Representation, inclusion and leadership are critical aspects of any thriving organisation. In Australia, the construction industry has significant work to do, but the impact will be overwhelmingly beneficial. The statistics support the case for utilising the positive duty to drive a program beyond compliance and those who lead the way with best practice will have significant cultural and financial benefits.

Leveraging the positive duty to transform women's participation in construction.

In the evolving landscape of workplace equality, the focus on gender pay equity remains a critical area for organisations. Under the guidelines set by the Workplace Gender Equality Agency (WGEA), businesses with 100 or more employees are tasked with an annual reflection through reporting on gender equality indicators. This process, while rooted in compliance, offers a deeper opportunity for reflection and action towards achieving true gender equity within the workplace (WGEA, Program Overview).

The positive duty to eliminate workplace sexual harassment, has increasingly become a focal point for boards. However, this critical area often remains under-prioritised on the agendas of HR or People & Culture departments.

In today's dynamic work environment, the responsibility of People & Culture leaders is not only to foster a positive work culture but also to ensure compliance with legal and ethical standards. Elevate Consulting Partners' Respect@Work workshops highlight an essential aspect of this responsibility: the need for immersive, interactive training in areas like sexual harassment prevention, rather than relying solely on standard elearning methods.

Intersectionality is a fast-growing and important consideration in the areas of sexual harassment and diversity, equity and inclusion. Research has demonstrated that sexual harassment is complex and based in various forms of power, including social and political power. We now know that intersectional discrimination – overlapping experiences of oppression and disadvantage – is a key driver of sexual harassment. As such, intersectionality must be at the core of our efforts to prevent and respond to sexual harassment and related unlawful conduct.

Sexual Harassment in Australian Workplaces: A case for why businesses need to take action to meet their positive duty obligations