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20 Aug 2026 Sexual Harassment
Explore what a recent Federal Court decision means for workplace sexual harassment prevention and how effective training can help employers build safer, more respectful workplaces.
Australia’s approach to workplace sexual harassment has changed. The expectation is no longer that employers simply respond when something goes wrong.
The question every champion of respectful workplaces should be asking is:
“What can I do today to prevent workplace sexual harassment?”
On 12 June 2026, the Working Women’s Centre SA secured a historic Federal Court outcome in Clarke v Beiler Constructions Pty Ltd as trustee for Fox Trading Trust [2026] FCA 734. As the first fully contested Federal Court decision under the workplace sexual harassment protections introduced into the Fair Work Act in 2023, it provides valuable guidance on how these laws operate in practice.
The Court found the employer liable for sexual harassment by an employee, reinforcing an important message for every employer: preventing workplace sexual harassment must be an ongoing organisational priority.
Rather than simply responding to complaints, employers are now expected to take reasonable and proportionate measures to prevent workplace sexual harassment, sex discrimination, hostile workplace environments and victimisation before harm occurs.
This shift from reaction to prevention is at the heart of the work we do.
For decades, the Working Women’s Centre SA has supported workers experiencing workplace sexual harassment. Representing workers in complex legal matters, advocating for systemic change and delivering workplace training gives us a unique understanding of what prevention looks like in practice.
The lessons from our legal work—including the Clarke case—inform every training session we deliver. Read our article, Working Women’s Centre Wins Historic Federal Court Workplace Sexual Harassment Case, to learn more about the court decision.
Training should build capability—not just compliance
One of the most common mistakes organisations make is treating workplace training as a compliance exercise.
Completing a generic online module every few years may satisfy an internal requirement, but it rarely changes behaviour.
The most effective training is practical, interactive and relevant to the realities people face in their workplace. It gives participants the confidence to recognise risks, respond appropriately and contribute to a culture of respect.
Bystanders play a crucial role in preventing gender-based violence, including sexual harassment. Equipping employees with the skills and confidence to recognise harmful behaviour, intervene safely and support others, is a key part of preventing further harm.
Workshops should also be tailored to the specific industry, workplace and roles of participants. It is essential that participants can relate to the content, see their own workplace and colleagues reflected in the scenarios, and understand how the concepts apply to the situations they may encounter in their day-to-day work. Executives, managers, HR professionals and frontline workers all have different responsibilities. Their training should reflect those differences.
After effective training workshops, participants leave with the knowledge, skills and confidence to put respectful workplace practices into action—not simply a certificate of completion.
Prevention benefits everyone
Meaningful professional development creates real change and delivers tangible results for organisations.
After attending our workshops, the feedback from participants demonstrates that our workshops don’t just increase knowledge—they build confidence, encourage positive cultural change and empower people to put respectful workplace practices into action.
85% of participants felt confident applying the skills and strategies they learned, 74% felt hopeful about positive cultural change in their workplace, and 67% reported reflecting on their own attitudes and behaviours.
When people at every level become champions of respectful workplaces, inappropriate behaviour is far less likely to occur.
Invest in prevention also means investing in:
These outcomes support both worker wellbeing and organisational performance.
If you’re interested in booking meaningful training for your workplace, make an enquiry with us today.
