Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p36
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 99957–103131

gender-based harassment and that the resources required are provided. Their commitment to preventing sexual and gender-based harassment should be demonstrated in the organisational priorities they set and the way they choose to measure the organisation's success. They should ensure this commitment is effectively communicated across the organisation.
They should ensure that WHS management and human resources policies and strategies are well aligned and appropriately integrated. For example, human resources policies and approaches to recruitment, performance management, misconduct, promotion, accountability and support will impact the effectiveness of WHS risk management.
Leaders set the standard for acceptable behaviour within an organisation. They should model attitudes and behaviours that show respect for all workers and actively call out and address inappropriate behaviour.
Officer duties under WHS laws
Senior leaders who are officers under the WHS Act, such as departmental secretaries or company directors, have a duty to exercise due diligence to ensure the PCBU complies with its duties under the WHS Act and WHS Regulations. For sexual and gender-based harassment, this means the officer must take reasonable steps to:
   -            have effective consultation, coordination and cooperation processes. For example, periodically visits sites to talk with workers and supervisors about hazards
   -            acquire and keep up-to-date knowledge of WHS matters, including sexual and gender-based harassment. For example, by attending information sessions such as conferences, reading relevant publications and journals, and requesting and reading internal information and reports
   -            gain an understanding of the nature of the operations of the business or undertaking of the PCBU and generally of the sexual and gender-based harassment risk associated with those operations
   -            ensure the PCBU has available for use, and uses, appropriate resources and processes to eliminate or minimise the risk of sexual and gender-based harassment from work carried out by the business or undertaking
   -            ensure the PCBU has appropriate processes for receiving and considering information regarding incidents and risk of sexual and gender-based harassment and responding in a timely way to that information
   -            ensure the PCBU has, and implements, processes for complying with any duty or obligation they have under the WHS Act and WHS Regulations. For example, takes active measures to ensure that the PCBU is complying with its duties, such as requesting information on risk assessments and incident notifications rather than waiting for information to be provided, and
   -            verify the provision and use of the resources and processes mentioned above and that they are performing effectively. For example, checks the approach to systematic WHS management and key performance indicators are appropriate, seeks out their own information on the organisation's WHS performance, and insists that reports are provided to them promptly and their feedback actioned.
For information on officers and their duties