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