About the Workplace Justice Consortium©
Who are we?
The Workplace Justice Consortium© is the culmination of thirty years of combined experience in workplace justice issues resolution. The consortium provides a one stop shop of specialist services in grievance/dispute resolution, conflict resolution, EBA advocacy, mediation, investigation and culture change.
Our founding consultants
Leanne Faraday-Brash MMgmt BA Hons MAPS CSP is an organisational psychologist, consultant and Principal of Brash Consulting, a boutique consultancy founded in 1996 with an outstanding blue chip client list of large and medium sized public and private sector organisations. Whilst she consults in a range of areas including workplace justice, change and leadership, the common thread is the emphasis on improving organisational effectiveness and workplace climate for all staff.
Leanne specialises in culture audits, health and wellbeing assessments and innovative training and coaching in EEO, employee relations, cultural change and change leadership. Leanne has a Masters in Management, an undergraduate Honours degree in Psychology and is one of only a handful of Australians to have specialist designation as a Certified Speaking Professional (CSP). Leanne is a highly regarded executive coach, speaker, management consultant and facilitator.
Tanya Wilson B.Ec/LLB MA Conflict Resolution is Director of Australian Workplace Mediations (AWM) which is a provider of conflict resolution, negotiation, mediation and investigation services to large and medium sized employers. Tanya’s particular interest lies in the effective use of collaborative (rather than adversarial) conflict resolution strategies in the workplace. She specialises in mediating workplace disputes in addition to case managing workplace bullying, discrimination and harassment claims where she conducts formal investigations or advises and assists clients with other workplace interventions as appropriate.
Tanya has a Law/Economics degree from Monash University and a Masters in Conflict Resolution from the Law faculty of La Trobe University. Tanya is an experienced mediator and assists in the negotiation of union and non-union certified agreements.
What is workplace justice?
We have used this term to refer to the whole gamut of legal compliance and relationship issues that dramatically affect people's safety, wellbeing, job satisfaction and productivity in the workplace. These include Equal Employment Opportunity (EEO), harassment, victimisation, workplace bullying and occupational violence, unfair dismissals, occupational stress and performance management.
In its broadest sense, workplace justice also encompasses leadership, management and team development. The degree of capability in these domains significantly impacts people's safety, morale, productivity and satisfaction in the workplace and therefore their ability to reach their potential. We work in those areas designed to improve the workplace climate for all employees so their organisations can realise their strategic objectives.
Who is our client?
We wholeheartedly respect the right of any organisation to a productive workforce that aligns itself with organisational and business imperatives and works to ensure a sustainable, high performing business.
We also unreservedly respect the right of the employer and the employee to natural justice, representation, empathy and reasonable support.
Typically the organisation ie senior management is the ‘economic buyer’ of our services. By philosophy we remain bipartisan and seek to achieve sustainable outcomes for management and employees.
Our alliance partners
We have actively fostered relationships with selected legal firms, government agencies, clinical consultancies and rehabilitation specialists to ensure the provision of an holistic service that addresses the needs of the individual, the team and the organisation.
Why use external providers?
Some organisations don’t have the HR infrastructure to provide such support. Even when they do it is challenging to balance the roles of confidante/counsellor and custodian of values, performance and conduct. This is especially difficult where there may be pre-existing relationships with any or all parties involved.
It is also the case that internal HR/ER professionals are expert in some of the disciplines but not all and will appropriately decline work in areas in which they know they are not sufficiently credible. In the vast majority of situations, organisations recognise the benefit of expert, impartial, independent assistance to manage perceptions and behaviour of all stakeholders. The independence also enables us to play devil’s advocate and push for win/win outcomes whilst avoiding conflicts of interest.