Policy · Anti-Discrimination & Industrial Relations
Positive duty prevention plan (sexual harassment and sex discrimination)
Prevention plan that maps an organisation's measures against the Australian Human Rights Commission's seven standards for the positive duty, with a risk register, actions, owners and measures of success.
- Kind
- Policy. A policy or procedure for a firm or client.
- Where it applies
- Australia, Victoria
- AI use
- Yellow AI can help in set ways. A lawyer checks specific points before use.
- Law stated as at
- 17 October 2026
- Status
- Maintained. Checked on 17 October 2026 against the 6 authorities it cites, for Australia and Victoria.
- Version
- 1
- Source
- Written for this library
When to use it
Use for an employer or PCBU that needs to show it is taking reasonable and proportionate measures to eliminate sex discrimination, sexual harassment, hostile environments and related victimisation. Build it from the organisation's real risks and consultation, not from a template alone.
How AI may be used
AI can map the organisation's existing policies, training and complaint data against the seven standards, but the plan must reflect the organisation's real risks, consultation and controls, and leadership must own it.
AI may
- Build a table mapping each existing measure to a standard, carrying the source document name and date onto every row.
- Leave a standard blank where no measure is documented, rather than inferring one.
- Summarise de-identified complaint and survey data into trend tables.
AI must not
- Must not be given identifiable complaint files, victim accounts or health information in an unapproved tool.
- Must not invent measures, training completion rates or consultation that the documents do not show.
- Must not rate risks or decide what is reasonable and proportionate for the organisation.
The lawyer checks
- Every measure listed exists and is evidenced.
- Workers were consulted on risks and controls, and the record shows how.
- The risk register covers third parties (customers, clients, contractors) as well as staff.
- Board or senior leadership approved the plan and receives reports against it.
Method: how the Green, Yellow and Red levels are decided. This is guidance for planning, not legal advice.
Official form
Open the official form. Always use the current version from the issuer.
Read the full text
The full text is for signed-in accounts. It is free. When you sign in you can:
- read the whole precedent, with its drafting notes beside it;
- copy it, or download it as a Word file or Markdown;
- add it to your firm’s knowledge base, so colleagues can find it;
- let the AI tools you connect read it from that knowledge base.
The summary, the law it rests on and the AI-use guidance above stay public. Privacy.
More in Anti-Discrimination & Industrial Relations
- Respondent's response to an Australian Human Rights Commission complaint
- Notice of Employee Representational Rights (NERR): issue and service guide
- General protections (dismissal) claim assessment memo
- AI recruitment and HR tool discrimination-risk audit checklist
- Fair Work Commission generative AI disclosure and checking checklist (from 20 October 2026)
All precedents for Anti-Discrimination & Industrial Relations · Tasks and AI use in this area