How employers can prevent discrimination, bullying and harassment at workplace?

1. How employers can prevent discrimination, bullying and harassment at workplace? Harassment in the workplace can include behaviors such as asking intrusive questions about someone’s personal life, including their sex life and telling offensive jobs about particular racial groups in the workplace. It is the responsibility of the employer that each and every person in the office is treated equally and with respect. Employers should also make sure that no one in their workplace sends explicit or sexually suggestive text messages or emails. Similarly, it is unlawful to display racially offensive or pornographic materials in the workplace such as screensavers, posters or magazines. Such actions should be strictly prohibited by the employer in the workplace environment. By taking strict action against the erring employees, the employers will be able to set a good example and proactively prevent their employees from making derogatory comments or taunts about someone’s race, gender, disability, sexual orientation or religion. All employers in Queensland, Australia have a responsibility to make sure that all the people who apply for a job with them are treated fairly. This responsibility of the employers is clearly set out in the state and federal anti-discrimination laws. In addition to this, it is set out clearly in the Fair Work Act 2009. Under these anti-discrimination laws in Australia, certain types of discrimination to the employees by the employers are against the law. You need to prevent bullying, harassment, or discrimination from happening at your workplace as an employer in Queensland, Australia.

2. Things employers should do to prevent bullying, harassment and discrimination Every employee in Australia has the right to work in a workplace environment that is free from violence, harassment, discrimination, and bullying. Employers should implement targeted practices by experienced anti-discrimination lawyers to efficiently address any complaints and inappropriate workplace behavior. They need to be fully aware of their roles and responsibilities for ensuring that the workplace culture is not racially or sexually hostile. In order to develop a safe working environment for all employees, the employers should be proactive in addressing hostile behavior that may be embedded in the workplace environment. Examples of a potentially hostile workplace culture are where sexually or racially crude conversations, offensive or innuendo jokes are part of the accepted working environment. An employee can complain to the employer about such harassment even if they are not directly affected by the conduct. Even if the conduct in question was not specifically targeted at them, they can make a formal complaint to their employers. Employers are required to comply with any measures that promote health and safety at the workplace under occupational health and safety legislation in Australia. In addition to this, employers should eliminate or even reduce the risks to the health and safety of the employees caused by workplace harassment, discrimination or bullying. The bottom line It is recommended that employers obtain independent legal advice from experienced anti-discrimination lawyers Queensland to prevent their employees from treating a person less favorably on the basis of particular attributes such as an employee’s disability, age, sex, and race. Employers should take all measures to ensure

3. that there is no sexual harassment, bullying, racial hatred or disability related harassment.