Australia’s workplace laws have taken an important step forward. Recent amendments to the Sex Discrimination Act place a Positive Duty on organisations to take proactive steps to eliminate sex discrimination, sexual harassment and victimisation.
What does this mean?
It’s no longer enough for businesses to react when complaints are raised. Leaders and organisations must now show a clear commitment to preventing harm before it happens. This shift asks us to go beyond compliance and embrace culture-building.
Why it matters
Progressive organisations recognise that legal obligations are only one part of the picture. The real opportunity lies in strengthening Respect@Work and embedding a culture that is:
- Inclusive – where diversity is valued and voices are heard.
- Courageous – where people step in, speak up and support each other.
- Safe – where fear, intimidation and exclusion have no place.
Be an Upstander, not a Bystander
Creating change requires each of us to take ownership. Choosing to be an Upstander means refusing to accept, tolerate, or turn a blind eye to behaviours that undermine dignity and respect. It’s about banding together to create a culture not based on fear, but on empowerment, kindness and positive collaboration.
Living Above the Line
The culture we want at work cannot be separate from the culture we want in our broader society. We are all responsible for “living above the line” – stepping into accountability and courage rather than blame, denial or avoidance.
What’s within our control?
As leaders and team members, we each have a circle of control. We can:
- Call out inappropriate behaviours when we see them.
- Create safe spaces for open, respectful conversations.
- Embed policies and training that prevent issues before they arise.
- Role-model the behaviours we expect from others.
Moving forward
At deliberatepractice, we’re working with organisations ready to take this seriously – not just to meet their obligations, but to create workplaces people are proud to be part of. Workplaces where respect isn’t a compliance requirement but a lived value.
The Positive Duty is here. The question is: How will we use it as a catalyst for the culture we truly want?
Contact Melanie Haydon – Practice Director, Advisory if you wish to explore how deliberatepractice can support you on this journey.
