Make A Report

If you experience or witness behaviour that doesn't feel right, say something.

Whether it happened to you or someone else, make it known so that it doesn't happen again.

What can I report?

Every person deserves to be safe and respected at work.

It's simple - all workers have the legal right to not be sexually harassed, bullied or discriminated against under safety and anti-discrimination laws.

Behaviours

  • Title
    Sexual Harassment
    Description
    An unwelcome sexual advance, an unwelcome request for sexual favours and other unwelcome conduct of a sexual nature.
  • Title
    Bullying
    Description
    Repeated, unreasonable behaviour directed at an employee or group of employees that creates a risk to health and safety (physical and mental).
  • Title
    Discrimination
    Description
    When a person or group of people are treated less favourably than others because of their background or certain personal characteristics.

How should I report?

Know your options so that you can speak up on your terms.

Depending on your situation and preferences, decide what you're comfortable with and what feels right for you.

Informal Report

"I just want the behaviour to stop without putting the focus on me."

    • Option to remain anonymous
    • Request an investigation
    • Evidence required for investigation
    • Request preferred outcomes

Formal Report

"This is serious. I want a clear record of investigation."

    • Option to remain anonymous
    • Request an investigation
    • Evidence required for investigation
    • Request preferred outcomes

Informal Options

Choosing to remain anonymous.

Making an informal report can create meaningful impact and lead to multiple positive outcomes.

No action

Make it to known to the organisation that there's a potential issue.

Support to self-manage the issue

Prepare yourself to address an issue as it happens or at a later date.

Mediation

Work with an independent person (e.g. manager) to help resolve an issue.

Changes to work environment

Reduce exposure to psychosocial hazards (e.g. changing shifts).

Group awareness training

Raise understanding about acceptable standards of behaviour.

Monitor offender's behaviour

Request someone to check-in and intervene if the issue continues.

Formal Options

Making a formal report gives you more options.

If your formal allegations are substantiated following an investigation, you can request targeted action for consideration.

All general actions

Refer to potential outcomes when making an informal report.

A formal apology

Receive a written apology, which includes admitting fault.

An official warning

Issue a note of warning, which includes potential consequences.

Targeted awareness training

Raise understanding about acceptable standards of behaviour.

Disciplinary counselling

Someone to provide face-to-face coaching and feedback to the offender.

Disciplinary action

Motion a reprimand in response to serious misconduct, up to termination.

What To Expect

Ongoing updates will be sent to keep you in the loop.

Every report and organisation is different, but there are typical stages of a response that you can expect.

Submitted

Your report is made immediately available to the selected organisation. An initial review will determine the need for immediate escalation or intervention.

In Review

Your report will be reviewed in more detail and further questions may be asked to you via an anonymous 2-way communication channel.

Under Investigation *

As a matter of procedural fairness, the respondent and key witnesses will be given an opportunity to respond to formal allegations.

Assigning Outcome

Every response is to consider the information available and your preferred outcome before reasonable and proportionate action is taken.

* Stage only applicable to formal reports.

Is it safe to report?

Know your rights.

Whether you're a victim or a bystander making a report, your privacy and wellbeing matters.

Confidential & Secure.
Every report is to be treated as private information and only disclosed to those who need to know in order to resolve an issue and prevent future incidents.
Protection Against Victimisation.
It's against the law for an employer to mistreat or threaten to treat a worker badly because they've made a report.

Have any questions or concerns?Get Support

Login screen

Platform Features

Secure Account.
Use your phone number to create and verify a personal login.
Report Overview.
Manage a record of your report submissions.
2-Way Messaging.
Maintain anonymous communication with the organisation.
SMS Updates.
Receive a message when your report status has been updated.
Check-in Survey.
Provide open feedback on your reporting experience.
Advanced Security.
End-to-end data encryption for all of your data.

If you experience or witness behaviour that doesn't feel right, say something.