In this final podette, we ask: What is the role of the board and governance in creating safer, more respectful, and inclusive workplaces? Our host Rosie Wheen brings together insights from three leaders — Helga Svendsen, Div Pillay, and Tanya Hosch — who share their experiences as directors, executives, and advocates.

Together, these voices illuminate how governance sets the tone for integrity, prevention, and sustained culture change.

Helga Svendsen, board director, coach and facilitator, begins with the opportunity presented by the Respect@Work legislative reforms. Div Pillay, CEO of MindTribes and experienced board director, offers a simple but powerful framework she uses the “Three Ps” “Principles, Purpose and Performance.” She reminds boards that good governance means tracking not only policies and outcomes, but integrity and accountability in action and of course about creating a North Star. 

Tanya Hosch, leader in Aboriginal and Torres Strait Islander policy and governance, highlights that governance defines both standards and culture. Tanya also connects governance with continuous improvement. 

Throughout this powerful podette we are reminded that Boards and governance bodies are not just custodians of compliance — they are architects of culture. By asking better questions, modelling integrity, and holding themselves accountable, leaders can set the tone for workplaces that are truly safe, respectful, and inclusive.

Framework for Board Discussion

Use this podette as a starting point for conversation at board, executive, or leadership team level.

1. Set the Scene (5 minutes)

• Share ground rules: confidentiality, respect, and curiosity.

• Link this conversation to your organisation’s purpose and values. 

• Acknowledge the topic may be challenging; share internal and external support contacts (e.g. 1800RESPECT).

• Set your intention for example “As the Board we set the culture of our organisation lets reflect on how we are creating a safe, respectful and inclusive workplace for all.”

2. Listen Together (5 minutes)

• Play the podette for the Board.

• Ask participants to jot down one quote or idea that stood out.

3. Open Reflection (15 minutes)

Choose 2–3 prompts for discussion:

• What does good governance for respect and safety look like in practice?

• How does our board or leadership team currently demonstrate its “positive duty” under the Respect@Work legislation?

• Which of Div’s “Three Ps” — principles, purpose, performance — do we need to strengthen?

• How do our governance decisions shape the culture and values of our organisation?

• Where might our governance be tested — and how can we ensure we act with integrity under pressure?

4. Action Steps (10 minutes)

• Ask: “What’s one action our board or leadership team can take to better embed respect and accountability into our governance processes?”

• Capture ideas (e.g. reviewing governance charters, introducing reporting on prevention measures, embedding lived experience perspectives).

• Commit to one concrete step and schedule a check-in to review progress.

5. Close (1 minute)

• Thank Board members for their reflection and honesty.

• Acknowledge that effective governance is a journey of transparency, courage, and learning.

• Remind: support via 1800Respect (1800 737 732).

Resources

Respect at Work https://humanrights.gov.au/our-work/sex-discrimination/respectatwork

Helga’s podcast  https://www.helgasvendsen.com.au/take-on-board-podcast

MindTribes’ website  https://mindtribes.com.au/reports/

Workplace Gender Equality Agency https://www.wgea.gov.au/

Not In My Workplace episodes to listen to

Creating your North Star and how to get there: Driving Workplace Inclusion

Div Pillay | She/Her | CEO of MindTribes

Leadership, Legacy, and the Long Game

Tanya Hosch | She/Her | Executive General Manager of Inclusion and Social Policy for the Australian Football League

Boardroom Leadership & Preventing Workplace Harassment

Helga Svendsen | She/Her | Board Director, facilitator, coach

In this podette, we dive into Questions of Leadership — exploring how power, integrity, and example shape safer, more respectful and inclusive workplaces. Leadership, as our host Rosie Wheen reminds us, is “absolutely central” to culture change. It’s the keystone of creating environments that live up to the vision of Respect at Work that we share across Australia.

We hear from three powerful voices on what leadership looks like in action:

Julia Banks, author, lawyer and leadership consultant, reframes power as both positional and personal. She challenges us to recognise and use that personal power more consciously, especially when internalised stereotypes might hold us back.

Dr Anna Cody, Australia’s Sex Discrimination Commissioner, speaks to the responsibility of positional power and Professor Michael Flood, leading researcher on men, masculinities and gender, reminds us that: He calls on leaders to “walk  the walk” — not just endorse change, but embody it.

This Podette invites reflection and dialogue and closes with a reflection from Rosie and her mentor, Chris Kotur: “What does better look like for you and your leadership?” We invite you to take these questions of leadership into your workplace and have an honest team conversation about leadership, power, and accountability.

🗣️ Use this Podette in Your Workplace Discussion 

1. Set the Scene (5 minutes)

• Establish ground rules: confidentiality, curiosity, and respectful listening.

• Link this conversation to your organisation’s purpose and values. 

• Acknowledge the topic may be challenging; share internal and external support contacts (e.g. 1800RESPECT).

• Set your intention for example, “Let’s have a team conversation about leadership, power, and accountability”

2. Listen Together (10 minutes)

• Play the podette as a group.

• Encourage team members to note a quote or reflection that resonated with them.

3. Open Reflection (15 minutes)

Choose 2–3 prompts for discussion:

• What stood out most about how Julia, Anna, or Michael described leadership?

• How do you understand and think about the difference between positional and personal power?

• Where do you see your own “leadership shadow”? What do your words, actions, and priorities say to others?

• How can we ensure our leadership is visible, genuine, and consistent?

• What does “walking the walk” look like for us in our everyday work?

4. Action Steps (10 minutes)

• Ask: “What’s one small step we can take to lead with integrity, visibility and respect?”

• Capture ideas (e.g. regular leader check-ins, transparent measurement of progress, modelling respectful behaviour).

• Agree on one concrete action and plan to revisit it.

5. Close (5 minutes)

• Thank everyone for their reflection, courage and honesty.

• Acknowledge that leadership is a journey of practice, not perfection.

• Remind again: support is available via 1800Respect (1800 737 732).

Great resources to share with your teams

Diversity Council Australia – Inclusive Leadership Model https://www.dca.org.au/resources/di-planning/inclusive-leadership

Champions of Change – The Leadership Shadow & https://championsofchangecoalition.org/wp-content/uploads/2023/05/The-Leadership-Shadow-2023.pdf

Learn more about Professor Michael Flood’s work:  http://www.xyonline.net/category/authors/michael-flood

Power Play by Julia Banks

Breaking the Boss Bias, Catherine Fox

Not in My Workplace episodes

Identifying and using your Personal Power in the workplace 

Julia Banks | She/Her | Author, Leadership consultant, Keynote speaker, Lawyer, Former Federal MP

Engaging men in prevention and as allies

Professor Michael Flood | He/Him | Internationally recognised researcher on men, masculinities, and gender, and an advocate and educator, based at the Queensland University of Technology in Australia.

Breaking the Barriers: Gender Equality and Leadership

Catherine Fox| Author, Journalist, Gender Equality Advocate

Leading With Courage

Dr Anna Cody | She/Her | Sex Discrimination Commissioner

In this podette, we give you an overview of the Respect@Work legislation and what it means for workplaces across Australia. Our host Rosie Wheen will be joined by three guests from our main podcast series

• Professor Skye Charry | She/Her | Associate Professor in the School of Law at the University of New England, Sexual Harassment Consultant, Author

• Cara Gleeson | She/Her | Director, Our Watch Institute

• Tarang Chawla | He/Him | Victorian Multicultural Commissioner and Founder of Not one more Niki 

The Respect@Work reforms mark a significant cultural shift — from reacting to harm to preventing it. The conversation unpacks the amendments to the Anti-Discrimination and Human Rights Legislation Amendment Act 2022, which introduced a positive duty for employers. This means organisations must now proactively eliminate sexual harassment and other forms of sex-based discrimination by taking reasonable and proportionate measures — rather than waiting to respond after harm occurs.

These podettes are intended as conversation starters. Here’s a suggested framework to facilitate a safe, open and meaningful discussion after listening:

Framework for Team Discussion

1. Set the Scene (5 minutes)

• Revisit your ground rules: respect, confidentiality, and listening without judgment.

• Link this conversation to your organisation’s values and purpose.

• Acknowledge this topic can be sensitive — share internal and external supports, including 1800RESPECT.

• Name your intention: eg “We’re here to learn together about the Respect@Work legislation which is really important for us to be across and be on the same page about how it applies to our workplace.”

2. Listen Together (5 minutes)

• Listen to the podette as a group.

• Invite participants to jot down one point or idea that resonated or surprised them.

3. Open Reflection (15 minutes)

Choose 2–3 prompts for discussion:

• What stood out to you about the “positive duty” concept?

• Where might our current workplace practices already align with this proactive approach — and where could we do more?

• How does leadership visibility and commitment to equality show up (or not) in our organisation?

• How can we make the idea of respect and prevention of sexual harassment part of our everyday culture, not just our policies?

4. Action Steps (10 minutes)

• Ask: “What’s one proactive step we could take to build a culture of respect — before harm occurs?”

• Capture ideas (e.g. reviewing policies, embedding respect in onboarding, regular check-ins, visible leadership messaging).

• Agree on one small action and decide how to revisit progress.

5. Close (5 minutes)

• Thank everyone for their openness.

• Remind people of support options internally and externally (including 1800RESPECT).

• Encourage ongoing curiosity and care.

Resource list for you and your team

• Respect at Work  https://humanrights.gov.au/our-work/sex-discrimination/respectatwork

• The Our Watch Institute https://www.ourwatchinstitute.org.au/

If you want to hear more about Respect@Work listen to our episodes 

Leading With Courage

Dr Anna Cody | She/Her | Sex Discrimination Commissioner

Ways to enact Respect@Work in Rural Workplaces

Professor Skye Charry | She/Her | Associate Professor in the School of Law at the University of New England, Sexual Harassment Consultant, Author

Let’s get practical – creating safe, equal and respectful workplaces

Cara Gleeson | She/Her | Director, Our Watch Institute

To prevent sexual harassment, we first need to understand why it happens.

In this episode, Rosie Wheen draws on insights from Cara Gleeson, Director of the Our Watch Institute, and Professor Michael Flood, researcher and advocate on men, masculinities, and gender at QUT.

Together, they unpack how gender inequality, power, and discrimination intersect — and how rigid stereotypes about masculinity can fuel harmful behaviour.

This Podette invites reflection and dialogue: What are the beliefs and structures in your workplace that allow disrespect to persist — and what would it take to shift them?

🗣️ Use this Podette in Your Workplace Discussion

1. Set the Scene (5 minutes)

• Revisit ground rules: respect, confidentiality, listening without judgment.

• Link this conversation to your organisation’s purpose and values.

• Acknowledge the topic may be challenging; share internal and external support contacts (e.g. 1800RESPECT).

• Intention example: “We’re here to understand the ‘why’ behind sexual harassment, and explore what that means for how we lead and work together.”

2. Listen Together (5 minutes)Play the Podette as a group.Invite participants to jot down one insight or question.

3. Open Reflection (10–15 minutes)Suggested prompts:

• What stood out to you most from this Podette?

• How do power and gender dynamics show up in our workplace?

• What beliefs about masculinity or hierarchy might be influencing our culture?

• Where do we see opportunities to model respect and inclusion every day?

4. Action Steps (10 minutes)Ask: “What’s one small shift we can make, starting today, that challenges stereotypes and builds respect?”Capture and commit to one action; agree how to revisit it.

5. Close (5 minutes)Thank everyone for their participation and reflection. Reinforce support pathways (internal HR contacts, 1800RESPECT, or EAP).End with appreciation for courage, curiosity, and care.

Great resources to share with your teams

Our Watch -Changing the landscape - https://www.ourwatch.org.au/change-the-story/changing-the-landscape

💡 Learn more about Professor Michael Flood’s work:  http://www.xyonline.net/category/authors/michael-flood

Book, Engaging Men and Boys in Violence Prevention (2019). Available FREE from:

https://xyonline.net/content/new-book-engaging-men-and-boys-violence-prevention

Recommended Not in My Workplace episodes 

Engaging men in prevention and as allies

Professor Michael Flood | He/Him | Internationally recognised researcher on men, masculinities, and gender, and an advocate and educator, based at the Queensland University of Technology in Australia.

https://open.spotify.com/episode/6asZMH5GWxS7S9iu64JgAY?si=9c6ef20f5d014a4d 

Diversity and Inclusion, an invitation to all

Tarang Chawla | He/Him | Victorian Multicultural Commissioner and Founder of Not one more Niki 

https://open.spotify.com/episode/4aSZ6c2jZnHZ1gywdzIVIo?si=cf94d4e83a90419d 

Identifying and using your Personal Power in the workplace 

Julia Banks | She/Her | Author, Leadership consultant, Keynote speaker, Lawyer, Former Federal MP
https://open.spotify.com/episode/7gccScr7rG81VRXaaZGUwJ?si=8cdd274d52444876

Sexual harassment happens in every industry and every workplace — and it impacts some people more than others.

In this podette, host Rosie Wheen brings together powerful voices from across the Not in My Workplace series — including Tarang Chawla, Multicultural Commissioner and founder of Not One More Niki, and Sex Discrimination Commissioner Dr Anna Cody.

They unpack the reality of where and to whom sexual harassment happens, and what that means for every one of us as leaders, colleagues, and teammates.

It’s a reminder that awareness is the first step toward action — and that each of us has a role to play in making our workplaces safer, more inclusive, and more respectful.

These podettes are intended as conversation starters. Here’s a suggested framework to facilitate a safe, open and meaningful discussion after listening:

1. Set the Scene (5 minutes)

• Revisit your ground rules: respect, confidentiality, and listening without judgment.

• Link this conversation to your organisation’s values and purpose.

• Acknowledge this topic can be sensitive — share internal and external supports, including 1800RESPECT.

• Name your intention: eg “We’re here to learn together about how sexual harassment shows up in workplaces like ours — and what we can do to change that.”

2. Listen Together (5 minutes)

• Play the Podette as a group.

• Invite everyone to note any insights or questions that stands out for them.

3. Open Reflection (10–15 minutes)

Suggested prompts (Choose 2 or 3):

• What surprised you most from this Podette content?

• How might sexual harassment show up — or be hidden — in our workplace?

• What can we learn from who is most at risk?

• How do our current systems help or hinder people to speak up?

4. Action Steps (10 minutes)

• Ask: “What’s one small action we can take as a team to make our workplace safer and more respectful?”

• Agree on one step and how you’ll check back on it.

5. Close (5 minutes)

• Thank everyone for their openness.

• Remind people of support options internally and externally (including 1800RESPECT).

• Encourage ongoing curiosity and care.

Resource list for you and your team

• Respect at Work  https://humanrights.gov.au/our-work/sex-discrimination/respectatwork

Recent Reports:

• LGBTQIA+ Workplace Harassment – Kerry Robinson et al https://www.anrows.org.au/publication/sexual-harassment-lgbtq-young-people/

• Migrant Women & Workplace Harassment – Marie Segrave et al. https://www.anrows.org.au/publication/migrant-and-refugee-women-in-australia-a-study-of-sexual-harassment-in-the-workplace/

• Unions NSW on Migrant Workers’ Experiences https://www.unionsnsw.org.au/publication/disrespected-disregarded-discarded-migrant-worker-sexual-harassment/

Why it matters: These facilitated discussions help turn listening into action. They can build safety by making space for every voice, respecting lived experience, and fostering collective responsibility for change.

If you want to hear more about building trusted and inclusive spaces at work listen to our episode 

Let’s get practical – creating safe, equal and respectful workplaces

Cara Glesson | She/Her | Director, Our Watch Institute

Leadership, Legacy, and the Long Game

Tanya Hosch | She/Her | Executive General Manager of Inclusion and Social Policy for the Australian Football League

In this podette hosted by Rosie Wheen we will answer the question what is sexual harassment. We will hear from Professor Skye Charry .

These podettes are intended as conversation starters. Here’s a suggested framework to facilitate a safe, open and meaningful discussion after listening:

1. Set the Scene (5 minutes)

• Remind the group of the ground rules: respect, confidentiality, listening without judgment.

• Ground the discussion in your business or organisation’s purpose or vision, values and culture. 

• Acknowledge that the conversation may touch on sensitive topics. Share support contacts internal and external (1800Respect) up front.

• Name your intention: eg “We are here to learn together and explore how we can make our workplace safer, more inclusive and more respectful.”

2. Listen Together (5 minutes)

• Play the podette as a group.

• Encourage people to jot down one idea, question or reflection while listening.

3. Open Reflection (10–15 minutes)

Suggested facilitator prompts (choose 2–3):

• What stood out most to you from this podette?

• How does this connect with your own experiences at work?

• Where are we doing well? And Where could we be doing better?

• How can we make our team more inclusive and respectful in everyday actions?

4. Action Steps (10 minutes)

• Ask: “What’s one small action we can take as a team, starting today, to build psychological safety and respect?”

• Capture ideas, agree on one action, and decide how you’ll check in on progress.

5. Close (5 minutes)

• Acknowledge contributions.

• Thank people for their openness and courage.

• Share resources external or internal

• Remind again where support is available internally or externally

  
  

Resource list for you and your team

Respect at Work  https://humanrights.gov.au/our-work/sex-discrimination/respectatwork

Professor Skye Charry https://www.linkedin.com/in/dr-skye-charry-saunders-097a8a311/overlay/contact-info/ 

Our Watch Institute https://www.ourwatchinstitute.org.au/ 

Why it mattersThese facilitated discussions help turn listening into action. They can build safety by making space for every voice, respecting lived experience, and fostering collective responsibility for change.

If you want to hear more about building trusted and inclusive spaces at work listen to our episode 

Creating your North Star and how to get there: Driving Workplace Inclusion

Div Pillay | She/Her | Founder and Director of MindTribes

Navigating our way towards safe and inclusive workplaces

Karina Noble | victim/survivor who is queer and is a person with physical disability

Welcome back to Not in My Workplace — a podcast created to help every workplace become safer, more respectful and inclusive.

You’ve told us how much our full-length conversations have inspired change — and asked for shorter episodes you can use in your inductions, team meetings and workshops.

So here they are: The Podettes — short, powerful episodes hosted by Rosie Wheen, sharing key insights and stories from leaders who are creating change and workplace cultures of respect and safety.

Each 3–5 minute Podette explores big questions in bite-sized form — like What is sexual harassment? Does it happen in my workplace? Why does it happen? — and offers practical ways to start the conversation and take action.

In every episode’s shownotes, you’ll find helpful resources and ideas for using the Podette in your workplace.

Thank you for being part of this growing community of change. Let’s keep learning, reflecting, and leading the way — together.

In this deeply inspiring and final episode of Not in My Workplace, Rosie sits down with Dr. Anna Cody, Australia’s Sex Discrimination Commissioner, to explore what it means to lead with courage, inclusivity, and purpose in the fight against workplace sexual harassment.

Dr. Cody brings a rich tapestry of experience from international human rights law to community advocacy in Alice Springs, sharing how her career—and her choices—shape her role today. Together, Rosie and Dr. Cody unpack the power of inclusive leadership, the role of cultural change in achieving gender equality, addressing discrimination in all forms and why the Respect@Work reforms are a once-in-a-generation opportunity to create lasting, systemic progress. Anna shares why inclusive leadership is about more than policy—it’s about how we act, speak, measure, and prioritize

When Rosie reflects on the time and the sense of regression, Anna reframes it and makes a powerful case for Australia to be not just turning the tide against sex based discrimination but to become once again world leaders. 

Whether you’re an HR leader, a CEO, or part of a small team, this episode is packed with practical insights, powerful reframes, and an invitation to each of us to lead differently—from wherever we are. Here are some of the great resources and recommendations from Anna.
📘 Diversity Council Australia – Inclusive Leadership Model

📘 Champions of Change – The Leadership Shadow

📘  Everyday Respect Frameworks

📘 Respect@Work Positive Duty Resources

📘 Recent Reports:

• LGBTQIA+ Workplace Harassment – Kerry Robinson et al

• Migrant Women & Workplace Harassment – Marie Segrave et al.

• Unions NSW on Migrant Workers’ Experiences

In this compelling episode, Rosie Wheen sits down with the formidable Julia Banks—author, leadership consultant, keynote speaker, lawyer, former Federal Government MP, and former Federal Independent MP. Julia opens up about her personal and professional journey, from her mother’s influence on her fight for gender equality to navigating the highest levels of corporate and political power in Australia.

With warmth and candour, Julia shares deeply personal moments that shaped her values, including the promise she made to her newborn daughter to fight for equal rights, and her powerful resignation from the Liberal Party. Her reflections on personal versus positional power, the insidious nature of workplace harassment, and the importance of integrity in leadership are insightful and galvanizing.

What You’ll Learn:

• The difference between positional and personal power— how to understand it better and why the latter is essential

• How gendered stereotypes still shape workplace dynamics, leadership narratives, and our internal narratives and critiques 

• The critical importance of the Respect@Work legislation—and why implementation must be intentional, and why we must continue to push for action

• What boards and executives can do to embed safe, inclusive cultures in their organizations.

• How to recognize invisible harassment and the risks of expecting women to carry the burden of "calling it out."

Resources Mentioned:

Power Play by Julia Banks 

Julia Banks’ resignation speech  https://www.youtube.com/watch?v=kjIjm4RkEKY 

 Workplace Gender Equality Agency

 Chief Executive Women

In this powerful episode of Not In My Workplace, Rosie Wheen is joined by Tanya Hosch, who has a long and distinguished history in Aboriginal and Torres Strait Islander policy, advocacy, and governance. She is also an incredible speaker and, in this episode, Tanya shares her journey from her early career in government in South Australia, her discovery of feminism, and shaping social policy at the AFL. Tanya shares the pivotal moments that shaped her journey — and the lessons she’s learned along the way.

In this conversation with trademark warmth and wisdom, Tonya reflects on how boards and leaders can foster safer, more respectful workplaces. She shares practical examples of policies that work — like the AFL’s Respect & Responsibility Policy. Tanya also shares candidly about the emotional demands of leadership and the need for self-awareness and self-care. Through talking about her own experience as an Aboriginal woman who recently became disabled, Tanya Tonya unpacks how overlapping identities can shape — and complicate — professional experiences. You will hear the love and passion Tanya has for the AFL, and it's a privilege to get a behind-the-scenes look at how the AFL revamped its complaint processes to become more victim-survivor-centered. Tanya reminds us how sport, often a mirror of society, can also lead the way in transforming it.

This is a must-listen for leaders, changemakers, and anyone committed to building inclusive, values-driven cultures.

📚 Resources Mentioned

• The Anti-Racist Organization by Errol Amerasekera

• Training and education by Kind Enterprises

AFL’s Respect & Responsibility Policy