About Us
TICK HR came into existence following the release of the Western Australian Government’s ‘Enough is Enough’ report into sexual harassment against women in FIFO mining industry. Tony, who has held senior HR practitioner positions for over 15 years, was aware that inappropriate behaviours were not isolated to the mining industry, as evidenced by the incidences of bullying, discrimination and racial harassment occurring daily in workplaces across the country. They were also aware that all workplaces have the capacity to become great workplaces, where employees feel safe and secure, so they started their own company in an endeavour to share their passion for organisational development.
Consequently, if you want to create (or maintain) a positive workplace culture where employees feel valued, and unimpeded by the toxicity of discrimination, racial & sexual harassment, or bullying, TICK HR has the solution for you. We conclude with the words of the Honourable Justice Peter Quinlan, Chief Justice of Western Australia, who said,
"Because a positive, safe and enriching workplace is not the same thing as a workplace that is simply free from sexual harassment. A workplace that is free from sexual harassment should be the bare minimum, not the end goal.”
HOW WE GOT OUR NAME
‘Tick,’ the acronym, materialised on the notepad, quite by accident, when we commenced listing the services we wished to offer our clients.
Training was top of this list, as we are aware of the tremendous impact training has on the workplace, and being qualified trainers we are able to tailor training courses to suit any situation.
Investigations were next on our list, as a hallmark of a mature and progressive organisation is its response to grievances and complaints made by its employees. Whilst simple and straightforward matters are oftentimes investigated ‘inhouse’ – more complex issues require a professional investigator’s expertise; particularly when those matters may be subjected to scrutiny by a court or tribunal.
Compliance is a serious consideration from a risk mitigation perspective. Organisations are required to comply with all legislation governing workplaces, but as the old adage goes, ‘You don’t know what you don’t know.’ There are 800 sections in the Fair Work Act 2009, 169 sections in the Equal Opportunity Act 1984, and 425 sections in the Work Health and Safety Act 2020, and these Acts are all fundamental to the governance of any workplace. Policies and procedures must align with legislation. Clearly, compliance is a non-negotiable component of any organisation – hence its inclusion in our services.
We envisioned being solution focussed in all of our endeavours, but it occurred to us that simply finding a solution to a problem didn’t adequately convey our intent. Finding ‘a’ solution is easy, but finding ‘the’ solution requires knowledge and experience, coupled with a pragmatic approach, to ensure the most favourable outcome for all stakeholders. Thus, the word ‘solutions’ became ‘Knowledge-based solutions’ and ‘Tics’ became ‘Tick.’
