The Human Rights Commission has taken aim at ingrained gender biases within corporate cultures.

Reports say the commission has put out a 112-page guideline on the steps employers must undertake to align with the Respect@Work reforms. 

Analysis says the document has garnered minimal attention outside of human resources and industrial relations circles, despite offering valuable insights and practical solutions for tackling the enduring problem of workplace harassment.

Beyond the cessation of assault and harassment, the commission's directives also include fostering diversity, equity, and inclusion (DEI) within businesses. 

It considers structural power dynamics to be the root cause of sexual harassment and advocates for an intersectional approach to address discrimination. 

This philosophy recognises the multifaceted nature of discrimination, shaped by a range of factors including gender, race, and disability.

The commission urges businesses to appoint leaders with expertise in gender equality and diversity, and to actively engage employees in discussions about ethical conduct and power dynamics in the workplace. 

The commission's guidelines reportedly calls for policies that support employees with caregiving responsibilities and promote gender-neutral recruitment and promotion practices.

Facing criticism of the commission's ambitious DEI agenda, a spokesperson has urged detractors to proceed, reinforcing the agency's commitment to transformative change.