Introduction

A large geographically interspersed company, with 120+ employees, committed to a workplace culture that was respectful, inclusive, equitable, professional, safe and free from bullying, harassment, sexual harassment and victimisation, undertook a program to engage and educate the workforce around the Respect@Work Policy and its application in the real world. It was crucial for the company to align on the necessary collective accountability to create a psychologically safe workplace and to provide the support and environment for this to occur.

To deliver this requirement WildWorks designed a Program to engage people in a way that was educational, thought provoking and experiential, while also simultaneously building relationships within the Organisation.

The initial phase of the Program design consisted of two planning meetings with the Organisation’s sponsor and WildWorks during which the objective and key elements for the Program emerged. WildWorks also consulted with the Organisation’s in-house Subject Matter Experts (SME) to ensure the content was in line with the Respect@Work Policy. An SME was present throughout the delivery of the Program to answer any specific questions regarding the Respect@Work Policy.

WildWorks facilitated delivery of the Program through 8 x 2.5 hour virtual modules, with 15-25 participants in each module. Participants were guided through activities designed to accelerate awareness around the Respect@Work Policy, learn from real world examples and scenarios, and understand the practical support and advice available. The experiential design allowed participants to engage in authentic conversations rather than ticking boxes on surveys.

The Program resulted in participants, individually and collectively, developing awareness and understanding around the behaviour required to build and maintain a safe workplace in line with the Respect@Work Policy.

The People & Culture Team were able to gain invaluable insights into how to best implement the Respect@Work Policy. They were also able to ‘introduce themselves’ to become ‘more than just a name’ allowing for better communication and support of all employees.

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