1. POLICY INTENT & SCOPE

This policy establishes the standards, values, and expectations for appropriate behaviour within the National Association of Women in Operations (NAWO) workplace and member network. It emphasises NAWO’s commitment to ensuring that all individuals involved in the NAWO network and/or its associated activities is treated with respect and dignity, and is safeguarded from abuse, bullying, harassment, sexual misconduct, discrimination, victimisation, and vilification.

NAWO is dedicated to ensuring all Relevant Persons understand their rights and responsibilities, fostering a positive culture by upholding the behavioural standards outlined in this policy and understanding the consequences of any breaches. These guidelines and standards apply to all Relevant Persons defined in this policy.

NAWO recognises the advantages of a respectful culture, which enhances its ability to attract and retain employees, volunteers, and members.  NAWO is committed to taking proactive measures to prevent risks such as discrimination, harassment, or bullying, fulfilling its positive duty obligations. NAWO aims to ensure long-term compliance and sustainability with this policy by embedding these measures alongside legal standards for respect and anti-discrimination. Beyond mitigating the risks of misconduct, the policy actively promotes a culture that prioritises psychological and physical safety. This inclusive atmosphere will ensure NAWO thrives as an organisation serving its members in the pursuit of more gender balanced teams and workplaces. 

 

2. RELEVANT LEGISLATION

Federal Register of Legislation: https://www.legislation.gov.au/ 

a) Age Discrimination Act 2004 (Cth); 

b) Australian Human Rights Commission Act 1986 (Cth);

c) Charter of Human Rights and Responsibilities Act 2006 (Vic);

d) Crimes Act 1958 (Vic);

e) Child Wellbeing and Safety Act 2005 (Vic);

f) Disability Discrimination Act 1992 (Cth);

g) Disability Standards for Education 2005 (Cth);

h) Equal Opportunity Act 2010 (Vic);

i) Fair Work Act 2009 (Cth);

j) Financial Management Act 1994 (Vic);

k) Fringe Benefits Tax Assessment Act 1986 (Cth);

l) Independent Broad-based Anti-corruption Commission Act 2011 (Vic);

m) Occupational Health and Safety Act 2004 (Vic);

n) Privacy and Data Protection Act 2014 (Vic);

o) Racial and Religious Tolerance Act 2001 (Vic);

p) Racial Discrimination Act 1975 (Cth);

q) Sex Discrimination Act 1984 (Cth);

r) Working with Children Act 2005 (Vic); and

s) Workplace Gender Equality Act 2012 (Cth)

 

3. MISCONDUCT UNDER THIS POLICY

A Relevant Person commits a breach of this policy when they, either alone or in conjunction with another or others, either in-person, online or via any other means of communication, engage in any of the following conduct against one or more persons when engaged in NAWO Activity;

  • Abuse; 
  • Bullying;
  • Harassment; 
  • Sexual Misconduct;
  • Discrimination;
  • Victimisation; 
  • Vilification;
  • Defamation;
  • Humiliation; or
  • Exclusion. 

4. WHAT IS NOT MISCONDUCT?

A single incident of unreasonable behaviour doesn’t equate to workplace bullying. It’s important to note that while some work situations may be challenging, they don’t necessarily amount to definitions of misconduct.

Examples include:

  • Reasonable performance management, such as constructive feedback and setting clear standards and deadlines.
  • Directing how work is done.
  • Reasonable disciplinary action for poor performance or misconduct.
  • Implementing organisational changes, like restructuring or transfers for operational reasons.
  • A fair and transparent promotion process that doesn’t favour an employee.
  • Workplace conflict or politics.
  • Termination of employment or volunteer appointment.

DEFINITIONS

Activity means a forum, workshop, gathering, event, or activity (including training), in person or online, whether on a one-off basis or as part of a series organised and/or facilitated by NAWO.

Abuse means any type of behaviour (including physical, emotional/psychological, sexual, and inappropriate use of power and/or process) that has caused, is causing or is likely to cause harm to a person’s wellbeing, whether in-person or online. 

Bullying means a person or group of people repeatedly and intentionally using words or actions, or the inappropriate use of power, against someone or a group of people to cause distress and risk to their wellbeing, whether in-person or online.

Reporting Policy means the policy adopted by NAWO for the handling and resolution of allegations regarding inappropriate or prohibited conduct.

Contractor means any person or organisation engaged to provide services for, or on behalf of, NAWO. This includes agents, advisers and subcontractors and Employees, officers, Volunteers, and agents of the Contractor or subcontractor.

Discrimination includes both direct and indirect discrimination (either in-person or online) which have the following meaning:

‘Direct discrimination’ occurs where, because a person has a Protected Characteristic, they are treated less favourably than a person without that characteristic would be treated in the same or similar circumstances.

‘Indirect discrimination’ occurs where a practice, rule, requirement or condition that applies to everyone disadvantages people with a Protected Characteristic and the practice, rule, requirement or condition is not reasonable in the circumstances.  

Employee means a person employed by NAWO.

Harassment means behaviour towards a person that they do not want and that is offensive, abusive, belittling or threatening and is reasonably likely to cause harm to the person who is the subject of the harassment, whether in-person or online.

Member means a member of NAWO, including Individual Members and Member Orgnisations.

Member Organisation means a company that is a member of NAWO.

Individual Member means individuals who are employees of a Member Organisation and are participating in NAWO activities as well as individuals who pay an annual individual membership fee (but are not employees of a Member Organisation).

Participant means an individual registering and/or participating in NAWO activity.

Policy means this Respectful Behaviour Policy and NAWO’s Community Code including any appendices.

Misconduct means the conduct detailed in this Policy.

Protected Characteristic means: Age, disability, race or ethnicity, sex, sexual orientation or gender identity, Religion, Disability, Pregnancy and breast feeding; or Parental status.

Relevant Person means any of the following persons: Individual Member; Participant; Employee; Contractor; Volunteer; or any other individual who has agreed to be bound by the by the NAWO Community Code and Respectful Behaviour Policy. 

Sexual Misconduct means sexual harassment, which is any unwanted or unwelcome sexual behaviour where a reasonable person would anticipate the possibility that the person being harassed would feel offended, humiliated, or intimidated; and behaviour that may constitute a sexual offence that is unlawful.

Victimisation means subjecting a person, or threatening to subject a person, either in-person or online, to any unfair treatment because the person has made, or intends to pursue their right to make, a complaint, report or lawful disclosure, including under applicable legislation or this Policy, or for supporting another person to take such action.

Vilification means a public act, conduct or behaviour, either in-person or online, that incites hatred, serious contempt for, or revulsion or severe ridicule of, a person or group of people because of a Protected Characteristic they hold, as covered by applicable legislation. 

Volunteer means any person engaged by NAWO in any capacity who is not otherwise an Employee or Contractor, including directors and office holders, mentors, subject matter experts, and committee members.

 

MINIMISING RISK: ROLES & RESPONSIBILITIES

There is always a risk of workplace bullying or harassment issues when people work together; NAWO is committed to assessing and minimising risk of unacceptable behaviour in the workplace. To manage such risk, internal NAWO stakeholders are expected to take a range of actions as follows:

Chief Executive Officer  
  • Exhibit leadership and dedication to upholding a safe, professional, positive and inclusive work environment. 
  • Take appropriate measures to educate and inform staff and volunteers about professional conduct, discrimination, harassment and bullying prevention, and the processes for resolving complaints. 
  • Incorporate respectful behaviours into staff performance reviews and development plans (not relevant for volunteers). 
  • Ensure that the Respectful Behaviours policy is accessible to all staff, volunteers and members. 
  • Set an example by displaying respectful behaviours, fostering a workplace free from discrimination, harassment, and bullying. 
  • Incorporate respectful behaviours into performance management and development plans. 
  • Hold staff and volunteers accountable for their conduct and take prompt, constructive action when workplace behaviours are not respectful. 
  • Take reasonable steps to prevent disrespectful and unethical treatment by providing staff, managers and committee chairs with information, instruction, and appropriate training on this policy. 
  • Address complaints with sensitivity and confidentiality. 
  • Foster an environment that discourages discrimination, victimisation, bullying, and sexual harassment. 
  • Respond promptly to any allegations, complaints, or noticeable changes in team behaviour that may signal disrespectful conduct. 
  • Handle all complaints fairly and promptly. 
  • Ensure confidentiality is maintained at all times. 
NAWO Employees, 

NAWO Managers 

Board and Committee Chairs 
  • Lead by example by consistently demonstrating Respectful Behaviours in all interactions and complying with the Respectful Behaviour Policy. 
  • Lead by example by consistently demonstrating Respectful Behaviours in all interactions and complying with the Respectful Workplace Behaviour Policy. 
  • Advocate for respectful behaviours across NAWO and its affiliated activity, members and events.  
  • Hold staff and volunteers accountable for their conduct, and take prompt, constructive, and decisive action to address any workplace behaviours that fall short of being respectful. 
  • Overseeing compliance with the Respectful Workplace Behaviour Policy. 
  • Ensure new staff and/or volunteers are introduced to the Respectful Behaviour Policy during inductions. (NAWO Employees & Managers Only). 
  • Ensuring staff and volunteers are well-informed about the Respectful Behaviours Policy (NAWO Employees & Managers Only). 

 
All Relevant Persons 

(As defined in this policy)
  • Act in accordance with the principles outlined in this policy, ensuring that respectful behaviour is consistently demonstrated in all interactions. 
  • Treat colleagues, volunteers, members, and others involved with NAWO with respect, dignity, and fairness, regardless of their role, background, or position. 
  • Report any incidents of misconduct, harassment, bullying, discrimination, or any other behaviour that breaches this policy to the appropriate authority, whether it is witnessed or experienced. 
  • Support and contribute to maintaining a positive, safe, and inclusive working environment by promoting respectful behaviours and addressing concerns constructively. 
  • Participate in any training or educational sessions provided to enhance awareness of respectful workplace practices and NAWO’s expectations. 
  • Collaborate with team members to create a culture that discourages discrimination, victimisation, bullying, and sexual harassment, and fosters inclusion and equality for all. 
  • Understand and adhere to the complaint resolution processes in place and cooperate fully with any investigations or actions taken to resolve issues. 

AVENUES AVAILABLE FOR REPORTING AND SUPPORT

If you are experiencing behaviour that is causing you to feel uncomfortable, and you believe may be conduct in breach of this policy, you have a range of options available to report the behaviour and seek support.

If the behaviour is a single low risk incident of inappropriate or disrespectful behaviour we encourage you, if you feel able, to address the issue directly by speaking calmly and respectfully with the person involved as soon as possible and asking them to stop the behaviour.

If you do not feel comfortable approaching the Relevant Person directly, or if the behaviour persists after you have spoken to them, you should bring the matter to someone in a position of authority with NAWO whom you trust (e.g. NAWO Committee Chair, NAWO Employee or  NAWO Manager). The conversation will be kept confidential unless otherwise agreed, provided there is no immediate risk to health and safety. This avenue is also available to you if you witness inappropriate behaviour, that you believe may cause harm and/or be in breach of this policy, whilst not being directly impacted by the behaviour yourself.

If the alleged inappropriate behaviour constitutes misconduct, NAWO will deal with the allegation according to any applicable legislation  – as referenced in this policy.

A range of resolution pathways are available for individuals who report incidents of unacceptable behaviours, both informally or formally.   

Pathway 1. Informal Resolution:  

Address the issue directly by having a conversation with the relevant person(s) involved. This approach encourages open communication and allows for the resolution of minor concerns in a timely and respectful manner without formal intervention.  

Pathway 2. Semi-Formal Resolution:  

Seek resolution with the involvement of a trusted NAWO manager or supervisor to facilitate the process. The issue is documented and reviewed, and a facilitated discussion may take place between the parties. This pathway may include mediation, confidential counselling, training, or ongoing monitoring to ensure the issue is addressed and resolved. 

Pathway 3. Internal Resolution (Formal):   

Escalation of the matter to the NAWO CEO or a member of the NAWO Board will occur when the issue is more serious or complex or is an issue involving the CEO. A formal investigation may be conducted, with evidence documented and assessed. The process may lead to disciplinary action, workplace adjustments, involvement of relevant Member Organisations, or other formal outcomes to resolve the grievance. All effort will be taken to conduct any formal process in a timely and supportive manner with due consideration to procedural fairness. 

Pathway 4. External Resolution (Formal): 

If internal processes do not lead to a satisfactory outcome, or if the issue involves legal or regulatory concerns, individuals may seek external avenues. This could involve engaging external bodies such as Fair Work, the Equal Opportunity Commission, or other regulatory authorities. This may lead to legal proceedings, external mediation, or other formal resolutions. 

A complete guide to external support services available is available here 

POTENTIAL ACTIONS TO ADDRESS MISCONDUCT

Any grievance or complaint lodged in relation to conduct in breach of this policy will be dealt with sensitivity and impartiality.

A range of actions may be taken depending on the nature of the behaviour, and the Relevant Person(s) involved.  These actions may include: 

  • directing an individual to stop the behaviour  
  • inviting an apology (verbal or written)  
  • an official warning (if a NAWO employee – recorded on the employee’s record)
  • reporting to authorised personnel(s) at the relevant member company
  • individual training  
  • providing mediation or other dispute resolution processes  
  • coaching, counselling and/or mentoring an employee/s 
  • termination of employment
  • termination of a volunteering appointment
  • cancellation of NAWO membership

REVIEW

This policy is intended to be reviewed every two years or earlier if significant new information, legislative or organisational change warrants an update to the policy.  

This review will assess:  

  • The effectiveness of current practices in preventing misconduct and fostering a positive work environment.  
  • Feedback from individuals involved in NAWO activities, ensuring their perspectives are considered.  
  • Compliance with legal obligations and any changes in legislation or industry standards.  

The review process will help identify areas for improvement and ensure the policy continues to reflect best practices. Where necessary, revisions will be made, and all individuals within the NAWO network will be informed of any changes or updates to the policy.  Please direct any questions, concerns or feedback in relation to this policy to the NAWO CEO ([email protected]) or a the NAWO Board Chair ([email protected]).