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Latest expert articles
The Chat All Managers Need To Have – But Can They Do It?
In iHR Australia’s summary investigations report, on average between 30-40% of substantiated cases of inappropriate and unlawful workplace behaviour, management avoidance was a contributing factor. This isn’t surprising according to…
Workplace Discrimination, Harassment and Bullying Training – Eight Reasons eLearning is a Viable Option
More than ever organisations and learners alike are looking to supplement or replace face-to-face training with eLearning. Compliance training focusing on workplace, discrimination and harassment is a topic often put…
One person’s word against another: Claim of sexual harassment & counter-claim of defamation
The inclusion of sexual harassment in Australian federal and state legislation provides women and men with a process for redressing harm experienced in the public sphere, particularly the workplace. Nonetheless,…
The Importance of Social Media Policies in the Workplace
With more than 15 million monthly Facebook users in Australia and an average of 35% of Australians using social media at work, the issue of social media and its role…
Impacts of Domestic Violence on the Workplace
What is domestic violence and how prevalent is it? Domestic violence is the physical, sexual, psychological, emotional, verbal and financial abuse that occurs in family, domestic or intimate relationships. iHR…
Sexual Harassment: Organisational Risk Factors
Is your organisation at risk of creating a culture of sexual harassment? Image Source: Human Rights Commission In this article we will briefly explore five organisational risk factors that may lead…
6 Actions for Reducing the Potential for Bullying & Harassment Claims in Your Organisation
By Stephen Bell – Founder/Managing Director
I really admire the research done by Monash University’s Professor Helen De Cieri in regard to workplace safety and well-being, including bullying. Of particular interest to me is her emphasis on the need for organisations to focus on leading indicators, not lagging indicators, in order to assess the performance of their work cultures and potential risks of workplace incidents. It is insightful work and reinforces my long-term view that leadership capability and the health of workplace culture are critical factors to develop and monitor as part of a risk management strategy. This is why twelve years ago iHR Australia renamed its Workplace Discrimination, Harassment and Bullying for Managers’ training program to ‘Custodians of Culture’.
eLearning Built Around Racial Diversity
Following on from last week’s International Day for the Elimination of Racial Discrimination & Harmony Day, iHR Australia’s Managing Director Stephen Bell reflects on how eLearning built around racial diversity has…
A fathers reflections, a daughters work life
In celebration of International Women’s Day and in the context of the very public claims of sexual harassment, iHR Australia’s Managing Director Stephen Bell shares his feelings about his daughter…
