Respectful Workplace Culture eLearning
Just like my face-to-face training I prefer eLearning that feels real rather than rule‑heavy, so these modules use everyday scenarios instead of long lists of dos and don’ts.
As I say in nearly all training sessions, a Respect at Work workshop is not just a one‑off event. When I’m running face‑to‑face sessions, I see how valuable it is for people to talk things through, ask questions, and work with real examples. This is the starting point, there is more work to be done after the training roll-out, once everyone heads back to their day you must keep the conversations live so the momentum doesn’t fade into the background.
For a couple of years, I’d been toying with the idea of creating an eLearning course. It felt necessary and exciting, but also overwhelming. I can’t stand generic and waste of time training material and knew it needed to be practical, engaging, and genuinely useful.
Peta from Evolve Learning Partners was such an ideal partner for this project. She took my words, stories, and ideas and shaped them into something engaging, simple, and genuinely human—short, meaningful learning modules that WILL keep the momentum going. What felt overwhelming at the start became completely achievable with her support, and the end result is something I’m honestly really proud of.
Just like my face-to-face training I prefer eLearning that feels real rather than rule‑heavy, so the modules use everyday scenarios instead of long lists of dos and don’ts. Currently there is a generic all industry course but there will soon be versions for hospitality, real estate, health, building and construction, mining, and education, using examples and images that reflect the situations people actually face in their workplaces. These modules can also be tailored to include an organisation’s own policies and logo.
As each module will only take about 15–20 minutes, people can fit them in without rearranging their whole schedule. They’re great for anyone who misses a team session, and they make onboarding smoother because new staff can jump in right from the start of their employment journey.
This kind of blended approach—face‑to‑face learning supported by ongoing, accessible eLearning—also lines up with what’s expected under Positive Duty and the Respect at Work Act. Regular and relevant training shows that an organisation is taking reasonable steps to build a respectful culture, not just ticking a box once a year. Keeping the learning active and ongoing is a big part of demonstrating that commitment.
For me, face‑to‑face sessions create connection and shared understanding, while eLearning keeps the conversation going. Together, they make Respect at Work training feel like an ongoing practice rather than a one‑off requirement.
How is your current workplace culture? The way a workplace feels - safe or tense, supportive or draining - matters deeply to everyone and affects moods, productivity and performance. Could your workplace culture benefit from a re-set in 2026? Respect at Work training can help, contact us for a chat.