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 - everyone has the legal right to not be sexually harassed, bullied or discriminated against under safety and anti-discrimination laws.
Behaviours
- Title
- Sexual Harassment & Assault
- 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 individual or group that creates a risk to health and safety (physical and mental).
- Title
- Aggression & Violence
- Description
- Aggressive behaviours are hostile or forceful actions that are intended to harm or intimidate others. Violence includes deliberate acts of physical harm.
- Title
- Discrimination
- Description
- When a person or group of people are treated less favorably than others because of their background or certain personal characteristics.
- Title
- Racial Vilification
- Description
- Racial vilification is a public act that incites hatred, serious contempt, or severe ridicule of a person or group based on their race, colour, or national or ethnic origin.
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
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.