The positive duty employers have to address bullying, sexual harassment and other psychosocial hazards calls for a “fundamental” shift in workplace listening and reporting mechanisms, a culture specialist says.
Intersection principal Natasha de Silva, who was responsible for seven portfolios during her time with the Australian Human Rights Commission, and worked with former Sex Discrimination Commissioner Kate Jenkins on the Respect@Work report, says times have changed, and specifically, anonymous reporting is now a crucial element in prevention efforts.
“Kate Jenkins says: 15 years ago, [she] would never have said it’s good to have anonymous reporting,” de Silva tells HR Daily.
But now, it’s widely known that employees don’t trust systems, and internal reporting mechanisms can be “really traumatic”.
View original article published here in HR Daily.
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