AISS Training

15/10/2026

As we enter the silly season it’s good tone reminded that behavioural standards need to be maintained by everyone.

https://apple.news/AAlvchqfEQ-amfhkE3iQHEg

29/09/2026

🎵 How do you get employees to actually engage with workplace training?

Sometimes the message needs more than another email or poster.

That’s why we created the RESET Song, a catchy, positive way to get people talking about respect, behaviours, and creating safer workplaces.

Play it at your RESET launch, share it with staff, or simply turn up the volume. 🎶

▶️ Listen to the song and watch the video.

We'd love to hear what you think about our little ditty.

https://www.youtube.com/watch?v=y1ss0Jxy6rM

Listen. Share. RESET.

RESET With Respect is the official promotional song and video for R...

03/08/2026

Sexual harassment and bullying are not a thing of the past. It’s happening everyday in many workplaces.

The difference now is it’s not tolerated or brushed under the mat.

It now ends up in court.

It’s time for you to act now now to protect your business

Fortescue Metals faces a class action lawsuit over allegations of s...

06/07/2026

Your AI Investment Is Only as Good as the Training You Give Your People to Use It.

Many organisations are investing in AI, but few are training their people to use it effectively, professionally and responsibly.

Give your team the practical skills to use AI with confidence, improve productivity and reduce risk.

Find out what's covered in our AI Awareness and Application in the Workplace course.

👉 https://www.aisstraining.com.au/ai-awareness-and-application-in-the-workplace

AI Awareness & Application in the Workplace training (1-day course) to improve productivity, communication and safe, responsible AI use at work.

21/06/2026

Remember when people smoked in offices?

At meetings.

In lunchrooms.

Even at their desks.

If you suggested banning smoking in the workplace, many people would have laughed and thought you were overreacting.

*"We've always done it this way."*

*"People should have the right to do what they want."*

*"It's not hurting anyone."*

*"Why should we change?"*

Then the evidence became impossible to ignore.

The damage wasn't just to the smoker. It affected everyone around them.

Today, allowing people to smoke in an office would be socially unacceptable. The reputational damage alone would be enormous, let alone the fines and people who wouldn't work for you.

I believe we'll look back at today's levels of workplace bullying, harassment and sexual harassment in exactly the same way.

Future generations will ask:

**"How did we let that happen?"**

**"Why wasn't more done to prevent it?"**

Today, **61% of employees are unaware of Positive Duty obligations**, and around **40% of leaders don't fully understand them either.**

For the past few years, organisations have been learning about Respect at Work and psychosocial hazards.

Now the Australian Human Rights Commission is moving from education to enforcement.

At the same time, **Safe Work and WorkSafe regulators across Australia are increasing their focus on psychosocial hazards, workplace behaviour, and the steps employers are taking to prevent harm before it happens.**

The question is no longer:

*"Do we know about Positive Duty?"*

The question is:

**"Can we demonstrate the reasonable steps we've taken?"**

The statistics are hard to ignore:

Psychological injury claims have increased by more than 160% over the past decade

📈 Bullying and harassment account for around one-third of all psychological injury claims

📈 These claims cost approximately 4 times more than physical injury claims

📈 Employees are away from work for an average of 35 weeks compared to around 7 weeks for physical injuries

Just like smoking in the workplace, the real cost isn't limited to the person directly involved.

It impacts colleagues, culture, productivity, reputation, recruitment, retention, and ultimately an organisation's social licence to operate.

The organisations that act early won't do so simply because the law requires it.

They'll do so because the cost of prevention is far lower than the cost of explaining why nothing was done.

13/06/2026

This is very true. At Australian Institute of Soft Skills Training - AISS Training we help you to build respectful workplaces. But we can’t do it without You, the leader the Boss. Respect starts with you.

11/06/2026

Today's findings from the independent review of the NSW Police Force should be a wake-up call for every Australian employer.

The report found widespread bullying, discrimination, exclusion, and workplace behaviours that caused significant psychological harm to employees. Thousands of current and former staff contributed to the review, with many reporting that workplace treatment had a greater impact on their wellbeing than the challenges of the job itself.

No organisation is immune.

Psychosocial hazards are not just a compliance issue. They are real workplace risks that can affect mental health, productivity, retention, culture, and organisational reputation.

The Work Health and Safety laws are clear. Employers have a duty to identify and manage psychosocial hazards such as:
• Bullying
• Harassment
• Sexual harassment
• Poor workplace relationships
• Excessive workloads
• Inadequate support
• Exposure to traumatic events

Policies alone are not enough.

Leaders must be trained. Managers must be accountable. Workers must feel safe to speak up. Respect at work must be more than a slogan on a poster.

The cost of inaction is too high—for people and for organisations.

At RESET, we believe every worker deserves a respectful, psychologically safe workplace.

The question for leaders is simple:

Are you waiting for a complaint, an investigation, or a crisis before taking psychosocial hazards seriously?

Bullying, discrimination and sexual harassment are occurring at "unacceptable levels" within the NSW Police Force and employees are too afraid to speak up, an independent report has found.

12/04/2026

Did you know
70% of Australian businesses are family owned.

Most people working in those businesses aren’t family.

Now add pressure.

Fuel is up.
Margins are tight.
People are worried.

“We’re like a family here” is something said at many workplaces.

…but it doesn’t always feel that way to everyone.

Because in these environments:

• things get said that wouldn’t fly anywhere else

• behaviour gets brushed off as “that’s just how they are around here.

• hard conversations get avoided

• and some people don’t feel safe speaking up.

When things are calm, it can work fine but.

Now that the pressure is on. Not so much.

That’s when:
• tempers get shorter

• conversations go badly

• small issues turn into expensive problems

Here’s the uncomfortable truth:

“Family culture” can hide bad behaviour longer than it should.

Not always. But often enough.

And when expectations aren’t clear, people fall back on old habits.

And under pressure, those habits aren’t always fair or safe.

That’s why Respect at Work and psychological hazard laws exist.

Not for paperwork.

For clarity.

And for something most workplaces are missing:

Clear, practical guidance on how to behave respectfully at work, especially when things get difficult.

Because when the pressure is on,
people don’t suddenly perform better…

they fall back on culture and if that culture is “family-style”, boundaries can quickly blur.

So the question is:

Is your culture clear and consistent…

or relying on “we’re like a family here”to hold things together?

27/03/2026

At AISS Training we understand many businesses are doing it tough right now, but still need to train their staff on bullying, harassment and sexual harassment prevention as part of psychological hazard laws.

So we’ve created a quick cost effective online platform that gets the job done with no fuss.

Book your training today

RESET (Respect, Engagement, Safety & Education Training) helps Australian employers meet Respect@Work and Psychological Hazard compliance. Quick rollout, gamified learning, and full tracking.

17/03/2026

The words “unsafe in the workplace” is going to cost ARN Jackie O’s employer a lot of money. In fact the reporting is not correct, employers have a positive duty of care not retrospective action.

Like many employers management didn’t take the situation seriously and thought it wasn’t a real issue.

It never is until it is.