Annual Report 2006-2007 Northern Territory Anti-Discrimination Commission
Tabled paper 1144
Tabled papers for 10th Assembly 2005 - 2008; Tabled papers; ParliamentNT
2007-10-18
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https://www.legislation.gov.au/Details/C2019C00042
https://hdl.handle.net/10070/283518
https://hdl.handle.net/10070/410855
Northern Territory Anti-Discrimination Commission 2006/2007 Annual Report 34 Workplace Training Eighty-five training sessions were conducted in outside workplaces during this financial year, compared with 66 in the 2005-2006 financial year. The breakdown of groups receiving training is shown in the chart below and demonstrates the significant amount of training and education provided to private sector and non-government organisations. 54% 5% 29% 12% Education Providers 5% Non Government Organisations - 12% Government Workplaces 29% Private Sector 54% Anti-discrimination Harassment and Bullying Training is the most highly requested workplace program. It combines information about the anti-discrimination legislation and harassment and bullying in the workplace. The program has been developed to provide employees with the information and skills to identify and manage incidents of discrimination, harassment and bullying. Legislative obligations are incorporated in the program and participants leave the session better equipped to handle situations as they arise and/or support others to do the same. The Anti-Discrimination Commission offers a similar, more advanced program for supervisors and managers. This program provides the skills for managers and supervisors to examine their responsibilities in regard to discrimination, harassment and bullying in the workplace and to prevent future incidents. Anecdotal evidence from many of the workplaces visited is that bullying and harassment is increasing. Employees, managers and supervisors often appear relieved to have the opportunity to discuss their situations and gain information and skills to handle these situations in the best possible way. Regional Centres Training was regularly conducted in regional centres in order to raise public awareness or to offer specific workplace programs. For example, the public education and training unit completed a large contract for Energy Resources Australia at Jabiru, where a significant proportion of the staff attended training in anti-discrimination, harassment and bullying. These visits provide crucial information about topics that are impacting upon people in regional and remote areas, and will remain a priority for the Commission.