Preventing sexual harassment and discrimination is now a legal duty, not just an HR policy. We help your people meet it in the way they actually work — day to day, in the conversations that count.
WHAT IT IS
Positive Duty legislation requires organisations to take proactive steps to prevent workplace sexual harassment and discrimination — not just respond after it occurs. It’s about stopping harm before it starts, rather than cleaning up afterwards.
Most organisations meet that with a generic module and a completion report. It ticks the box. It changes almost nothing.
We do it differently. Every session is co-designed with you and grounded in your context — your industry, your risks, your language, your real scenarios. Your people leave with a shared standard for what respect looks like, the confidence to interrupt behaviour that crosses the line, and practice at the conversations most workplaces avoid.
You still get the compliance evidence. You also get the culture shift.
THE RESPECT SPECTRUM
Respect training carries a remedial stigma — the sense that people are in the room because something went wrong. We remove it by working both ends of the spectrum at once.
We clearly define legal responsibilities, psychosocial safety, and the crucial shift from passive bystander to active upstander. Everyone leaves knowing where the standard sits.
We connect respectful behaviour to the outcomes everyone actually wants: higher engagement, better innovation, and a workplace where good people stay.
Respect stops being a mandatory set of rules and becomes a shared goal.
HOW IT WORKS
Delivered face to face or virtually, as standalone sessions or a program that builds across cohorts. We scope the depth and mix with you — nothing here is fixed.
FOR EVERYONE
What respect looks and feels like day to day, where the line sits under Positive Duty, and practical low-stakes tools to move from bystander to upstander.
FOR LEADERS
What leaders specifically carry under Positive Duty, in plain language — plus the difficult conversations, boundaries and escalation pathways most leaders avoid.
FOR EVERYONE
A quick tool that shows where your organisation stands today and the specific actions to take next.
WHY IT LANDS
This topic has a reputation for eye-rolls and folded arms. We build our sessions on three principles to make sure that isn't what happens in your room.
Build understanding and change, not shame and judgement.
Immediate, actionable skills — not just stats and facts
Simple and easy to understand — not jargon and theory.
4.6 / 5
how participants rate our sessions for value
4.7 / 5
how likely they are to do something differently as a result
THE BENEFITS
Skills to name behaviour before it becomes a complaint.
Practice at the hard ones, not a briefing on the law.
Practical tools to interrupt disrespectful behaviour in the moment.
Participation records, ratings and a written insights report.
A shared standard for what's fine, what isn't, and what to do about it.
Respect framed as a performance advantage, not a remedial exercise.
Thanks to LFG's deep understanding of our business, our culture and our priorities, we've been able to create a true partnership. They've successfully tailored numerous solutions to help deliver maximum impact for The NRMA.
Catherine Horan — Chief People Officer, NRMA
Let's Talk
FAQ
Training that helps your people understand, recognise and prevent sexual harassment and discrimination, in line with Australia’s Respect at Work reforms.
The leadership-focused version. Since 2023, employers have a legal duty to take reasonable and proportionate measures to eliminate sexual harassment and discrimination. This training covers what that means for the people who carry the responsibility.
Real scenarios and real conversations — what respectful conduct looks like in your workplace, where the line sits, and how to raise or respond to problem behaviour. Not a legal briefing.
Practical, low-stakes tools for addressing disrespectful behaviour in the moment, rather than leaving it to someone else. It’s a core part of the Essentials session and one of the biggest shifts most organisations need.
It directly addresses the Knowledge, Support and Reporting and response standards, and reinforces Leadership and Culture. Training is a critical part of meeting your positive duty, but Risk management and Monitoring, evaluation and transparency also need organisational systems and data. We can help with those.
We measure at three points — a baseline pulse survey before we start, session-by-session ratings for value and behaviour change, and a written insights report showing where your culture sits and what to keep working on.
Yes — face to face, virtual, or self-paced, with embedding options between sessions.
We scope that with you. A short awareness session and a multi-cohort program are very different things, and the right answer depends on your risk profile and what your people have already had.
Yes. Every participant receives a record of attendance for your compliance file.
We co-design it. Your scenarios, your language, your existing frameworks — which is the difference between people clicking through a module and people changing how they behave.
Sexual harassment and discrimination are recognised psychosocial hazards under WHS law. This training supports those obligations, and pairs closely with our Psychological Safety training.
