Best times to conduct sexual harassment training?
Best times to conduct sexual harassment training – The simple answer is regularly and strategically, not just as a one-off exercise. In Australia, particularly under the positive duty to eliminate sexual harassment, (details) employers are expected to take proactive and ongoing steps to prevent unlawful conduct.
Here are the key times when to conduct sexual harassment training.
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At Employee Induction
Training should occur when employees first join the organisation.
Why it matters
- Sets expectations about workplace behaviour from the start
- Introduces policies, reporting pathways, and support mechanisms
- Helps establish a respectful workplace culture
Best practice
- Include sexual harassment prevention in onboarding programs
- Provide additional training for managers and supervisors
Induction issues
It should be noted that in large organisations inductions may not be conducted when the person actually joins the company instead when a group of new employees are brought together. This can mean an employees may be in the organisation for some time before they do the actual induction.
It should also be noted especially in large organisations that some new employees slip through the gap and don’t actually do an induction or a full induction.
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On a Regular Refresher Cycle
Training should be repeated regularly to reinforce knowledge and keep staff aware of their obligations.
Common practice
- Every 12months for general staff
- More frequently for leaders and HR professionals
Why refresher training matters
- Laws and standards evolve
- Employees forget information over time
- Reinforces behavioural expectations
In Australia, refresher training also helps demonstrate that an employer has taken “reasonable steps” to prevent harassment.
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When Laws or Policies Change
Organisations should provide updated training when there are significant legal or policy developments, such as:
- Changes to sexual harassment legislation
- Updates to internal policies or reporting procedures
- New regulatory guidance
For example, reforms introduced through the Sex Discrimination Act 1984 (Details) and the Respect@Work (details) reforms strengthened employer responsibilities.
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After Workplace Incidents or Complaints
Training may be necessary when an organisation experiences:
- A sexual harassment complaint
- A workplace investigation finding
- A culture or behavioural issue within a team
This helps address underlying problems and prevent further incidents.
However, training should not be purely reactive—it must also be preventative.
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When Employees Move into Leadership Roles
Employees promoted into management roles should receive additional training.
Managers need to understand:
- How to identify harassment
- How to respond to complaints
- Their obligations to escalate issues
Leadership training is essential because supervisors are often the first point of contact for complaints.
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During Organisational Change
Training should be considered when there are major workplace changes, such as:
- Mergers or restructures
- Large recruitment drives
- Expansion into new workplaces
- Significant changes to workplace culture or leadership
These situations can create uncertainty and behavioural risks, making training especially important.
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As Part of Compliance with Positive Duty
Since the introduction of the positive duty to eliminate sexual harassment, organisations must actively prevent harassment rather than simply respond to complaints.
The Australian Human Rights Commission expects employers to implement measures such as:
- Training
- Risk assessments
- Leadership accountability
- Clear reporting processes
Regular training is therefore a key compliance measure.
Best times to conduct sexual harassment training – How can AWPTI help?
AWPTI can provide you with
- Sexual harassment training to ensure you protect your employees and satisfy your duty of care including the positive duty to take all reasonable steps to eliminate sexual harassment in the workplace – details here
- We have programs for general employees, managers, 1:1 sessions and video programs
- Sessionas can be conducted in person or remotely via Teams or Zoom.
Please contact AWPTI for assiatance.
