PowerPoint Presentation

[Virtual Presenter] Acknowledgement to country Introduce topic: The purpose of the training session is to update all staff about changes to some GCI policies, and the law, following the ‘Respect@Work’ reforms that you might have heard about on the news These changes affect laws and GCI policies about sexual harassment and discrimination. But for GCI the focus is all about ‘respect’ in all aspects of being a team member here I will encourage you to ask questions and participate as we go through the training..

[Audio] So, the polices we will cover include the GCI Workplace Behaviour Policy, which covers sexual harassment, discrimination and bullying Today we are doing to talk a little bit about sexual harassment, what all of our obligations are and if and when an issue does arise, how best to deal with it The purpose of today is not to be 'The Fun Police', to stifle personality or people enjoying friendly banter. It is totally possible to have friendly banter and enjoy positive and fun relations at work in a respectful way. This training is also about understanding that its not just 'really bad people' who engage in conduct that can offend someone else. We are all human, we all have moments in our lives where we accidently say the wrong thing, or say it in front of the wrong person/mis-read the room, etc. This training session is a lot about the day to day interactions where its possible for any of us to find ourselves having offended someone, perhaps inadvertently, and how both staff members can try and deal with the issue..

[Audio] We will now remind you about some key information about the GCI Workplace Behaviour Policy.

[Audio] One of the key areas covered by the policy is sexual harassment and sex based discrimination GCI is an equal opportunity employer We have a zero tolerance approach to sexual harassment Breaches of the policy will lead to some form of disciplinary action, that can be anything from a warning, re-training right through to dismissal in certain circumstances This is the hard line approach that all employers are required to take in light of the introduction of a positive duty on employers to prevent sexual harassment in the workplace.