TRAINING

Identify and dismantle structural and behavioural gender bias — the foundation program for WGEA gender equality indicators.

Board-level obligations under Respect@Work and the Positive Duty, including governance, oversight and reporting accountability.

Embed the Respect@Work framework across your organisation to prevent harassment and meet Positive Duty obligations.

Evidence-based strategies to recognise and mitigate bias in everyday decisions, meetings and performance reviews.

De-bias your hiring pipeline — from job design and screening to interviews and selection panels (GEI 1).

Equip executives and people leaders with the capability to lead diverse teams and model inclusive behaviour.

Build attraction and selection processes that widen talent pools and improve workforce gender composition.

Practical compliance with equal employment opportunity and anti-discrimination law for managers and teams.

Give employees the confidence and skills to safely intervene when they witness disrespectful conduct.

Build team cultures where people can speak up, report concerns and contribute without fear.

Identify, assess and control psychosocial risks in line with WHS regulations and codes of practice.

Practical awareness training to recognise, respond to and support mental health at work.

Support and retain experienced talent with policy, flexibility and leadership awareness around menopause.

Harness neurodivergent talent through inclusive management practices, adjustments and team awareness.

Build confidence in disability inclusion, reasonable adjustments and accessible workplace design.

Deepen cultural understanding and strengthen reconciliation commitments across your workforce.

Build cross-cultural capability for teams operating across diverse cultural backgrounds and markets.

Move beyond awareness to active anti-racism — policy, behaviour and accountability frameworks.

Understand how overlapping identities shape workplace experience, and design policies that respond.

Turn a five-generation workforce into a strength with age-inclusive management and knowledge transfer.

Foundation program for all staff — the business case, the language and the behaviours of inclusion.

Train designated contact officers to handle grievances, complaints and disclosures with skill and care.

WHS duties for persons conducting a business or undertaking, including psychosocial and conduct risk.

Align your HR management system with the international standard for diversity and inclusion.

Integrate health, safety and psychosocial risk management to the international OH&S standard.