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Half Day | Max. 16 Participants
Workshop Outcomes
- Define sexual harassment and sex/gender-based harassment under Australian legislation
- Identify psychosocial and organisational risks linked to sexual harassment in the workplace
- Understand the responsibilities of employers and workers under the WHS Act 2011 (QLD), Anti-Discrimination Act 1991 (QLD), and Fair Work Act 2009 (Cth)
- Develop or contribute to a Sexual Harassment Prevention Plan, including consultation, control measures, and reporting procedures
- Apply positive duty principles to proactively prevent, respond to, and review harassment risks within the workplace
Topics Covered
- Understanding Sexual and Gender-Based Harassment – definitions, boundaries, and examples
- Legal Frameworks and Obligations – WHS Act, Anti-Discrimination Act, and Fair Work Act
- Sexual Harassment as a Psychosocial Hazard – inclusion under the Queensland Code of Practice
- Positive Duty Requirements – what they mean for leaders and organisations
- Developing a Sexual Harassment Prevention Plan – six-step best practice framework
- Risk Management and Reporting – hazard identification, control measures, and response strategies
Location
- Willing to work remote
- Willing to work interstate
- Willing to work internationally
How can this workshop be delivered?
- Face to Face
- Virtual
Overview
This interactive workshop equips leaders, HR professionals, and frontline managers with the knowledge and skills to identify, prevent, and respond to sexual harassment and sex or gender-based harassment in the workplace. Participants explore legislative obligations under Queensland’s updated Work Health and Safety Regulation 2011 and Anti-Discrimination Act 1991, including new requirements for Prevention Plans and Positive Duty compliance.
Through a mix of theory, real-life case studies, and guided discussions, participants learn to recognise psychosocial risks, manage power dynamics, and build respectful workplace cultures. Activities include scenario analysis, role plays, and collaborative planning for risk prevention and reporting.
By the end of the session, participants will understand their legal responsibilities, apply risk management strategies, and be ready to contribute to a safe, inclusive, and compliant workplace environment.
Workshop Outcomes
- Define sexual harassment and sex/gender-based harassment under Australian legislation
- Identify psychosocial and organisational risks linked to sexual harassment in the workplace
- Understand the responsibilities of employers and workers under the WHS Act 2011 (QLD), Anti-Discrimination Act 1991 (QLD), and Fair Work Act 2009 (Cth)
- Develop or contribute to a Sexual Harassment Prevention Plan, including consultation, control measures, and reporting procedures
- Apply positive duty principles to proactively prevent, respond to, and review harassment risks within the workplace
Topics Covered
- Understanding Sexual and Gender-Based Harassment – definitions, boundaries, and examples
- Legal Frameworks and Obligations – WHS Act, Anti-Discrimination Act, and Fair Work Act
- Sexual Harassment as a Psychosocial Hazard – inclusion under the Queensland Code of Practice
- Positive Duty Requirements – what they mean for leaders and organisations
- Developing a Sexual Harassment Prevention Plan – six-step best practice framework
- Risk Management and Reporting – hazard identification, control measures, and response strategies
Who is this workshop for
Senior leaders, HR professionals, People & Culture teams, WHS reps, supervisors, and frontline managers across all industries in Queensland
Handouts/materials provided
Facilitated training session(s) with activity materials
Certificate of Completion
Legal reference sheets
Follow-up support options for embedding the learning
What to bring
An open mind and willingness to engage – the workshop includes discussions, reflective activities, and scenario work that rely on participation.
Workplace context materials – if possible, participants should bring copies or summaries of their organisation’s current policies on sexual harassment, discrimination, and psychosocial risk management. These are useful for linking workshop learning to real workplace practice.
A notebook or digital device – to record insights, discussion points, and notes for developing or improving their organisation’s Sexual Harassment Prevention Plan.
Any pre-work or risk documentation – such as psychosocial risk registers or recent audit findings, if relevant
Facilitator
About the facilitator
Sandy McCristal is a social worker, trainer, and investigator with more than two decades of
experience across government, higher education, health, and community sectors. She leads
national workforce development initiatives focused on psychosocial safety, trauma-informed
leadership, and workplace culture transformation.
Sandy specialises in supporting organisations to interpret and apply psychosocial obligations
under state and federal Work Health and Safety legislation, the Respect@Work reforms, and
associated Codes of Practice. Her work helps leaders and HR teams identify, assess, and
control psychosocial risks; design safer systems of work; and foster cultures grounded in
respect, accountability, and psychological safety. She is widely regarded for her ability to
bridge the gap between legislative compliance and practical leadership capability, helping
organisations shift from reactive wellbeing programs to proactive, risk-aware practice.
Drawing on evidence-based frameworks from Blue Knot Foundation, Phoenix Australia, and
SAMHSA, Sandy integrates trauma-informed principles into leadership, investigations, and
performance management. Her programs promote trust, transparency, collaboration, and
empowerment across all levels of the organisation.
Her professional background spans universities, hospitals, public sector agencies, and large
community organisations. She has designed and facilitated flagship programs in
psychosocial risk management, trauma-informed investigations, and respectful workplace
communication, all aligned with contemporary legislative and regulatory standards.
Sandy’s approach combines behavioural insight, systems thinking, and practical application
to create environments where people feel safe, supported, and able to perform at their best.
Key Expertise
- Psychosocial Risk Management
- Trauma-Informed Practice and Leadership
- Workplace Investigations
- Organisational Development and Culture Transformation
- Leadership and Workforce Capability Building
- Critical Incident and Psychological First Aid Response
- Education and Training Design
- Policy and Framework Development
- Counselling and Supervision
- Stakeholder Engagement and Change Facilitation
Industry Focus
- Higher Education and Research
- Healthcare and Hospital Services
- Government and Public Sector
- Community and Human Services
- Justice and Corrective Services
- Corporate and Organisational Development
- Private and Independent Enterprises
Based in:
About the facilitator
Sandy McCristal is a social worker, trainer, and investigator with more than two decades of
experience across government, higher education, health, and community sectors. She leads
national workforce development initiatives focused on psychosocial safety, trauma-informed
leadership, and workplace culture transformation.
Sandy specialises in supporting organisations to interpret and apply psychosocial obligations
under state and federal Work Health and Safety legislation, the Respect@Work reforms, and
associated Codes of Practice. Her work helps leaders and HR teams identify, assess, and
control psychosocial risks; design safer systems of work; and foster cultures grounded in
respect, accountability, and psychological safety. She is widely regarded for her ability to
bridge the gap between legislative compliance and practical leadership capability, helping
organisations shift from reactive wellbeing programs to proactive, risk-aware practice.
Drawing on evidence-based frameworks from Blue Knot Foundation, Phoenix Australia, and
SAMHSA, Sandy integrates trauma-informed principles into leadership, investigations, and
performance management. Her programs promote trust, transparency, collaboration, and
empowerment across all levels of the organisation.
Her professional background spans universities, hospitals, public sector agencies, and large
community organisations. She has designed and facilitated flagship programs in
psychosocial risk management, trauma-informed investigations, and respectful workplace
communication, all aligned with contemporary legislative and regulatory standards.
Sandy’s approach combines behavioural insight, systems thinking, and practical application
to create environments where people feel safe, supported, and able to perform at their best.
Key Expertise
- Psychosocial Risk Management
- Trauma-Informed Practice and Leadership
- Workplace Investigations
- Organisational Development and Culture Transformation
- Leadership and Workforce Capability Building
- Critical Incident and Psychological First Aid Response
- Education and Training Design
- Policy and Framework Development
- Counselling and Supervision
- Stakeholder Engagement and Change Facilitation
Industry Focus
- Higher Education and Research
- Healthcare and Hospital Services
- Government and Public Sector
- Community and Human Services
- Justice and Corrective Services
- Corporate and Organisational Development
- Private and Independent Enterprises
Based in:
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