Human rights, complaints management and institutional tyranny - References part 1

AHRC. (2014). ‘Good practice guidelines for internal complaint processes’. Australian Human Rights Commission. Online [Pamphlet]: https://humanrights.gov.au/our-work/employers/good-practice-guidelines-internal-complaint-processes

AHRC. (2014). ‘Ten steps you can take to create a fair and productive workplace.’ Australian Human Rights Commission. Online [Pamphlet]: https://humanrights.gov.au/sites/default/files/GPGB_ten_steps_0.pdf 

AHRC. (2014). ‘Vicarious liability.’ Australian Human Rights Commission. Online [Pamphlet]: https://humanrights.gov.au/our-work/employers/vicarious-liability

Chrysanthos, N. (2023, 14 September). ‘Senate sexual assault inquiry slams university handling of complaints’. WA Today.

Commonwealth Ombudsman. (2016). ‘Complaint handling at universities: Australasian best practices guidelines’. Online: https://www.ombudsman.gov.au/__data/assets/pdf_file/0019/37351/University-Complaints-Handling-Guidelines-April-2016.pdf

Hodgins, M., Lewis, D., MacCurtain, S., McNamara, P., Hogan, V., & Pursell, L. (2020). ‘“ . . . A Bit of a Joke”: Policy and Workplace Bullying’. Sage Open, 10(2). [Online open access] : https://doi.org/10.1177/2158244020934493 

Manning, K. (2022, 31 March). ‘We need trauma informed workplaces’. Harvard Business Review.  [Online] : https://hbr.org/2022/03/we-need-trauma-informed-workplaces

(NOTE: To quote from the article by Manning, “The way organizations support people during periods of trauma is uniquely powerful, and the ramifications are long-lasting. This is because in times of trauma, the twin concepts of institutional betrayal and psychological safety come into play…If [institutions] fail…or if they take steps that we fear will harm us or those we care about, that can create a second injury, called an institutional betrayal … when an institution you trust or depend upon mistreats you. It can arise due to deliberate actions that harm, as well as from failing to act when action is expected. The flip side of institutional betrayal is psychological safety.” 

Manning describes three overarching concepts in being trauma-informed: Acknowledgement; Support; and Trust). 

Menzies, F. (2024, 2 April). ‘Respect at Work: Is Your Grievance Process Trauma-Informed?’ Culture Plus Consulting. [Blog]: https://cultureplusconsulting.com/is-your-grievance-process-trauma-informed/ 

(NOTE: Given the author of the article referenced above, was from the consultancy firm that developed the Respect at Work training package for NSW Parliament. It came after the findings in the Broderick Review of a toxic workplace culture in parliament. 

I strongly recommend a refresher of the Respect at Work training, for the staff in the office of my electorate at Kogarah. That includes a refresher for the MP himself, Chris Minns. I guess the Broderick Review wasn’t “sobering” enough for him, like all the betrayal communicated in his social media posts, as part of his election campaign in pursuit of the title NSW Premier. Chris Minns’ staff and he himself, do not display an example of Respect at Work, when they exploit, deceive, abuse and then attempt to gaslight their own Kogarah electorate constituents. 

Are they aware that constituents like me represent the Minns’ Kogarah electorate demographic, including women and professional working women who are already targeted in corporate offences as immoral adverse action for having requested a safe work environment? I’m NOT an employee of Christopher John Minns. I am a constituent who pays taxes - funds that the Minns government is now misusing - and I’m a voter in the Kogarah electorate. We choose who serves our public interests in state issues (Chris Minns does not) and we vote who represents us (Chris Minns definitely does not). What he did to me is a prime example of GENDER-BASED VIOLENCE TOWARD WOMEN IN THE WORKPLACE. It’s all documented Minnsy, including the capture of the social media posts at that time. 

What the Office of the Kogarah electorate did to me, A KOGARAH ELECTORATE CONSTITUENT , NOT AN EMPLOYEE, under the leadership and direction of Chris Minns, enters my story on 15 October 2021. I’m not quite there yet. There’s still much to write about until then, including the trauma instigator at the university, the National manager of employment relations and SAFETY, the National Tertiary Education Union, more professional negligence of employment and workers compensation lawyers, and the reality of  SafeWork NSW and SIRA NSW, as opposed to what the glossy publications and public relations videos try to communicate to us: a sham, just like the implementation of the recommendations in the Broderick Review.

It’s not training in Respect at Work parliamentarians and their staff need to repeat. It’s accountability if they don’t apply it, post-training. Refer to https://cultureplusconsulting.com/respect-at-work-training-case-study/).