Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p29
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 79821–83006

process the organisation will undertake when receiving a report or dealing with a concern, including keeping people safe while the matter is dealt with, options for how a complaint can be addressed and when an external or independent third-party may be engaged to investigate, and
   -            the support services available and referral information for all people involved.
Everyone can, and should, play a role in preventing sexual and gender-based harassment. Workplace policies should be developed in consultation with your workers and their representatives, and all workers must be made aware of the policies and behaviour standards expected of them.

Worker duties

Workers also have duties under WHS laws. Workers must take reasonable care for their own psychological and physical health and safety, and not adversely affect the health and safety of other persons. Workers must comply with reasonable health and safety instructions, as far as they are reasonably able, and cooperate with reasonable health and safety policies or procedures that have been notified to workers. For example, a worker must cooperate with a policy communicated to them stating they must not sexually harass other workers or participate in, encourage, or condone sexual harassment.

     5.9          Information, training, instruction and supervision provided to workers
As the PCBU you must consider workplace information, training, instruction and supervision provided to workers when determining control measures for sexual or gender-based harassment.
Information, training, instruction and supervision may be necessary so control measures can be implemented effectively (e.g. provide training on processes implemented to control sexual and gender-based harassment). Supervision may also directly control some sexual and gender-based harassment risks, for example, providing supervision for workers interacting with patients.
Information, training and instruction can have two aspects:
   -            firstly, increasing workers' understanding of, and knowledge and capability to participate in, the risk management process, including implementing and maintaining the control measures the workplace has in place to prevent sexual and gender-based harassment, and
   -            secondly, influencing worker behaviour in terms of not harassing others and responding appropriately if sexual or gender-based harassment does occur.
Information, training and instruction should be provided to workers at all levels of an organisation and be easily accessible. It must be provided in a form that can be understood by all workers, for example workers who are culturally or linguistically diverse. Induction and training processes should ensure new workers receive timely training and it should be provided at appropriate intervals (e.g. refresher training).
You should take a trauma-informed approach to training 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