Belinda Copley

Belinda is a Practice Leader in our Queensland office. She is a highly experienced employment law specialist, Workplace Investigator and Reviewer. Belinda has dedicated her 20 + year professional career to assisting national and global employers navigate the complex legal, regulatory and policy landscape governing workplace and employee relations, including leading high-profile investigations and large-scale workplace reviews, as well as supporting independent public inquiries.  Belinda’s review and inquiry experience has included probing gender equality, systemic discrimination, cultural safety and psychological wellbeing in the workplace and the effectiveness of internal complaint management processes. She also examines governance frameworks, research integrity matters, leadership and governance structures and broader organisational cultures identifying areas for reform and policy improvement.  Belinda embeds trauma-informed and culturally responsive principles and practices into all facets of the planning, evidence-gathering and reporting stages of her workplace investigations and reviews. Connect with Belinda on LinkedIn.

What’s the point of a workplace review? Aren’t they a bit ‘woo woo’? 

How To Conduct An Effective Investigation / By

KEY TAKEAWAYS:  A workplace review is a diagnostic tool that can provide an independent, evidence-based assessment of a workplace culture and deliver actionable insights that go beyond standard employee surveys. A workplace review forms part of an organisation’s risk assessment processes. Organisations use reviews both reactively (such as addressing anonymous complaints and high staff turnover) […]

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Bystander reports of sexual harassment: What about the wishes of the impacted person?

How To Conduct An Effective Investigation / By

As workplace investigators, we have observed a rise in reports of witnessed or suspected inappropriate conduct, particularly sexual harassment. Bystanders, peers and leaders frequently report instances of sexual harassment in circumstances where an impacted person has not personally made a complaint. This increase in bystander complaints is consistent with workplace policies imposing bystander reporting obligations

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After love is lost: Investigating workplace conflicts following the breakdown of romantic relationships

How To Conduct An Effective Investigation / By

Almost all workplace investigations involve a breakdown in a relationship to some degree; whether that be an explosive end to a workplace romance or friendship, or a breakdown in professional and courteous communication between peers. The breakdown of a workplace romance presents unique challenges and provides fertile ground for workplace conflict. Investigating complaints arising from

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AHRC Independent Review into Commonwealth Parliamentary Workplaces – The Benefits Of Workplace Culture Reviews In Public And Private Sectors

How To Conduct An Effective Investigation / By

On 30 November 2021, Sex Discrimination Commissioner Kate Jenkins handed down the Australian Human Rights Commission’s (AHRC) report following its Independent Review into Commonwealth Parliamentary Workplaces (the Report). The Report found that 77% of people in Commonwealth Parliamentary Workplaces (CPWs) had either experienced, witnessed or heard about bullying, sexual harassment and/or actual or attempted sexual

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Q Workplace Solutions | Workplace Ivestigation

The New Norm – Tips For Conducting Workplace Interviews Remotely

Investigating Whistleblower Complaints / By

In light of the COVID-19 Pandemic, conducting workplace investigation interviews remotely by video or telephone will replace face-to-face interviews. This article highlights some tips and pitfalls to be avoided when conducting interviews remotely. While face-to-face interviews have always been preferable, remote interviews have been a regular occurrence for QWS workplace investigators for years. A method

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