Workplace Harassment and Psychosocial Hazards: Managers Need to Step Up
Workplace psychological injuries are rising faster than physical injuries, according to SafeWork NSW. At the same time, the Respect@Work legislation imposes a positive duty on employers to prevent sexual harassment, bullying, and discrimination.
Sexual harassment remains widespread. Reports from the Human Rights Commission indicate more than 40% of female workers and 25% of male workers experience harassment at work. These behaviours not only harm employees but also create potential risks for employers: exposure under both workplace safety and anti-harassment laws.
Direct Managers Drive Workplace Culture
Managers play a critical role in shaping behaviour. When managers ignore, tolerate, or perpetrate harassment, the workplace culture reinforces harmful behaviours, increasing the risk of serious psychological harm. Effective leadership requires managers to actively foster respectful, inclusive, and legally compliant environments.
Modelling Positive Behaviour
Cultural change starts at the top. Senior leaders must:
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Demonstrate respectful and inclusive behaviours consistently
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Support staff responsible for implementing changes
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Not tolerate any non-compliance, regardless of status
Leaders should focus on fostering a culture of respect, equality, and psychological safety for all employees.
Training to Build Capability
Equipping managers with the right skills is essential. GRC Solutions offers resources to help organisations meet these challenges:
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Facilitated workshops delivered by industry experts
These programs provide practical, role-specific guidance, enabling managers to identify risks, respond effectively, and cultivate a positive workplace culture.
By prioritising manager training and modelling the right behaviours from the top down, organisations can reduce harassment and psychosocial injuries, protect staff, and demonstrate compliance with legal obligations.
