5 actions for leaders in 2026

For many, the end of January marks our return to work. For me, it often prompts reflection. It's a good time for leaders to ask, what kind of environment and culture are my team returning to?  

I consider myself lucky, because returning to work signifies spending my time with people that bring out the best in me, in an environment where I feel safe, respected and supported to really succeed. For other people, it could mean returning to an unsafe environment where they are exposed to, or experiencing, sexual harassment or gender-based discrimination.

Business leaders have a legal responsibility to create safer workplaces

Across Australia, an increasing number of organisations and businesses are stepping up to prevent work-related sexual harassment.

Game-changing legislation has given these efforts a boost. In particular, the embedding of Positive duty obligations in the Sex Discrimination Act 1984 (Cth), which brings Australia in line with 34 other countries with similar laws.

Positive duty requires organisations and businesses to be proactive in eliminating unlawful behaviours. The legislation includes:

• discrimination on the grounds of sex in a work context

• sexual harassment in connection with work

• sex-based harassment in connection with work

• conduct creating a workplace environment that is hostile on the grounds of sex and related acts of victimisation.

All these changes mean that leaders need to go beyond responding to incidents when they occur – you must also take steps to stop them from happening in the first place.

Leaders can take action to stop sexual harassment before it starts

So, what have we at Our Watch learned about preventing work-related sexual harassment? We have worked with companies in many industries including:

• construction

• retail

• telecommunications

Across all industries, we found that creating inclusive, equal, safe, and respectful workplaces is key.

5 actions for leaders in 2026

As you look ahead and make your leadership goals for 2026, here are 5 actions you can take to make your workplace safer and more productive.

Action 1: Lead from the top

Your leadership sets the tone for what kind of workplace you want to have. As a senior leader you must commit to:

• building your own knowledge and capacity

• role-modelling respectful behaviours

• establishing accountability mechanisms.

You can do this by:

• making workplace culture discussions a standing agenda item in meetings

• requiring regular reporting on workplace culture and sexual harassment complaints and how they are being addressed

• embedding targets and indicators into Key Performance Indicators (KPIs).

Action 2: Invest in understanding your workplace conditions and culture

That means understanding policies and practices around

• flexible work

• parental leave

• pay gaps

• recruitment

• promotions and more.

Make sure you recognise that not all workers experience discrimination and sexual harassment in the same way – the data you draw from to make your actions should be intersectional .

You can do this by using employee pulse checks that can capture data on how identity impacts workplace equality, safety, and respect.

Use this data to craft an organisational snapshot, remembering to disaggregate your analysis by age, gender identity, ethnicity/race, and disability as a starting point. Your organisational snapshot can inform your plan of action.

Action 3: Focus on your culture

There are micro and macro positive shifts you can make to your workplace’s culture. To do this you need to ensure all employees feel safe, confident, and supported to actively challenge gender bias and discrimination, gender stereotypes, and harmful gender norms without adverse consequences.

You can do this by:

• running workshops on addressing unconscious bias, focusing on ongoing interactive, experiential learning

• addressing existing bias in systems and processes

• running active bystander workshops

• engaging diverse men in promoting inclusive gender equality

• creating a safe-to-speak culture

• developing a cultural remuneration package to address colonial load for Aboriginal and/or Torres Strait Islander workers.

Action 4: Invest in creating a trauma-informed approach to supporting victims/survivors

You can partner with external experts to review your business’ current approaches and identify areas for improvement. Other things you can do include:

• organising training sessions for all workers to increase capacity and understanding of intersectionality, diversity, inclusion, and psycho-social safety

• ensuring that the Employee Assistance Programs (EAP) or similar supports are culturally safe/relevant

• ensuring that EAPs are available for workers who need access to them readily and anonymously.

Action 5: Look outwards as well as inwards

Where are there opportunities to explore and understand gender equality outside your business? Think about your:

• customers

• value chains

• clients

• stakeholders

• community.

For example, look at your procurement approach and include a broad focus on gender equality and sexual harassment prevention by embedding diversity, inclusivity requirements, and metrics into tenders and contracts. You can also proactively advocate for societal change and develop programs to support under-represented groups.

You can drive meaningful change in 2026

Your workplace is an opportunity for societal and cultural change  that aligns with your values. In addition to your legal obligations, you have the potential to create and foster safe, respectful, equal, and inclusive workplaces for all staff, clients, customers, and stakeholders. You have power to drive meaningful change and end work-related sexual harassment.

Ready to take the next step? Reach out to the Our Watch Institute for tailored support for your business.

We can help with:

• one-on-one coaching 

• executive team or all staff training 

• policy reviews 

• organisational pulse checks 

• gender equality action plans 

• implementation support 

• internal and external communications support.

Contact us by email  or use the form at the bottom of the page to discuss your needs.