In this final podette, we ask: What is the role of the board and governance in creating safer, more respectful, and inclusive workplaces? Our host Rosie Wheen brings together insights from three leaders — Helga Svendsen, Div Pillay, and Tanya Hosch — who share their experiences as directors, executives, and advocates.
Together, these voices illuminate how governance sets the tone for integrity, prevention, and sustained culture change.
Helga Svendsen, board director, coach and facilitator, begins with the opportunity presented by the Respect@Work legislative reforms. Div Pillay, CEO of MindTribes and experienced board director, offers a simple but powerful framework she uses the “Three Ps” “Principles, Purpose and Performance.” She reminds boards that good governance means tracking not only policies and outcomes, but integrity and accountability in action and of course about creating a North Star.
Tanya Hosch, leader in Aboriginal and Torres Strait Islander policy and governance, highlights that governance defines both standards and culture. Tanya also connects governance with continuous improvement.
Throughout this powerful podette we are reminded that Boards and governance bodies are not just custodians of compliance — they are architects of culture. By asking better questions, modelling integrity, and holding themselves accountable, leaders can set the tone for workplaces that are truly safe, respectful, and inclusive.
Framework for Board Discussion
Use this podette as a starting point for conversation at board, executive, or leadership team level.
1. Set the Scene (5 minutes)
Share ground rules: confidentiality, respect, and curiosity.
Link this conversation to your organisation’s purpose and values.
Acknowledge the topic may be challenging; share internal and external support contacts (e.g. 1800RESPECT).
Set your intention for example “As the Board we set the culture of our organisation lets reflect on how we are creating a safe, respectful and inclusive workplace for all.”
2. Listen Together (5 minutes)
Play the podette for the Board.
Ask participants to jot down one quote or idea that stood out.
3. Open Reflection (15 minutes)
Choose 2–3 prompts for discussion:
What does good governance for respect and safety look like in practice?
How does our board or leadership team currently demonstrate its “positive duty” under the Respect@Work legislation?
Which of Div’s “Three Ps” — principles, purpose, performance — do we need to strengthen?
How do our governance decisions shape the culture and values of our organisation?
Where might our governance be tested — and how can we ensure we act with integrity under pressure?
4. Action Steps (10 minutes)
Ask: “What’s one action our board or leadership team can take to better embed respect and accountability into our governance processes?”
Capture ideas (e.g. reviewing governance charters, introducing reporting on prevention measures, embedding lived experience perspectives).
Commit to one concrete step and schedule a check-in to review progress.
5. Close (1 minute)
Thank Board members for their reflection and honesty.
Acknowledge that effective governance is a journey of transparency, courage, and learning.
Remind: support via 1800Respect (1800 737 732).
Resources
Respect at Work https://humanrights.gov.au/our-work/sex-discrimination/respectatwork
Helga’s podcast https://www.helgasvendsen.com.au/take-on-board-podcast
MindTribes’ website https://mindtribes.com.au/reports/
Workplace Gender Equality Agency https://www.wgea.gov.au/
Not In My Workplace episodes to listen to
Creating your North Star and how to get there: Driving Workplace Inclusion
Div Pillay | She/Her | CEO of MindTribes
Leadership, Legacy, and the Long Game
Tanya Hosch | She/Her | Executive General Manager of Inclusion and Social Policy for the Australian Football League
Boardroom Leadership & Preventing Workplace Harassment
Helga Svendsen | She/Her | Board Director, facilitator, coach