Product Overview

Summary: This Anti Discrimination and Harassment Standard Operating Procedure sets out a clear, practical framework for preventing, managing and resolving unlawful discrimination, bullying, sexual harassment and victimisation in Australian workplaces. It gives leaders and workers a step-by-step process to follow, supporting compliance with WHS and employment laws while building a respectful, inclusive culture.

Discrimination, harassment and bullying are not only unlawful in Australia, they are also key drivers of psychological injury, staff turnover and reputational damage. This Anti Discrimination and Harassment Standard Operating Procedure provides a comprehensive, plain‑English framework for preventing and responding to inappropriate behaviour across your organisation. It translates complex legal and WHS obligations into clear, practical steps that managers and workers can confidently apply in day‑to‑day situations.

The procedure is designed specifically for Australian workplaces and aligns with federal and state legislation, including the positive duty to eliminate sexual harassment and sex discrimination as far as possible. It sets out clear behavioural expectations, reporting pathways, early intervention approaches, investigation processes and record‑keeping requirements. By implementing this SOP, your business can demonstrate due diligence, support a psychologically safe work environment, and give workers confidence that concerns will be taken seriously and handled consistently and fairly.

Key Benefits

• Ensure compliance with Australian anti-discrimination, sexual harassment and WHS laws, including the positive duty to eliminate unlawful conduct so far as possible.
• Reduce the risk of psychological injury claims, workers compensation costs and Fair Work or human rights complaints arising from bullying and harassment.
• Strengthen organisational culture by clearly defining acceptable behaviour, reporting channels and consequences for breaches.
• Standardise how managers respond to complaints and concerns, improving consistency, fairness and procedural justice across the organisation.
• Demonstrate due diligence to regulators, insurers and stakeholders through clear documentation, training guidance and record-keeping requirements.

Who is this for?

• Business Owners
• Directors and Executive Leaders
• Human Resources Managers
• People and Culture Managers
• WHS Managers and Advisors
• Line Managers and Supervisors
• Team Leaders
• Return to Work Coordinators
• Health and Safety Representatives (HSRs)
• Diversity, Equity and Inclusion (DEI) Leads
• Practice Managers (medical, legal, accounting and professional services)
• Operations Managers
• School Principals and Education Administrators
• Not-for-Profit and Community Services Managers
• Government Agency Managers

Included Sections

• 1.0 Purpose and Scope
• 2.0 Definitions (Discrimination, Harassment, Sexual Harassment, Bullying, Victimisation, Vilification, Reasonable Management Action)
• 3.0 Legal and Regulatory Framework (Australian WHS and Anti-Discrimination Laws)
• 4.0 Roles and Responsibilities (Officers, Managers, Workers, HSRs, HR/People & Culture)
• 5.0 Behavioural Standards and Expected Conduct
• 6.0 Psychosocial Risk Management and Prevention Strategies
• 7.0 Reporting Options and Confidential Disclosure Pathways
• 8.0 Early Intervention, Informal Resolution and Support
• 9.0 Formal Complaint Handling and Investigation Procedure
• 10.0 Risk Assessment, Corrective Actions and Monitoring
• 11.0 Support Services, Welfare and Reasonable Adjustments
• 12.0 Record Keeping, Privacy and Documentation Requirements
• 13.0 Training, Communication and Consultation with Workers
• 14.0 Escalation, External Reporting and Regulator Interaction
• 15.0 Review, Audit and Continuous Improvement of the Procedure

Legislation & References

• Fair Work Act 2009 (Cth)
• Sex Discrimination Act 1984 (Cth) and Respect@Work reforms (positive duty to eliminate sexual harassment and discrimination)
• Racial Discrimination Act 1975 (Cth)
• Disability Discrimination Act 1992 (Cth)
• Age Discrimination Act 2004 (Cth)
• Australian Human Rights Commission Act 1986 (Cth)
• Work Health and Safety Act 2011 (Cth) and model WHS Acts and Regulations as adopted in each state and territory
• Safe Work Australia – Code of Practice: Managing psychosocial hazards at work
• Safe Work Australia – Guide: Preventing workplace sexual harassment
• AS/NZS ISO 45003:2021 Occupational health and safety management – Psychological health and safety at work – Guidelines for managing psychosocial risks