Respond to inappropriate and non-inclusive behaviour

Performance Criteria – within my organization, I…

  • Recognize incidents of inappropriate or non-inclusive behaviour.
  • Act in accordance with my role or organization’s policy:
    • Act proactively to defuse or prevent potential Issues.
    • Address unspoken tensions or negative feelings.
    • Hold people accountable for their behaviour and its potential consequences.
    • Address issues in a sustainable way.
    • Encourage, support, include and protect people.
  • Report incidents in accordance with organization policy, rules, regulations and laws.



Definitions – what the terms used in this competency mean

  1. Inappropriate behaviour: discrimination, bias, harassment, unfairness.
  2. Non-inclusive behaviour: use of words, humour, gestures, other acts or omissions that cause offence.
  3. People: colleagues, employees, superiors, subcontractors, customers/clients, suppliers.

Applies to behaviour relating to:

  • Protected grounds under applicable human rights legislation e.g. race, colour, ancestry, creed (religion), place of origin, ethnic origin, age, sex (including pregnancy, breastfeeding), sexual orientation, gender identity, gender expression, age, marital status, family status, disability, record of offences
  • Other dimensions of diversity: education, work experience, work style, personal habits, management status, work location, job title



Required knowledge

  1. Relevant requirements under Protected Grounds under Human Rights and other legislation for your jurisdiction.
  2. Concepts of discrimination, bias, harassment, equity/equality.
  • Concept of overlapping or intersection social identities.
  1. The impact of subtle bias in the workplace and community.
  2. Dimensions of diversity.
  3. Your organization’s policies, rules and regulations and your responsibilities.
  4. Common instances of inappropriate and non-inclusive actions and typical responses to them.
  5. Strategies for addressing discrimination, (subtle) bias, harassment, micro-aggressions.
  6. Sources of information and support.
  7. Systemic barriers and micro-inequities and how to address them.
  8. Inclusive behavioural expectations



Example(s) – what might this look like in practice?

  • You make it clear to a colleague that it is not acceptable to use racist or sexist language or jokes.
  • You collaborate with others on an awareness campaign about racist or sexist language and jokes.
  • You create a network of colleagues who agree to “stand up” and challenge racist or sexist language or jokes.
  • You formally reflect your concerns about your employee’s racist comments in their performance appraisal.
  • You express your concerns about a colleague’s sexist behaviour when discussing advancement opportunities.