Consultation

Whatever approach is taken to understanding and influencing organisational culture, consultation is critical. Under WHS laws, you must consult, so far as is reasonably practicable, with people who are (or are likely to be) directly affected by a work health and safety matter such as sexual harassment.

When consulting, you must:  

• share information  

• give workers a reasonable opportunity to express their views and contribute to decision-making   

• take those views into account before making decisions on health and safety matters, and  

• advise people of the outcome of consultations. 

On this page you will find a Consultation Map which sets out various ways to consult with your people, including surveys, interviews, and focus groups, as well as some commentary on using workplace surveys. Implemented effectively, a structured consultation process will produce a valuable evidence-base of current practices and start to build collective ownership for change.

This Consultation Map provides guidance for incorporating effective consultation mechanisms in each stage of the risk management process. As consultation features heavily in health and safety laws, this Map is aligned with Safe Work Australia’s Consultation guidance. For more detailed guidance on consultation, you are encouraged to refer to code Model Code of Practice: Work health and safety consultation, cooperation and coordination, or other material produced by the safety regulator of your State/Territory.   

Understanding the extent to which your workplace culture tolerates sexual harassment and prioritises values of trust, respect and integrity is critical to guide targeted action and monitoring. These example survey questions are from members of the Champions of Change Coalition and the Embarkment Project for Inclusive Capitalism.  They are included here as a starting point for you to adopt or tailor to suit your organisation.

• I feel confident to report dishonest or unethical practices to the appropriate level of authority
• Leaders are committed to diversity and inclusion in the workplace.
• My immediate manager works effectively with people who are different from themselves (e.g. gender, racial/ethnic background, lifestyle, etc). 
• I feel encouraged and supported to speak up about problems and concerns.
• People are treated with respect regardless of their role.
• My immediate manager genuinely supports equality among all genders.
• It is safe to raise issues of sexual harassment without negative implications.
• In this organisation, sex-based harassment is not tolerated.
• In this organisation, sex-based harassment is not tolerated.
• I am clear on this organisation’s core values and the behaviours that are expected of me.
• Leaders consistently demonstrate integrity and respect.
• Leaders engage with people about our culture and values in a meaningful way.
• I am genuinely supported to do the right thing for internal and external stakeholders.