Effective anti-discrimination and anti-harassment strategies in your workplace are good practice, and good for business.
The Tasmanian Anti-Discrimination Act 1998 'the Act' requires employers to create a workplace that is free from discrimination and harassment.
All organisations in Tasmania, regardless of their size, must adhere to the Act. Employers, supervisors/managers and employees (including casuals, contract workers, part-time and/or full-time) all need to be aware of their rights and responsibilities.
A productive and discrimination free workplace helps:
- increase your pool of potential employees meaning you get the best person for the job;
- build the morale and productivity of your employees;
- minimise complaints, disruptions and legal wrangles so you can get on with work;
- build your reputation in the community.
Section 104 of the Act states that an organisation is to ensure that its members, officers, employees and agents are made aware of the discrimination and prohibited conduct to which the Act relates. If an organisation does not take reasonable steps to do this, it is liable for any contravention of the Act by any of its members, officers, employees and agents.
Training is one way of meeting your obligations under section 104.
Training provides an important avenue for ensuring staff awareness of discrimination and prohibited conduct. It may be a factor taken into account in determining whether an agency has taken reasonable steps to ensure that no member, officer, employee or agent has engaged in discrimination and prohibited conduct. It needs to be remembered that while training is an important step, it does not itself absolve organisations of responsibility under section 104. For more information on this subject see the 'Obligations of organisations', section 104 brochure.