99% of Australian workplaces have the policy. 1 in 4 still fall short on prevention.
We demystify the legislation and turn company policy into action - a culture of respect and real-world behaviour change that holds up under the Positive Duty standard.
What the Positive Duty requires
In 2022 the Sex Discrimination Act changed. Australian employers moved from a reactive obligation - respond to sexual harassment when it's reported - to a Positive Duty to take reasonable and proportionate measures to prevent it. The standard is no longer “we ran a training session.” It's “we can demonstrate a program of measures capable of preventing sexual harassment in this workplace.”
A module that teaches definitions and records attendance won't hold up when the Australian Human Rights Commission, a tribunal or a plaintiff's lawyer asks what preventive steps the organisation took. Reasonable and proportionate requires training capable of changing behaviour, not just describing it.
Because culture isn't what you say - it's what you do. Participants don't just listen. They step in, redirect, and practise - with trained actors who respond authentically.
The legislation, translated
We unpack what Positive Duty means in plain language - and what the AHRC will look for in your training program.
Corporate Theatre brings the behaviour into the room
Trained actors perform realistic workplace scenarios so participants see the grey zone, not just the textbook example.
Rehearsal for Reality
Small-group practice with actor-facilitators. Participants try the interruption, the redirect, the courageous response - and get coached on it.
Commitment Mapping
Each participant names the behaviour they'll shift personally. The shift from awareness to accountability happens here, or it doesn't happen at all.
The plays we use for this topic
Nothing is delivered off the shelf. These are the plays in our repertoire - every one gets tailored to your workplace before it goes in the room. Jacob picks and adapts on the scoping call.
Larry is the self-appointed office "clown"; Stephanie doesn't find his crude jokes funny. Lives in the line between humour and harassment, and the question of where workplaces draw it.
Dave, Stuart and John select candidates based on bias and inappropriate reasoning. Builds the four Upstander behaviours into muscle memory.
A newly-appointed manager navigates a day of wide-ranging team issues, with Sexual Harassment one of the most commonly selected focus topics.
What a session looks like
Half-day or full-day, scoped to your workforce. Ideal group size is 24 to 32 participants - enough to split into small groups for Rehearsal for Reality so every participant gets practice time with a facilitator and actor.
- Legislation translation - Positive Duty in plain language
- Corporate Play tailored to your sector and risk profile
- Rehearsal for Reality in small groups with our facilitators and actors
- Leader-specific track on duty of care, receiving disclosures and supporting people through the process
- Commitment Mapping
“Our team came out energised, not exhausted. The actors made the scenarios feel real enough that people genuinely engaged - and the conversations carried on for weeks afterwards.”
— HR Director, ASX 200 resources company
Frequently asked questions
Meeting the Positive Duty requires a program of measures, not a single training session. Our training is designed as one substantive pillar within that program - tailored, evidence-based and focused on behaviour change rather than awareness alone. We work alongside your HR and WHS leads to align delivery with your broader compliance evidence.
Every delivery is tailored. We rewrite scenarios, terminology and character contexts to match your workplace. A FIFO crew and a university faculty get different sessions because their pressures are genuinely different. We brief our Corporate Actors in your terminology and policies before every engagement.
Our facilitators are trained to protect the psychological safety of participants throughout the session. Before we deliver, we work with your team to agree on content warnings, opt-out provisions and access to support resources. The session is designed to build capability, not re-traumatise.
Yes, where scope allows. Leader content covers duty of care, receiving disclosures, managing confidentiality and supporting employees through the process without over-stepping. These are specific practised skills, not a repeat of the general workforce session.
Ideal is 30 to 40 participants. That lets us split into four or five small groups for Rehearsal for Reality, so every participant gets practice time with one of our actor-facilitators. Up to 50 also possible. Larger than 50, we can still perform the Corporate Play but the Rehearsal for Reality practice time per participant compresses.
Pre and post-session capability surveys and behavioural intention tracking are standard. Where the program scope permits, we add follow-up measures at three, six or twelve months. We design measurement with you at the scoping stage, not as an afterthought.
Training Delivered Differently
Let's talk about your prevention program
Meeting the Positive Duty isn't something any single training can deliver on its own. It's a program. We're one substantive pillar within it. If you're scoping that program - or reviewing what you already have - twenty minutes with Jacob will give you a clear sense of where meaningful training fits and what it looks like at your workplace.