Last week, the Australian Retailers Association (ARA), in partnership with REST, hosted the Employee Relations (ER) Breakfast in Melbourne, an event focused on one of the most pressing issues facing the retail industry today: employee wellbeing. The event brought together industry leaders, HR professionals, and key stakeholders to share insights, discuss best practices, and explore interventions to create healthier, safer, and more supportive workplaces for retail staff.
Employee wellbeing is a topic that has gained increasing importance in recent years. Retail is a high-pressure environment, and the wellbeing of employees has never been more critical. Rising concerns around mental health, the impacts of retail crime, and instances of sexual harassment are just a few of the challenges that retail leaders and ER professionals are facing as they work to protect and support their teams.
One of the central themes of the breakfast was the need for collaboration to improve employee wellbeing and tackle difficult issues such as sexual harassment. With sexual harassment remaining a significant problem in Australia and the retail industry, the ARA invited Dr. Laura Good, a leading researcher from the University of Sydney, to present the findings from the ANROWS ‘Just Another Day in Retail’ report. Dr. Good’s address was pivotal, offering a deep dive into the experiences of workers who have faced harassment in the workplace and providing key recommendations on how retailers can take meaningful steps to address the issue.
Dr. Good’s keynote focused on the findings from the ANROWS report, which identifies 10 key recommendations for tackling sexual harassment in retail. The research was grounded in the voices of victims and survivors, shedding light on their personal experiences and the systemic issues they face within the industry.
A central takeaway from the research was the importance of collaboration across the industry. Tackling sexual harassment is not a challenge any single retailer can solve alone. The research emphasised the need for an industry-wide approach to training, reporting mechanisms, and customer-facing campaigns to ensure that harassment is not only addressed within individual businesses but also within the industry as a whole.
Following Dr. Good’s keynote, a panel discussion featuring Lindsay Carroll from the National Retail Association, Richard Millington from REST, and Daniel Cavedon from MYER offered further insights into how the retail sector can respond to the challenges of employee wellbeing and sexual harassment. The panelists discussed the ways in which they are working within their own organisations to create better reporting processes, implement effective policies, and support employees.
The discussion highlighted several key themes that are essential for creating a supportive and safe workplace:
Industry Collaboration
One of the strongest messages from the breakfast was the importance of industry collaboration. To tackle issues like sexual harassment and mental health, it is vital that government, industry leaders, and unions work together to drive policy and legislative changes. In addition to this, cultural change within organisations is equally crucial. Retailers must strive to build working environments that prioritise the safety and wellbeing of their staff.
Reporting Processes and Data Collection
For employees to feel comfortable reporting incidents of harassment or other concerns, they need to trust the reporting process. The research highlighted that having robust and transparent reporting mechanisms is key. These systems must be easy to access, confidential, and supportive of victims. Moreover, once reports are made, data collection is essential for understanding the scale of the issue. Collecting data on the frequency and nature of incidents can inform strategies, risk assessments, and interventions.
Policies and Procedures
Another key takeaway from the breakfast was the importance of having proactive and supportive policies in place. Retailers need policies that not only comply with legislative requirements but also actively protect their employees. Policies should be dynamic, regularly updated, and embedded into the culture of the organisation. Creating a safe workplace starts with clear, enforceable policies that are consistently communicated and followed.
Education and Training
Finally, education and training emerged as a crucial component in preventing sexual harassment and supporting employee wellbeing. Training programs need to be engaging, practical, and proactive. Retailers must invest time and resources into ensuring their staff are not only aware of policies but also equipped with the knowledge and tools to respond effectively to potential issues. This training should be integrated into everyday work practices and be given the priority it deserves.
Addressing sexual harassment in retail can feel overwhelming. However, there are clear steps retailers can take to create safer environments for their staff. By prioritising collaboration, improving reporting systems, collecting meaningful data, and investing in comprehensive training, the retail industry can begin to make meaningful progress in addressing sexual harassment and supporting the wellbeing of its workforce.
While there is still much work to be done, the insights shared at the ARA Employee Relations Breakfast provide a roadmap for how the retail industry can improve employee wellbeing and creating safer, more supportive workplaces. It’s clear that by working together, we can create an industry that not only meets its legislative responsibilities but also nurtures a positive, empowering culture for employees.
