Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p31
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 85681–89044

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 of gender, sexuality, disability and cultural and linguistic diversity
   -            the impact of sexual and gender-based harassment and victimisation, including physical harm, psychological harm and economic impacts
   -            workplace policies, including acceptable standards of behaviour, consequences for breaches of the policy and ensuring people involved in complaints will not be victimised
   -            communication skills and how to respond to sexual and gender-based harassment, including strategies for addressing inappropriate behaviour
   -            bystander-intervention training so people know what to do if they witness sexual or gender-based harassment
   -            workers' right to cease unsafe work (including when and how it can be exercised), and
   -            internal and external reporting mechanisms if sexual or gender-based harassment occur and the support available.
It is important that information is provided regularly and reinforced in systems of work, similar to education about other WHS risks.
Manager and supervisor training
Sexual and gender-based harassment training for managers can:
   -            provide managers and supervisors with a better understanding of what sexual and gender-based harassment are, their drivers and impacts
   -            help managers and supervisors contribute to the PCBU's risks management processes
   -            help managers and supervisors implement the PCBU's policies and procedures to prevent sexual and gender-based harassment
   -            provide managers and supervisors with the skills to step in and take immediate action if they witness sexual or gender-based harassment occurring in the workplace, or lower‑level disrespectful behaviour that creates a risk of harassment, and
   -            provide managers and supervisors with the skills to respond and support their staff, including through referral to appropriate services, if sexual or gender-based harassment occur.
Contact officer training
Some organisations have one or more contact officers as a first point of contact for someone who may experience or witness sexual and gender-based harassment at work. Contact officers can provide information and support to workers as well as apply your organisation's policies and procedures when a complaint is raised. You may wish to engage an external contact officer if appropriate.
You should provide training for workers who are or may become contact officers for sexual and gender-based harassment concerns or complaints. Training can help provide contact officers with the knowledge and skills to:
   -            understand the nature and impacts of sexual and gender-based harassment
   -            apply effective communication and listening skills, including trauma informed approaches to sexual and gender-based harassment
   -            explain options to address concerns and resolve complaints
   -            explain the legal protections and support available to workers
   -            determine when a concern