Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p30
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 82721–86001

and instruction (e.g. not using detailed or explicit examples of sexual assault in training or asking participants to disclose personal traumatic experiences and including content warnings at the beginning of training where the risk cannot be sufficiently minimised). Information about trauma informed approaches is included in section 7.3 of this Code.
Depending on the size and nature of your business or undertaking, and the risks involved, this may be done by:
   -            verbally informing and reminding all workers about the workplace policies, procedures and systems of work
   -            displaying the policy on notice boards
   -            publishing the policy on the staff intranet or emailing it to workers
   -            distributing brochures or displaying posters, and
   -            providing formal training on preventing sexual harassment, including induction training for new workers and training for existing workers.
Information, training, instruction and supervision for sexual and gender-based harassment should be appropriate to the different roles, responsibility, skills and capabilities of your workers.
Information, training, instruction and supervision to support implementation of control measures may be focused on sexual and gender-based harassment or incorporated into broader induction, policy and procedures training. For example, where the same control measures, such as locking doors, are used to control a range of risks.
Information, training, instruction and supervision on sexual and gender-based harassment control measures may include:
   -            providing information on the risks and the control measures you have implemented to prevent and address sexual and gender-based harassment where workers have a role in implementing the controls or ensuring they remain effective (e.g. maintaining safe systems of work)
   -            training workers on how to deal with difficult customers, students, patients or clients (including those displaying inappropriate or unlawful behaviour), when and how to escalate issues to senior workers and procedures to report sexual and gender-based harassment, and
   -            providing information, instruction and supervisors to workers in relation to clients or patients that pose a particular risk, including about the risk and how that risk should be controlled.
Information, training and instruction on sexual and gender-based harassment can help to build a respectful culture and influence individual behaviour. It may include:
   -            what sexual and gender-based harassment are and that the behaviour is unlawful - it is important that all workers have a strong understanding of the range of behaviours that can constitute sexual and gender-based harassment
   -            the nature and prevalence of sexual and gender-based harassment
   -            that certain forms of sexual and gender-based harassment (e.g. assault, indecent exposure, stalking, sexual assault, and obscene or threatening communication) can be criminal offences and may be investigated by the police
   -            drivers of sexual and gender-based harassment, including gender inequality, and cultural and systemic drivers
   -            understanding diversity, including the concepts