Positive results from important HR survey

One of Corporate Protection’s core values is Accountability. This includes the commitment to report in an open and transparent manner to our clients, our staff and other stakeholders.

A recent HR staff survey on sexual harassment in the workplace generated some interesting results and, just as importantly, findings which will be used to inform our continuous improvement pathway.

The report indicates that employees have an understanding of what constitutes sexual harassment and feel safe and respected at work in relation to sexual and gender-based harassment.

The survey is particularly relevant as legislation changed earlier this year outlining greater emphasis on a management plan, governance and executive oversight and increased penalties for non compliance.

Have you read the updated Bullying and Harassment Policy uploaded to DS Site in December 2024?

Do you understand what constitutes as sexual harassment and gender-based harassment under the current workplace laws?

Do you feel safe and respected at work in relation to sexual and gender-based harassment?

Our Group HR Manager, Ian Thompson summarises the findings:

While results indicate that the staff believe that sexual or gender-based harassment is likely to be identified and addressed promptly in this organisation, there were still observed or experienced behaviours in our workplace that were not reported for various reasons:

• Fear of retaliation
• Did not think it would be taken seriously
• Did not think management would support

Staff, in the vast majority feel confident that their concerns would be handled fairly and confidentially if reported.

Staff indicated that higher risk areas include remote worksites particularly mine camps, one person FIFO sites, Ports and in particular interactions with Truck Drivers and when on Night Shifts. It was also noted that many of our sites are male gender orientated eg Mining and ports where it is male dominated and presents a higher risk for females.

While the survey provided a positive response to CP management of Sexual Harassment and discrimination there is still room for improvement. Ian has already developed for Board review a suggested path forward in response to the survey and for legislative compliance.

Measuring our performance is very important but so also is using the findings to improve our performance in this highly critical area.