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Bullying, Discrimination and Harassment: 4 Steps Every Business Owner Should Take

Bullying, discrimination and harassment are not only issues in large corporations—they can occur in any setting. If not dealt with, they damage morale, decrease productivity, and expose your business to legal liabilities.

This article breaks down how to tackle these issues, safeguard your employees (and your business), and create a workplace where everyone feels safe and respected.


Step 1: Create a Clear Anti-Bullying, Discrimination and Harassment Policy

Think of your policy as the foundation for a respectful and safe workplace. It sets the tone by clearly defining what’s acceptable and what isn’t, so everyone knows where the line is drawn. No guesswork, no confusion - just clear expectations.


But a strong policy doesn’t stop at definitions. It should also spell out exactly what employees can do if something goes wrong. How do they report issues? Who can they talk to? What happens next? This clarity empowers your team to speak up when they should, knowing their concerns will be taken seriously and handled properly.


A strong policy isn’t just words on paper - it’s a tool for building accountability. It outlines the roles of everyone involved - leaders, employees, and the business itself - and reinforces your commitment to a fair and respectful workplace.


Don’t forget: policies need to evolve, just like workplaces do. Regular reviews and updates ensure your guidelines stay relevant and aligned with the latest laws and best practices.


Tip : Be specific. Include examples like “yelling, excluding others, or making inappropriate jokes,” and outline simple reporting options, such as talking to a manager or using an anonymous email system.



Step 2: Train Your Team on Your Bullying, Discrimination and Harassment Policy

Having a policy is pointless if no one knows about it - that is especially true for your Bullying, Discrimination and Harassment Policy. But there are other reasons why providing training is crucial:

  • Training leaders and staff ensures everyone understands their responsibilities and the consequences of inappropriate behaviour.

  • Proactive training not only raises awareness of what constitutes bullying and harassment but also helps prevent incidents from happening. Prevention is far better than dealing with the fallout afterward.

  • As an employer, you are legally obligated under Australian workplace health and safety laws to provide a safe work environment. Offering training is one way to demonstrate your commitment to this responsibility.

  • Failing to provide training can leave your business vulnerable to complaints, disputes, or legal claims. On the other hand, implementing training shows that you’ve taken reasonable steps to prevent and address such issues - something critical for defending against potential claims.

  • Training also equips employees with the knowledge to recognise unacceptable behaviour, understand your policy, and know what actions to take if they witness or experience bullying, discrimination or harassment.


 Tip : Conduct a practical training session that outlines the legal obligations of managers and employees, includes practical examples of unlawful conduct, and advises on actions to take if experiencing or witnessing bullying, discrimination, or harassment.



Step 3: Encourage Open Communication

One of the most significant impacts of bullying, discrimination, or harassment is the isolation it causes for employees.

Sadly, many employees don’t feel safe speaking up in their workplaces. Yet this sense of safety is essential for building a culture of open communication and transparency, which in turns leads to a more engaged and productive workforce.

To create this environment, businesses must ensure that the process for reporting issues or sharing concerns is simple, accessible, and stress-free.

This can be achieved by implementing clear policies and procedures that outline how to report concerns, as well as providing various channels for communication, such as anonymous suggestion boxes, or regular feedback sessions.


 Tip : Establish a straightforward reporting system, such as an anonymous feedback box or a dedicated HR email. Regularly remind employees that their concerns will be taken seriously - and follow through with appropriate actions to build trust.



Step 4: Act Promptly and Fairly on Complaints

When there is a complaint, it should be addressed with both speed and fairness. It also shows to employees that their voices are heard and valued. A swift response often prevents minor grievances from escalating into more significant issues that can become costly and draining. When employees see that their complaints are taken seriously and addressed in a timely manner, it builds a stronger, more engaged culture.


In addition to speed, each complaint should be investigated thoroughly and impartially, ensuring that all parties involved have the opportunity to present their perspectives. This balanced approach not only helps in reaching a fair conclusion but also reinforces the belief among employees that the business is committed to equitable treatment for everyone. When employees perceive that complaints are handled fairly, it builds a foundation of trust between them and management.


Tip : If an employee reports bullying, discrimination or harassment, start by listening carefully. Document the issue, investigate within a week, and keep the process confidential. Update the employee on what steps are being taken.


Building a respectful workplace isn’t just good for your team- it’s great for the productivity and profitability of your business. Clear policies and open communication are important, but training is where the real magic happens. It gives your team the tools and confidence to handle bullying, discrimination, and harassment head-on.


Do you want to create a workplace that’s safe, productive, and drama-free?

I offer Bullying, Discrimination and Harassment training that’s practical, engaging, and tailored to your business.


If you want to discuss this further, send me an email at sandra@hrconsultingtas.com.au


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