanding of relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) and work expectations on at least an annual basis?*

Yes

Does your business review and update its ‘prevention and response plan’ in response to incidents, information and data obtained?*

Yes

Does your business consult with employees regarding the handling of relevant unlawful conduct (i.e. sexual harassment, a hostile work environment, victimisation, sex-based harassment or discrimination) and make necessary adjustments to its practices, policies etc.?*

Yes

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