Build your knowledge

Volleyball NSW and Squash Australia both walked away with recognition this year. The interesting part isn't that they won. It's how they got there, and what their stories tell other sporting organisations about the gap between policy and practice.

The gap between what a company says it stands for and what it actually does is where many risk, safety and HR failures live. It is also where most organisational energy is wasted. Values posters, town halls, lanyard cards, induction videos: a generation of artefacts aimed at shifting motivation, almost none at shifting ease.

Forty-one percent. That's the proportion of Australian workers aged 14 to 24 who report living in a state of psychological distress for six months or more. Not a bad week. Not exam stress. Six months or more of sustained mental ill health — and they haven't even hit the middle of their careers yet.

In the financial year 2022, Australia accepted 13,000 workers' compensation claims for mental health. In that same period, 4.1 million Australian workers reported living with a mental ill health condition for six months or more. That's 4.1 million out of a total workforce of 14 million and barely a fraction of them showed up in the system.

Barwon Health began with Raise It as a speak-up program, then built a connected listening system to manage concerns consistently, strengthen psychological safety, and meet evolving psychosocial risk obligations.

Standard 4: Sexual harassment risk management requires leaders to spot early signals, address power imbalances, and manage psychosocial risks before harm occurs.

Practical inclusion strategies for sport, focused on lived experience, systems change, and turning intent into action across community and elite levels.

Cleanaway sought a better way to manage and track workplace matters than basic spreadsheets and email trails. Since adopting Rely, they've strengthened employee relations governance, improved transparency across a high volume of cases, and equipped leaders with timely insights that support risk management, compliance, and confident decision making.

Defensiveness is dangerous when responding to disclosures. This article explores how neutrality and open-minded listening protect culture.

Standard 3: Knowledge. Not surface-level awareness or policies sitting on a shelf, but practical understanding, especially among leaders, of what respectful behaviour looks like.

Standard 2: Culture. Safe, respectful and inclusive culture is no longer just a “nice to have” it’s a legal and ethical imperative intertwined into BAU.

Delivering a trauma-informed platform that helps cultivate trust, insight, and higher standards.

Standard 1: Leadership. Toxic workplaces spread fast when poor behaviour goes unchecked.

We’re excited to partner with Steople for a practical and timely panel event exploring how leaders can build inclusive, psychologically safe teams where people thrive.

The corporate world is awash with consultants peddling culture transformation programmes that cost millions and deliver... PowerPoints. Meanwhile, the real lever for workplace excellence is gathering dust: everyday respect.

When most leaders think “workplace injury,” images of slippery floors or heavy machinery come to mind. Yet, the data—and recent high-profile court cases—tell a different story: psychosocial hazards now account for a significant and rapidly growing portion of workers’ compensation claims.

One of the most significant findings from WGEA's data is that while most organisations have comprehensive reporting structures, only 68% offer anonymous disclosure options.  The absence of such channels is a considerable barrier, discouraging employees from coming forward due to fear of retaliation or lack of confidentiality.

One of the most significant findings from WGEA's data is that while most organisations have comprehensive reporting structures, only 68% offer anonymous disclosure options.  The absence of such channels is a considerable barrier, discouraging employees from coming forward due to fear of retaliation or lack of confidentiality.

The work health and safety landscape is ever evolving, and I think the last few years has seen an acceleration of development in one specific area – psychosocial safety. As an early adopter of psychosocial safety law, the Australian experience should be reviewed for others to learn.

The work health and safety landscape is ever evolving, and I think the last few years has seen an acceleration of development in one specific area – psychosocial safety. As an early adopter of psychosocial safety law, the Australian experience should be reviewed for others to learn.

The work health and safety landscape is ever evolving, and I think the last few years has seen an acceleration of development in one specific area – psychosocial safety. As an early adopter of psychosocial safety law, the Australian experience should be reviewed for others to learn.

Mental health conditions account for an increasing proportion of serious workers compensation claims and has significantly increased over the past 5 years.

We are proud to share an insightful article co-authored by Nathan Luker and the team at Culture Amp, originally published on their website. This piece delves into the creation of a supportive "speak up" culture within organisations, highlighting the significance of encouraging employees to voice concerns about sexual harassment without fear of backlash. It offers practical advice for leaders on fostering psychological safety and outlines steps to empower individuals to report misconduct. A must-read for any organisation committed to a respectful and open workplace culture.

Effective from 12 December 2023, the Australian Human Rights Commission (AHRC) will have the power to investigate whether employers are meeting their new positive duty obligations and to enforce compliance.

When employees don’t trust the organisation’s reporting system, or fear that reporting will make the issue worse, this leads to low levels of reporting, preventing leaders from truly understanding what is happening.

This article summarises 7 standards set out in the AHRC’s Respect@Work 2020 report to develop a holistic management action plan and establish a proactive and systematic framework for prevention and response to workplace misconduct.

Australian whistleblowers now have a much needed advocate to help them when there is nowhere else to turn.

This article summarises the key takeouts and includes the recording from our webinar on WGEA reporting changes in response to Respect@Work.

Learn how Rely’s automations process help you save time, reduce risk and deliver a fair & consistent process.

In this episode of RelyOn host, Nathan Luker, talks to Professor Megan Reitz about creating a culture where employees feel safe to speak up, and leaders know how to listen.

This article summarises the key takeouts and includes the recording from our webinar on How to Conduct a HR Audit and Comply with Respect@Work.

Kirsty Harvison explores why Respect@Work must be on your Board and Executive agenda to prioritise creating a safe and respectful workplace, address poor behaviour and promote inclusivity.

Host, Nathan Luker, talks to Dr. Adam Hall, a strategic employee experience expert at global risk and people firm, WTW.

Rely CEO, Nathan Luker, explores why firms with sexual harassment issues have higher labour costs and lower profitability.

Strategy and transformation expert, Kristy Fotiadis, explores why boards need better data from wider sources with sharper interrogation for better governance.

Host, Nathan Luker, talks to strategy and transformation advisor, Kristy Fotiadis, about boards, governance and data.

Rely has been recognised as one of Australia and New Zealand’s Best Places to Work by the Australian Financial Review and Invertium.

The Australian government passed new laws about data that must be reported annually to the Workplace Gender Equality Agency (WGEA) that will also help employers identify gender inequality issues in the workplace. 

Each quarter, host, Nathan Luker, talks to CEO of Australia's Governance, Risk & Compliance Institute, Naomi Burley, about the hottest topics in risk management.

A new industry partnership between Rely and Flinders University considers how to best help people feel they can safely disclose traumatic events such as discrimination, bullying and harassment in a compassionate way

Kirsty Harvison explores how much workplace harassment could cost your bottom line.

Rely has launched the Cut It Out program to help employers combat sexual harassment at work and comply with Respect@Work laws.

Host, Nathan Luker, talks to National Manager of Play by the Rules, Elaine Heaney, about integrity in sport. In Australia, 80% of adults and 40% of kids play sport (outside of school), and that doesn't include spectators! Nathan and Elaine discuss how to influence such a large population to be 'good sports'.

This article provides a quick overview of NDIS incident management and the mandatory reporting requirements in disability care.

Kirsty Harvison advises directors on how to prevent psychosocial hazards at work - includes a practical 'to do' checklist.

Host, Nathan Luker, talks to child safety expert and lawyer, Skye Rose, about how leaders can prevent, detect and respond to child safety issues and how kids are leading the way in speaking up about safety concerns.

Rely and Your Call partner with the Aged and Community Care Providers Association to help manage incidents and protect the elderly.

The recent Chevron Review shows why you need to create safe ways for employees to speak up about misconduct.

Host, Nathan Luker, is joined by Chief Accessibility Advocate Department of Transport and disability advocate, Tricia Malowney OAM, about the discrimination disabled people face at work and what each of us can do to create welcoming workplaces where disabled people feel the same as everyone else - a valued member of the team.

Host, Nathan Luker, is joined by AMP's former Chief Risk Officer, Anne-Marie Paterson, to discuss how to lead an intelligent risk culture that supports innovation and high performance without sacrificing good governance.

From 1 December 22, the Serious Incident Response Scheme (SIRS) in aged care will be extended to home care and flexible care. Here’s what you need to know.

Host, Nathan Luker, is joined by human rights lawyer, writer and whistleblowing expert, Kieran Pender, to discuss the role of whistleblowing programs in building a better, integrity-led workplace culture

In this video, Rely's Strategic Advisor, Professor Jane Burns, talks to Martyn Campbell about the role of leaders in protecting employees against psychological injury in the workplace

Host, Nathan Luker, is joined by leadership, culture and transformation consultant, Blake Redding, to discuss the challenges of transforming workplace culture.

Host, Nathan Luker, talks to organisational psychologist and Managing Director of Steople, Hayden Fricke, about incivility in the workplace and how it affects psychological safety.

In this video, Rely's Strategic Advisor, Professor Jane Burns, talks to a panel of board members including Martyn Campbell, Mary Delahunty, Natalie O'Brien AM and Terry Paule about conduct and culture risks and the role of boards in creating psychologically safe and productive workplaces.

The Respect@Work report recommends a positive duty for employers to protect employees from sexual harassment. Learn about your obligations and see how Rely can help you build a better culture.

Rely's Senior Advisor and General Counsel, Kirsty Harvison, outlines the corporate failure in FIFO mining sector to protect workers from sexual assault and harassment.