Introduction: Turning Awareness Into Action
Here’s the truth: knowing the problem exists doesn’t change much unless we act.
Many leaders tell us they want to do something about GBV, but they’re worried about “getting it wrong” — that they’ll say the wrong thing, open a can of worms, or create liability. The good news? You don’t need to have everything perfect on Day 1. Small, clear steps can start shifting culture and reducing risk.
This blog is designed as your first 90-day roadmap — practical tools you can implement now to create a safer workplace for everyone.
Step 1: Recognise Your Workplace Risk Factors
Before you put new policies in place, you need to understand your starting point. Think of this as your risk scan — just like you’d check for trip hazards in a warehouse or poor ventilation in an office.
Common Risk Factors for GBV
- High-Stress, High-Pressure Environments – Long hours, tight deadlines, and competitive culture can normalise aggressive behaviour.
- Gender Imbalance or Power Concentration – Workplaces where one gender dominates (especially leadership roles) may have higher rates of harassment or exclusion.
- “Banter Culture” – If sexist jokes or comments are brushed off as humour, you may have normalised disrespect.
- Precarious Employment – Casual or contract workers may fear losing shifts if they speak up.
- Lack of Clear Processes – If no one knows how to report misconduct, most incidents will go unreported.
Capyble often uses a short anonymous pulse survey to assess these risk factors. Questions might include:
- “I feel safe raising concerns about harassment or discrimination.”
- “Leaders here role-model respectful behaviour.”
- “I know how to report unacceptable conduct if I experience or witness it.”
These surveys provide baseline data and give employees a chance to flag issues early.
Step 2: Build or Refresh Your Policy Framework
Your next step is to ensure your paperwork matches your values. A good policy does more than sit on the intranet gathering dust — it gives employees confidence that their organisation takes safety seriously.
What a Strong GBV Policy Should Cover
- Definitions – Clear explanation of GBV, harassment, bullying, and victimisation.
- Scope – Include in-person and online conduct, during work and at work-related events.
- Reporting Options – Multiple channels, including anonymous options if possible.
- Support Services – Employee Assistance Program (EAP), external hotlines (1800RESPECT, Lifeline).
- Investigation Process – Transparent steps and timelines so employees know what to expect.
- Zero Tolerance for Retaliation – Clear protection for those who speak up.
If you don’t have a dedicated GBV policy yet, start with a Respect@Work-aligned template — Our Watch, Fair Work Ombudsman, and Safe Work Australia all provide good starting points. Even a one-page commitment statement is better than silence.
Step 3: Train Your People — Especially Your Leaders
Policies without capability are useless. This is where training comes in.
Priority Areas for Training
- Managers & Supervisors: How to spot early warning signs, respond to disclosures sensitively, and activate support options.
- HR & WHS Teams: How to integrate GBV risk into psychosocial risk management, and how to conduct trauma-informed investigations.
- All Staff: Rights and responsibilities, bystander intervention techniques, and what to do if you witness or experience GBV.
Capyble recommends short, scenario-based sessions — not just dry e-learning. Real-life examples help staff practice what to say and do, so they’re confident in the moment.
Step 4: Create Clear, Safe Reporting Pathways
Many employees don’t report incidents because they fear backlash, inaction, or being labelled “difficult.” Making reporting safe and simple is critical.
Low-Barrier Reporting Options
- Anonymous Online Form – Allows employees to report without fear.
- Trusted Contact Network – Train a group of “go-to” people across departments who can listen and escalate safely.
- Multiple Channels – Email, hotline, HR, manager — so employees can choose what feels safest.
Make sure staff know exactly what happens after they report. Lack of transparency is one of the biggest trust killers.
Step 5: Offer Immediate and Ongoing Support
Even when a case is being investigated, the person impacted still has to show up to work each day. Support matters.
Practical Support Options
- Adjust rosters or locations to avoid contact with the person causing harm.
- Provide paid leave to attend counselling, court, or medical appointments.
- Offer a buddy system for walking to the carpark or late-night shifts.
- Link to external specialist services for expert help.
This isn’t just compassionate — it’s a WHS duty under psychosocial risk management laws.
Step 6: Review and Improve Regularly
Think of GBV prevention like safety gear — it needs regular checks. Set a review cycle to:
- Assess incident data (while respecting confidentiality)
- Run follow-up climate surveys
- Refresh training every 12–18 months
- Gather feedback from staff on what’s working and what’s not
Continuous improvement signals to staff that you are committed to progress, not just compliance.
A Story of Progress: Small Steps, Big Impact
One Capyble client — a medium-sized manufacturing business — started with a simple three-step plan:
- CEO issued a public statement committing to a respectful workplace.
- They rolled out a 20-minute manager training on responding to disclosures.
- They installed a confidential reporting form accessible via QR code.
Within three months, they saw a 30% increase in incident reports — not because more harm was happening, but because staff finally trusted they would be heard. This data helped them identify a “hotspot” department and focus prevention efforts where it was most needed.
This is what we mean by low-barrier, high-impact change.
First 90 Days Roadmap
| Week | Action | Outcome |
| 1–2 | Run anonymous climate survey | Baseline data on culture and risk factors |
| 3–4 | Draft or update GBV policy & reporting pathways | Clear framework for prevention and response |
| 5–6 | Communicate commitment from leadership | Build trust and psychological safety |
| 7–8 | Roll out manager and staff training | Equip people with practical skills |
| 9–10 | Promote support services and reporting options | Encourage early, safe disclosures |
| 11–12 | Review early feedback and adjust | Continuous improvement from the start |
Key Takeaways
- You don’t need to do everything at once. Starting small creates momentum.
- Transparency builds trust. Let employees know what you’re doing and why.
- Prevention and response go hand in hand. Policies, training, and support must work together.
- Culture is shaped daily. Every action, no matter how small, sends a signal about what’s acceptable.
Conclusion: Action is the Antidote to Fear
The most common barrier we hear from leaders is fear — fear of saying the wrong thing, fear of legal risk, fear of “opening Pandora’s box.” But inaction is the bigger risk. The cost of doing nothing — to your people, your reputation, and your bottom line — is far higher than the cost of starting.
Your first steps don’t need to be perfect, they just need to be genuine. When staff see leadership taking GBV seriously, trust grows. And with trust comes earlier reporting, safer workplaces, and ultimately, a stronger, more engaged team.
