NEWS & VIEWS • MARCH 2026 7 Employers must recognise that offensive expressions or prejudiced behaviour may amount not only to misconduct in the workplace but also to a criminal offence. To maintain a safe workplace, employers must implement accessible policies, conduct regular training, and ensure that persons who serve as the primary authority on plantations or farms (or any other workplace) understand and enforce expected standards. All employees must be encouraged and empowered to report misconduct, without fear of reprisal. Upon receiving a complaint, employers are obligated to act promptly and fairly. The Code outlines both informal and formal processes: while some matters may be resolved through discussion or mediation, others require a structured grievance process that may result in disciplinary action. Managers and Leaders must: • Model appropriate behaviour • Act promptly when concerns are raised • Maintain confidentiality • Ensure staff feel safe reporting • Escalate incidents according to company policy • Act consistently in addressing incidents. Employees experiencing distress may access: • Employee Assistance Programs (EAP) • HR support • Mental health services • External legal or counselling services Ultimately, a respectful workplace is both a legal requirement and a business advantage. Healthy company culture improves safety, productivity, and compliance—critical outcomes for agricultural and forestry operations that rely on teamwork, certification standards, and sustainable labour practices. By embedding the principles outlined, employers can strengthen their workforce and foster an ethical, inclusive environment and most importantly, ensure legal compliance.
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