About this course

The content for Professional Workplace Behaviour has been developed by Gilbert + Tobin Lawyers to cover Australian law regarding discrimination, harassment, bullying and sexual harassment in the workplace. Topics in the employee module include:

  • Inappropriate behaviours at work and their consequences
  • Understanding workplace discrimination
  • Types of discrimination
  • Unwelcome or unwanted conduct
  • Harassment
  • Sexual harassment
  • Bullying
  • Building a positive workplace environment
  • Company policies
  • Addressing concerns

For Managers

An additional module for managers and supervisors covers essential areas of discrimination in the workplace:

  • Recruiting
  • Terms and conditions of employment
  • Termination of employment
  • Managing pregnant employees
  • Employees with carer's or family responsibilities
  • Employees with a disability
  • Workplace bullying and violence
  • Dealing with employee grievances
  • Gender equity in the workplace.

Program content

Professional Workplace Behaviour has been developed using our 'dynamic and responsive training interface', ensuring our training content is adaptable to your needs and usable across desktop and mobile devices.

This program features:

  • Animated scenarios cover key concepts
  • Key points provide a snap shot of the training content on every page
  • Glossary links provide quick access to detailed explanations and technical terms
  • Danger zone, take note and dos and don'ts content highlight devices emphasise key concepts.

Sneak Peek

Click on the Play button to view one of the many animations featured in this training program.

Alina has worked in the same manufacturing plant for several years; she has recently applied for a training course on new technologies about to be introduced in to the plant. Today Alina will find out if her application has been successful.

Narrator

There are two types of discrimination - 'Direct' and 'Indirect'. Let's look at how the two types differ.

Alina recently applied for a training course on some new technologies about to be introduced at the plant, but has been refused because she is 57 years old and her manager thinks she's too old to learn new skills.

Two younger employees with similar qualifications and skills to Alina have been offered the opportunity to attend the course instead.

This is an example of direct discrimination. Direct discrimination is usually obvious and occurs when a person is treated less favourably than someone else in the same or similar circumstances because of a characteristic. Here Alina is being discriminated against solely because of her age.

Often direct discrimination is based on stereotypes, or pre-determined opinions, about how people of a particular age, gender, ethnicity or disability behave.


Indirect discrimination is not as clear cut or easy to recognise.

Andrei must take his young daughter to childcare every weekday. The centre does not open until 7 am.

Andrei's company has a stipulation that management meetings be held at 7 am every Monday morning. Andrei, the Operations Manager, is always an hour late to these meetings because of his family committment. By the time Andrei arrives at the management meetings he's missed an hour of talks and information vital to his job.

The 7 am Monday morning management meetings stipulation disadvantages employees like Andrei, who has responsibilities as a carer. Indirect discrimination occurs when a rule, policy or requirement, which appears to treat everyone equally, disadvantages some employees.

Indirect discrimination occurs when a rule, policy or requirement is the same for everyone but places a particular employee or group of employees at a disadvantage.

Whether the requirement is unreasonable depends on whether alternative times are available when everyone can attend.

If there are alternative times, then the requirement is likely to be unreasonable and could be deemed indirect discrimination against Andrei based on his responsibilities as a carer.

Content customisation

All programs may be customised to meet any specific requirements you may have. We offer many customisations as standard, these include:

  • The inclusion of company contacts into the training content. e.g. Legal or HR contacts
  • Inserting relevant company policies into the content and the option to include an 'I have read...' acknowledgement checkbox
  • Specifying the number of quick quiz, case studies and test questions
  • Custom enrolment and reminder emails

Training administration and support

ComplianceNet manages your online training administration process and provide phone and email user 'Help Desk' support.

Our services include enrolment and reminder emails to users, suppling user reports to training administrators at agreed intervals and scheduling and managing refresher training requirements ensuring that all employees keep up-to-date with their compliance training requirements.

View course brochure

At a glance

Content by: Gilbert + Tobin Lawyers
Content customisation: Client content can be included
Company policies: Company policies and 'I have read' acknowledgements may be incorporated
Assessment: Randomised assessment questions
Certificate: Selfserve Certificate of Completion

Designed for: Managers, employees and contractors
Duration: Approximately 1 hour
Managers module: Approximately 1 hour
Recommended frequency: Annually
Mobile ready: Yes, optimised for desktop and mobile devices

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