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August 11, 2025 13 mins

Welcome to today’s episode, where we uncover a critical blind spot in workplace respect and compliance, one that many organisations overlook. 

It’s not enough to have just have a compliance policy; if your Respect@Work messages aren’t seen, they’re not making an impact.

Drawing on insights from Vaughan Reed’s article- The hidden risk in respect at work - we will explore how you keep respect visible, engaging, and part of the daily rhythm at work. 

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Transcript

Episode Transcript

Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Host 1 (00:00):
Welcome to the cast of Good Vibes, where we explore how
visual communication andsnackable learning are well
really reshaping how modernorganizations connect with all
their teams dispersed hybrid,frontline, you name it.
Today we're getting intosomething absolutely critical, I
mean really vital, for everysingle organization out there

(00:20):
Respect at work messaging.

Host 2 (00:22):
Yeah, and it's important to stress this isn't just, you
know, a nice to have or anotherHR thing to tick off, it's
actually a legally enforceablemandate now.

Host 1 (00:30):
Exactly.
The whole landscape has shifted, hasn't it?
Especially with theselegislative updates around the
positive duty, that term reallyputs the focus squarely on being
proactive.

Host 2 (00:40):
It does.
It's not just about reactinganymore when something goes
wrong like harassment.
Organizations have this activeobligation.
They have to work to eliminatesexual harassment and really
build safe, respectfulworkplaces from the very
foundation.

Host 1 (00:52):
It's a fundamental shift and you know the big question
that raises, particularly now,with teams spread all over the
place, hybrid setups, peopleworking from home, folks on the
warehouse floor setups, peopleworking from home, folks on the
warehouse floor how do youactually make sure every single

(01:12):
employee truly sees, understandsand, importantly, remembers
what the organization expectswhen it comes to respect at work
?

Host 2 (01:16):
That's the million dollar question, isn't it?
It feels like a huge task.

Host 1 (01:19):
It really does.

Host 2 (01:20):
And this is exactly where those traditional
communication methods well, theyoften fall a bit short.
We've all been there right thatmass email that just gets
buried under 50 others.

Host 1 (01:29):
Oh yeah, or the Internet post you glance at for two
seconds.

Host 2 (01:32):
Exactly.
Maybe you glance, maybe youdon't.
The point is, these things areso easily overlooked.
They just don't guarantee thatthese vital messages about
respect are actually seen, letalone absorbed or understood by,
you know, the whole workforce.

Host 1 (01:44):
So it creates a kind of hidden risk.

Host 2 (01:46):
Precisely A hidden risk, because if that crucial message
isn't seen, isn't processed,then effectively it hasn't been
communicated and that leavesthese big gaps, not just in
compliance, which is seriousenough, but in the actual
culture you're trying to build.
It's like shouting into thewind and just hoping for the
best.

Host 1 (02:06):
That's a great way to put it.
We think we've done the job bysending it, but reception is
well, that's a whole otherballgame, yeah, okay, so let's
dig into that a bit more.
What are organizationsspecifically being asked to do
now under this updated Respectat Work framework?
It sounds like it's much morethan just having a policy
document somewhere.

Host 2 (02:23):
Oh, much more.
It's far more comprehensive,far more active.
The framework is pretty clearon expectations.
First off, employers have totake proactive steps,
preventative steps to stopsexual harassment happening in
the first place.

Host 1 (02:35):
So not just waiting for a complaint?

Host 2 (02:37):
Not at all.
It's about creating anenvironment where it's just less
likely to occur.
Second, they need to activelypromote awareness, Awareness of
rights responsibilities for allemployees, every level every
department, and that's not justa one-off training session?
I assume Definitely not.
It needs ongoing reinforcement.
Third, you need clear,accessible ways for people to

(02:59):
report issues, Plus robustsupport systems for anyone who
experiences or witnessesmisconduct.
It must feel safe and easy tospeak up.

Host 1 (03:08):
Makes sense, what else?

Host 2 (03:10):
Well, organizations are also expected to communicate
behavioral standards and companyvalues regularly, make it part
of the everyday conversation,you know, so it becomes
ingrained in how things are done, not just some annual reminder
email.

Host 1 (03:23):
Right part of the workplace fabric.

Host 2 (03:25):
Exactly.
And finally this is crucialthey need to be able to show it,
demonstrate they've takenreasonable steps to meet this
legal duty.

Host 1 (03:32):
Reasonable steps.
That sounds like the key phrasethere.

Host 2 (03:35):
It is.
It's not about good intentions,it's about provable action.

Host 1 (03:38):
And what's really striking is, like you said, this
isn't just on HR or theleadership team.

Host 2 (03:45):
It's across the board, right, all levels, all locations
.
Mark MIRCHANDANI, absolutely.
You can't just send a memo fromhead office and pick the box.
You have to ensure it landseverywhere.

Host 1 (03:50):
OK, so let's flip that.
What if an organization doesn'tmanage this, If they don't
embed and reinforce thismessaging effectively?
What about that hidden risk?
What are the real worldconsequences?

Host 2 (04:01):
Well, if we connect this back, the consequences are
frankly pretty severe and theygo way beyond just legal fines,
though those are significant.
First, yes, there's major legalexposure.
If you can't show you tookthose proactive, reasonable
steps, you're vulnerable.

Host 1 (04:16):
And regulators are looking closely now.

Host 2 (04:18):
They are.
The Australian Human RightsCommission has enforcement
powers and they are activelyauditing companies.
So that's risk number one.
Beyond that, think about thereputational damage, Negative
press, public backlash, maybeeven regulatory intervention
hitting the headlines.

Host 1 (04:34):
Yeah, that can destroy trust overnight affect hiring
customers.

Host 2 (04:38):
Everything, investor confidence.
Even Then there's the internalimpact.
You see trust and leadershipjust erode if people feel the
commitment isn't genuine.
That leads to lower engagement,definitely lower morale and
critically higher staff turnover.

Host 1 (04:51):
Especially among certain groups.

Host 2 (04:53):
Particularly among women and younger employees.
Often they are, quite rightly,very attuned to these issues and
will vote with their feet ifthe workplace doesn't feel
genuinely safe and respectful.

Host 1 (05:06):
Wow.
So it's incredibly serious.
That old tick the box mentalityjust isn't going to cut it
anymore, is it Not even close?
And the standard isn't just dowe have a policy?
It's do our people actually seeit, understand it and live it
every day?

Host 2 (05:19):
That's the benchmark now .
If they aren't internalizingthese messages daily, the
organization is still exposed.
It shifts the burden really.

Host 1 (05:27):
From just having the document to proving the message
landed and is actually changingbehavior.

Host 2 (05:32):
Precisely.
Which brings us back to thechallenge how do you make these
vital messages constantlypresent, make them stick when
everyone's overloaded withinformation and, let's face it,
attention spans are short.

Host 1 (05:44):
Right.
So if the old ways aren'tenough and the stakes are this
high, what are the solutions?
We've been looking at thisinteresting article by Vaughn
Reed, the founder of Vibe FYI.
He really pushes this idea,this philosophy if it's not seen
, it's not communicated.
Simple but powerful.
It really is, and he suggeststhis snackable learning

(06:05):
framework is key for actuallyoperationalizing something like
respect at work.
Can you tell us a bit moreabout how that framework
functions?

Host 2 (06:09):
Yeah, it's a fascinating approach because it directly
tackles those communicationroadblocks we talked about.
So, instead of you know longdense policy docs or those
annual training sessions, peopleforget instantly the ones
everyone clicks through.
Huh, exactly, the SnackableLearning Framework takes these
crucial themes like respect atwork and transforms them into

(06:30):
well bite-sized visual messages.
Think like a short animationshowing respectful communication
, or maybe a simple infographicbreaking down how to report
something into three easy stepswith clear icons.

Host 1 (06:42):
Okay, so short visual bursts.

Host 2 (06:44):
Yes, and importantly, these aren't just one-offs.
They're designed for continuousdelivery.
They pop up across the digitalchannels employees are already
using day to day.

Host 1 (06:53):
Ah, so meeting them where they are.

Host 2 (06:54):
Exactly.
And this constant but sort oflow key delivery harnesses the
power of spaced repetition whichis, you know, a proven
cognitive science thing.
It seriously boosts memory,strengthens recall over time.

Host 1 (07:08):
So it actually helps drive lasting behavior change
because the info keeps gettingreinforced.

Host 2 (07:13):
Precisely, it makes it stick.

Host 1 (07:15):
So the goal here is making respect really visible,
embedding it in daily behavior,moving way past just ticking a
training box.

Host 2 (07:23):
That's the core idea.
It sounds like it's not justabout awareness but actively
building that culture of respect, day in, day out.

Host 1 (07:30):
Absolutely.
The aim is to shift gears fromjust meeting a compliance need,
which is the baseline, togenuinely fostering an
environment where respect isn'tjust a word in a policy.

Host 2 (07:41):
It needs to be visible, understood and just Part of the
daily experience for everyone.

Host 1 (07:46):
And what are the specific upsides of doing it
this way?

Host 2 (07:48):
Well, there are several clear benefits.

Host 1 (07:51):
Yeah.

Host 2 (07:51):
You get sustained awareness of expectations rights
, how to report things.
It stays top of mind.
You also get much higherretention of these critical
messages.
Why?
Because that steady repetitionon screens people actually see
every day.

Host 1 (08:04):
Right the spaced repetition effect.

Host 2 (08:05):
Exactly.
It also means less messagefatigue.
Because the updates are shortfocused and slipped into
existing workflows, they don'tfeel like another heavy task.

Host 1 (08:15):
That's a big one.
People are already overloaded.

Host 2 (08:21):
Totally and crucially from a legal standpoint.
It provides that demonstrableproof, evidence that the
organization is making a realproactive effort to meet those
reasonable steps duties.

Host 1 (08:30):
It's like building this constant visual drumbeat of your
values.

Host 2 (08:33):
That's a great way to put it a visual drumbeat.

Host 1 (08:35):
It seems like the real strength here is how adaptable
it is.
How do organizations actuallyget these snackable visuals out
to everyone, making sure no teamgets missed?
Frontline workers, hybrid teams, everyone.
What sort of channels or toolsreally work for this?

Host 2 (08:49):
Yeah, the principles scale really well.
So, for example, think aboutfrontline teams.
Maybe they don't check emailoften, might not even have a
desk For them.
You can use strategicallyplaced digital signage put
screens in break rooms, commonareas, warehouses, operational
hubs.

Host 1 (09:05):
Ah, places they actually gather.

Host 2 (09:07):
Exactly these screens become these passive but
constant touch points forrespect at work messages.
They see them while grabbingcoffee, taking a break.
It reaches those teams who arealways on the move without
disrupting their actual work.

Host 1 (09:21):
That makes total sense.
Meet people where they are.
Don't make them hunt for theinfo because realistically they
often won't.

Host 2 (09:27):
Precisely, and it doesn't stop there For your
hybrid teams, your in-officefolks.
Think about using screensaversand lock screen messages.

Host 1 (09:34):
Oh, that's clever.

Host 2 (09:34):
It's incredibly powerful actually because it's passive.
Every time someone steps away,comes back, or the machine just
sits idle for a bit, bam,there's a key message.
It reinforces those respectedwork values, the expected
conduct, without interruptinganything.
It drives that repetition withliterally zero friction.

Host 1 (09:52):
It's just there part of their digital wallpaper almost.

Host 2 (09:55):
Exactly, it's embedded.
You're not sending somethingthey have to open.
It's just part of theenvironment they're already in.

Host 1 (10:00):
So it becomes unavoidable, but in a positive,
reinforcing way.

Host 2 (10:03):
That's the idea, and you can take it further.
Think meeting rooms, visitordisplays in reception areas.
Extend that culture of respectinto shared spaces.
Reinforce your values not justto employees but to anyone
walking into your building.
Make it part of the physicalenvironment.

Host 1 (10:19):
Right, making it truly pervasive.

Host 2 (10:21):
And what really ties this together is the ability to
target the content, use targetedscheduling Because, let's be
honest, respect at work isn'talways one size fits all.
Different sites, differentroles, might have unique nuances
or challenges.
True, so this allowsorganizations to tailor the
visual messages, send specificcontent by location, by job

(10:41):
function, by region.
Make sure the messages arerelevant, appropriate and
hitting the right audience atthe right time.

Host 1 (10:47):
That supports both compliance and genuine culture
building and avoids bombardingpeople with irrelevant stuff.

Host 2 (10:54):
Exactly.
It ensures no one gets missedand everyone gets what's most
pertinent to them.

Host 1 (10:59):
It really drives home that point again, doesn't it?
That respect at work complianceneeds that ongoing visibility,
consistent reinforcement andtangible proof.
It's not a project with an enddate.
It's a continuous commitmentthat needs constant attention.

Host 2 (11:15):
And that's the real value of this visual, snackable
approach.
By weaving these messages intothe daily work rhythm, you
ensure consistent communicationwhether people are in the office
working hybrid or on the frontline, and, honestly, it's
relatively low effort for thecentral comms team once it's set
up.

Host 1 (11:31):
But high impact for employees.

Host 2 (11:33):
High impact exactly.
Ultimately, it helpsorganizations not just tick the
legal boxes but actually build aculture where respect is
understood, seen and reinforcedconstantly.
Every is true for something asfundamental as respect at work.

Host 1 (12:00):
What other vital messages, what other core
cultural values might beslipping through the cracks in
your workplace right now, simplybecause they aren't being
visually reinforced or deliveredin a way that actually lands
and sticks.

Host 2 (12:14):
That's a really good question for people to ponder.

Host 1 (12:16):
Definitely something to think about.
What messages are you reallygetting across effectively?
Right, that's it for thisepisode of the Cast of Good
Vibes.
We really hope it's given yousome practical ideas, drawing
from Vaughn Reed's insights, tomake your Respect at Work
program something peoplegenuinely connect with and, you
know, live every day.

Host 2 (12:33):
Yeah, moving beyond just compliance.

Host 1 (12:35):
Exactly, and next time we'll actually explore that
difference more deeplydelivering respect at work just
to meet compliance versusdelivering it to create real,
lasting culture change.

Host 2 (12:46):
Looking forward to that one.

Host 1 (12:47):
The cast of Good Vibes is brought to you by Vibe FYI.
They help organizations turnthose everyday screens into
really powerful communicationchannels, reaching employees
right where they naturally spendtheir time and always remember.
Respect isn't just some policyburied on the internet.
It's something your peopleshould actually see, feel and
live every single day.
For more great workplaceinsights and to learn more about

(13:09):
making sure your communicationsare seen, understood and
remembered, do check out VibeFYI online.
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