But there are many important lessons about how Covid-19 came to be: global pandemics, just as the climate crisis, are preventable. There are a number of contributing and preventable factors that have led us to where we are now, and one of the key behaviours we need to address is moving beyond reaction, and engaging in prevention.

Society puts a lot of pressure on people to look a specific gender, and if you identify as something else, you confuse the masses. Starting off by getting the pronouns right is a great first step, but not the only or final one. It’s just the tip of the iceberg when it comes to workplace inclusivity.

This is not a test about how well an organisation responds once they become aware of sexual harassment, or whether or not they have training and support in place, it’s about taking steps to take reasonable and proportionate measures to eliminate discriminatory conduct.

What is happening now in Australia with the trial of Bruce Lehrmann, the person who allegedly raped Brittany Higgins in the office of the Defence Minister of Australia, is exactly the reason many survivors choose not to report.

Training is often used as an intervention to improve workplace culture, however, does it work? In this blog, I explore key learnings from applying behavioural science to bullying and harassment training.

More sexual violence survivors are coming forward, but there has been little change. In this blog post, I highlight why and raise concerns about Australia’s lack of leadership on this issue.

In this post I explore a common question posed when talking about sexual violence and misconduct, and where attention should be focused in order to prevent such abuse.

After undertaking the TetraMap Facilitator training, I share my reflections on the safety of using nature as a metaphor, and I situate TetraMap as a key tool to preventing unacceptable behaviour and conflict.

Reflections from the UCL Calling Time on Sexual Misconduct Conference I chaired in June 2020.