Meet
Dr Genevieve Burnett
Q: How did I become interested in the Positive Duty?
I have a PhD in womenâs history and a law degree from the University of New South Wales, as well as a background working in strategic communications.
When the #MeToo movement emerged in 2017 and exposed the magnitude of the problem of workplace sexual harassment, I become one of the founding members of NOW Australia. Like Timeâs Up in the US, NOW Australia aimed to help survivors of sexual harassment. Later on, I was asked to step into the role of Executive Director.
As part of our work for NOW Australia, in 2020, we lodged a submission to the Australian Human Rights Commissionâs National Inquiry into Sexual Harassment in Australian Workplace. Like many of the 460 organisations that lodged submissions, we made a number of key recommendations:
- understand that sexual harassment must be seen in the context of gendered violence.
- insert a Positive Duty to prevent into the Sex Discrimination Act 1984 (Cth).
- adopt a holistic approach to end workplace sex discrimination, sexual harassment and victimisation.
Understandably, NOW Australia was pleased when the Australian Human Rights Commission (AHRC) adopted these and other recommendations.
Q: What are the benefits for businesses and organisations when they implement the Standards and Guiding Principles to comply with the Positive Duty?
First, all the data shows that diverse and inclusive workplaces make better decisions and are both more productive and profitable.
Second, there is no doubt that if your businesses or organisation is struggling to retain staff, especially Millennials and Gen Z, it is probably because these younger generations have different expectations when it comes to work when compared to Baby Boomers and Gen X. Younger people donât respond well to a âcommand and controlâ style of leadership. They struggle with the hierarchical nature of businesses, especially professional services firms, and expect to be consulted and included in decision-making. Ultimately, they want to work in safe, respectful and inclusive environments.
Third, you can reduce the chance of your business or organisation experiencing legal repercussions or reputational damage if you take the steps to comply with the Positive Duty.
So, rather than see the Positive Duty as a compliance burden, I think businesses and organisations should look at it as a framework they can use to build stronger teams. Ultimately, it will help you create a better workplace and a more successful business.
Q: Why do I specialise in helping businesses and organisations implement the Positive Duty?
When the Australian Government introduced the Positive Duty into the SDA and the Australian Human Rights Commission (the Commission) published the Guidelines, I was pleased because it was exactly what I thought was necessary to achieve meaningful change.
At the same time, I am aware that it will be a challenge for businesses and organisations to implement such a broad and multi-layered approach.
As someone who believes implementing the Positive Duty can change workplaces for the better and has the multi-disciplinary background to assist with this process, I believe I am ideally placed to help businesses and organisations implement the Commission's Guidelines.
Q: Why should a business or organisation retain me to help them comply with the Positive Duty?
Like the AHRC Guidelines, I draw on a multi-disciplinary background, which means I have the perfect set of analytical tools that will help your firm implement them.
Iâm also extremely good at distilling complex concepts into clear and plain language. This makes me very good at training and education.
Most of all, I am a pragmatic person so I can explain what complying with the Positive Duty means in a way your people will understand.
I can also help you undertake an Audit and develop a Strategic Plan to guide you on the journey to compliance. This will include a Prevention and Response Plan, which sets out the measures you meed to take to eliminate incidents of sex discrimination, sexual harassment, sex-based harassment, a hostile workplace on the basis of sex and victimisation.
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