Accused of inappropriate behaviour: your options

We have a series of guides to help you which you can find on the intranet. Start with the ‘Our approach, your options’ guide then work through the steps in our approach to help you resolve things.

1. Building a positive culture

   Your team should have had a discussion about your team culture and what our values and behaviours mean to you. Talk to your manager about this.

2. Reflection

   The person may have told you themselves. This can take real courage so hear them out. Or another colleague may have said something using BUILD.

   This is about informally resolving the issue. They want to let you know, because they want to hear your side of the story and resolve things together.

   Stay calm, step into their shoes for a moment. Use the flowchart and behaviours guide to reflect on your behaviour and how they experienced it. On reflection, might there be room for you to do things differently? If so, you could apologise, let them know you’ll change.

3. Direct feedback

   You may still feel your actions were acceptable, respectful, in their best interests, and the allegation is unjustified. In this case talk to whoever gave you feedback and explain you have a different view. Listen carefully to their responses, respectful of their view. You could use BUILD as a basis for this conversation.

4. Informal resolution

   If you can’t find a resolution together, then talk to someone you trust, your manager, a senior person, HR, your union representative or Occupational Health. Ask for their help in holding a facilitated discussion. At this point only your agreements will be written down.

5. Formal process

   If you’ve been approached via a formal process your rights are noted in our policy, including the right to support from the union or work colleague.

Download the Quick Start guide which includes a space for you to record your notes and thoughts.