In this podette, we give you an overview of the Respect@Work legislation and what it means for workplaces across Australia. Our host Rosie Wheen will be joined by three guests from our main podcast series
Professor Skye Charry | She/Her | Associate Professor in the School of Law at the University of New England, Sexual Harassment Consultant, Author
Cara Gleeson | She/Her | Director, Our Watch Institute
Tarang Chawla | He/Him | Victorian Multicultural Commissioner and Founder of Not one more Niki
The Respect@Work reforms mark a significant cultural shift — from reacting to harm to preventing it. The conversation unpacks the amendments to the Anti-Discrimination and Human Rights Legislation Amendment Act 2022, which introduced a positive duty for employers. This means organisations must now proactively eliminate sexual harassment and other forms of sex-based discrimination by taking reasonable and proportionate measures — rather than waiting to respond after harm occurs.
These podettes are intended as conversation starters. Here’s a suggested framework to facilitate a safe, open and meaningful discussion after listening:
Framework for Team Discussion
1. Set the Scene (5 minutes)
Revisit your ground rules: respect, confidentiality, and listening without judgment.
Link this conversation to your organisation’s values and purpose.
Acknowledge this topic can be sensitive — share internal and external supports, including 1800RESPECT.
Name your intention: eg “We’re here to learn together about the Respect@Work legislation which is really important for us to be across and be on the same page about how it applies to our workplace.”
2. Listen Together (5 minutes)
Listen to the podette as a group.
Invite participants to jot down one point or idea that resonated or surprised them.
3. Open Reflection (15 minutes)
Choose 2–3 prompts for discussion:
What stood out to you about the “positive duty” concept?
Where might our current workplace practices already align with this proactive approach — and where could we do more?
How does leadership visibility and commitment to equality show up (or not) in our organisation?
How can we make the idea of respect and prevention of sexual harassment part of our everyday culture, not just our policies?
4. Action Steps (10 minutes)
Ask: “What’s one proactive step we could take to build a culture of respect — before harm occurs?”
Capture ideas (e.g. reviewing policies, embedding respect in onboarding, regular check-ins, visible leadership messaging).
Agree on one small action and decide how to revisit progress.
5. Close (5 minutes)
Thank everyone for their openness.
Remind people of support options internally and externally (including 1800RESPECT).
Encourage ongoing curiosity and care.
Resource list for you and your team
Respect at Work https://humanrights.gov.au/our-work/sex-discrimination/respectatwork
The Our Watch Institute https://www.ourwatchinstitute.org.au/
If you want to hear more about Respect@Work listen to our episodes
Leading With Courage
Dr Anna Cody | She/Her | Sex Discrimination Commissioner
Ways to enact Respect@Work in Rural Workplaces
Professor Skye Charry | She/Her | Associate Professor in the School of Law at the University of New England, Sexual Harassment Consultant, Author
Let’s get practical – creating safe, equal and respectful workplaces
Cara Gleeson | She/Her | Director, Our Watch Institute
