We are delighted to announce Thomson Reuters’ Workplace Sexual Harassment Conference will be held on 9 November 2022 online.

Workplace sexual harassment not only leads to physical and psychological harm to employees but can significantly affect an organisation’s reputation. Failure to understand and manage these issues can result in liability for employers and employees involved in a breach.

The conference addresses how to develop and implement legally compliant and effective employee behaviour policies and procedures to prevent and respond to workplace sexual harassment.

Event highlights:

  • Practical tools and resources for preventing and responding to workplace sexual harassment
  • Navigating workplace sexual harassment laws and understanding employers’ obligations
  • Understanding WHS obligations and implications
  • Assessing suitability for mediation in sexual harassment matters
  • Clarifying appropriate use of disciplinary action and termination following a sexual harassment incident

For any event enquiries, please email eventsanz@thomsonreuters.com

Dates & Locations

Online 9 November 2022

When 9:00-4.20pm AEDT
CPD Points 5.5 CPD

Your Investment

Online

Early Bird* $595+ GST
Full price $695 + GST

(Early bird closes 29 September 2022)

Register now


Agenda

9:00AM

Welcome from the Chair

Shivani Gupta, CEO, Ask Shivani

9:05AM

VEOHRC – Insights on supporting organisations achieve compliance and best practice

  • Using the Commission’s functions to promote improvements in prevention and response to workplace sexual harassment
  • Guideline - Preventing and Responding to Workplace Sexual Harassment: Complying with the Equal Opportunity Act 2010 (Vic)
  • Practical tools and resources for organisations
  • Building innovation into reporting and complaints processes

Laura Vines, Policy Manager, The Victorian Equal Opportunity and Human Rights Commission
Kylie Smith, Senior Consultant Equality and Human Rights, The Victorian Equal Opportunity and Human Rights Commission

9:45AM

What is the law in relation to workplace sexual harassment

  • Sex Discrimination Act 1984 (SDA) – definition of sexual harassment, prohibited areas of public life such as employment, vicarious liability and remedies
  • Key statistics
  • Jurisdiction options for harassment claim – state or Commonwealth Sex Discrimination Act 1984, and practice and procedure
  • Recent case developments
  • Proposed changes to Sex Discrimination Act 1984 (Cth) arising from Respect@Work Report

Tamsin Lawrence, Senior Associate, Australian Business Lawyers & Advisors

10:25AM

Refreshment break

10:45AM

A positive duty to prevent sexual harassment – what does this mean for employers

  • Preventing sexual harassment is a front and centre safety issue
  • What are the WHS obligations and implications for employers
  • Possible legislation amendments to impose a positive duty at federal level to prevent sexual harassment
  • What is a positive duty and why hasn’t the positive duty in the WHS laws worked?

Kate Walawski, Barrister, Sage Strategic Consulting

11:25AM

Mental Health and Wellbeing – A practical Guide

Shivani Gupta, CEO, Ask Shivani

12:10PM

Lunch and networking break

1:10PM

Sexual harassment, and family and domestic violence impacts and obligations in the workplace

  • Recent focus on psychosocial hazards and the "Respect@Work" report
  • Family and domestic violence impacts and obligations in workplace
  • How to manage an incident and what preventative measures need to be introduced

Allison Shannon, Special Counsel, Clayton Utz

1:50PM

When mediation is an appropriate process to address sexual harassment matters

In certain circumstances, it is crucial to conduct a workplace investigation for sexual harassment complaints. However, in more nuanced complaints/concerns, a mediation can be an important professional and personal educational opportunity which helps to restore working relationships.

  • Assessing suitability for mediation in sexual harassment matters – where to draw the line?
  • Common themes in nuanced sexual harassment matters
  • Assessing the respondent’s behaviour, position, and mindset
  • Developing awareness of behaviour through the intake process
  • Creating pathways for a functional and respectful working relationship

Ruth Levy, Principal, Ruth Levy Consulting

2:30PM

Refreshment break

3:00PM

Whistleblower protections and sexual conduct reporting

  • Whistleblowing - do you know your risks and how to handle them?
  • When someone is blowing the whistle what needs to be done and what to avoid
  • What are the implications of sexual misconduct reporting?
  • How these laws affect attendees in practice
  • What is a whistleblowing disclosure and who may make one?
  • What is meant by protecting anonymity and prohibiting victimisation

Samantha Mangwana, Practice Leader, Special Counsel Employment Law Shine Lawyers

3:40PM

End of Conference