BACKGROUND

Around the country, new standards of workplace compliance have been introduced – they are called POSITIVE DUTIES. But can you meet these new standards in relation to psychosocial hazards, sexual harassment and gender-based behaviours using the traditional risk assessment and control methods?

In 2010, PosWork Founder and Practice Leader, Peter Maguire decided that it was only a matter of time before compliance standards changed and he went looking for tools to help businesses to deal with those future changes – it just took the law 15 years to catch up ….almost.

In this webinar, Peter explains what the changes are, why you can’t meet the positive duty with just a risk management mindset and what you really need to do about them. He will introduce you to a number of best practice tools that you can use to make real changes that both help you to meet compliance requirements and genuinely make positive differences in your workplace. 

WHEN:

Tuesday 16 June 2026 11:00 AM – 12:00 PM (UTC+10)

WHERE:

Online event access details will be provided by the event organiser

BOOKINGS: https://www.trybooking.com/DMKPP

The problem

As Ancient Greek philosopher Heraclitus is said to have observed: “The only constant in life is change“. That is even truer today with all of the change we are experiencing in the world and the impact that that is having on global security, economic conditions, cost of living and people’s wellbeing.

All of that aggravates the problem for organisations trying to adapt to changing circumstances and so having to implement frequent and significant change.

Added to that, the introduction of the statutory duty to minimise psychosocial risks from poor change management has brought the way that organisations manage change into the spotlight.

Organisational change is often treated like a clinical operation: identify the “broken” parts and fix them and consultation commonly occurs only after a definite decision has been made to make a change, regardless of the consequences of the change for employees.

When change is managed poorly eg with a lack of transparency and voice for employees affected, that becomes a psychosocial hazard which can trigger chronic stress and erodes trust.

To mitigate these risks, forward-thinking organisations are looking to move toward more transparent and engaging methods of managing change using a collaborative approach which involves their people in the change process from start to finish.

This is where methodologies like Appreciative Inquiry (AI)—a strengths-based process that views change not as a problem to be solved, but as a potential to be unfolded through the power of reciprocity – can be of value.

Reciprocity: Moving from “Consultation” to “Collaboration”

At the heart of overcoming change-related hazards is the principle of reciprocity. In a workplace context, reciprocity is the mutual exchange of value, ideas, and respect. When integrated into the change process, it moves the dial from complying with “consultation” obligations to engagement in  meaningful dialogue.

By practicing reciprocity, leadership offers transparency and a genuine seat at the table; in return, employees offer their institutional knowledge and creative problem-solving. This exchange satisfies formal consultation obligations while building the psychological safety necessary to innovate.

This is a feature of our BETTER Workplace Teams process. It is essentially a representative group of management and employees who work together on projects to make their workplace better for everyone.

The 5-D Cycle and the Power of Co-Design

Appreciative Inquiry flips the change management process from a deficit mindset (what’s wrong and how do we fix it) to a strengths mindset (what is working and how do we build on that to get the best result). it operates through a structured framework known as the 5-D Cycle. When infused with reciprocity and co-design, it significantly mitigates the risks of poor change management.

Define (Identify the challenge)

Be clear about the challenge facing the organisation so that people understand what that is and can engage in action to address it.

Discovery (The Search for the Best):

Undertake a stocktake of your organisation’s strengths that can be leveraged to address the challenge in a positive way and areas for development.

Dream (Envisioning What Might Be):

Using the strengths identified, the team imagines what good will look like in the context of the challenge ie the outcomes that are to be sought from the process.

Design (Co-Designing What Should Be):

This is where co-design becomes the primary vehicle for buy-in. Participants collaborate to build the “social architecture” of the new system. When employees help design the processes they will eventually use, “resistance” vanishes because they are protecting a system they helped create.

Destiny (Delivering What Will Be):

The final stage focuses on implementing the new system in collaboration with ownership by all parties.

Overcoming Risks through Empowerment

Integrating AI and reciprocity acts as a protective factor against psychosocial hazards in three key ways:

1. Satisfying Consultation Obligations: Authentic co-design ensures that consultation is deep and iterative, meeting safety standards by involving workers in every step that affects their health and wellbeing.

2. Agency and Autonomy: Powerlessness is the root of change-related stress. Reciprocity restores agency, giving employees a sense of control over their professional environment.

3. Sustainable Buy-In: Traditional change management “sells” a vision; AI and reciprocity “build” one. Buy-in is no longer an uphill battle because the change belongs to everyone.

Conclusion