--- title: "For learning and development leaders: where practice fits" description: "For L&D and people leaders in Australia and the US: where rehearsal fits your program, what the positive duty and psychosocial codes say, and the evidence." canonical: https://peopletechrevolution.com/training/for-learning-and-development-leaders --- [Training programs](https://peopletechrevolution.com/training) / For learning and development leaders # For learning and development leaders: fitting practice into the program you already run Where rehearsal fits your program, and what the positive duty and psychosocial codes say about training. Your questions ## The questions L&D and people leaders ask Start from the program you run now and the duty it answers. A leader briefs staff in an office. A manager rehearses across a small table. A team leader gives a colleague feedback. A facilitator turns over a feedback card. ### How does practice fit a program we already run? As a stage, not a new program. A session runs as a briefing, a live interaction, feedback and a debrief, the shape used in [AI roleplay and practice](https://peopletechrevolution.com/ai/ai-roleplay-practice). It sits between the content your program teaches and the follow-up your managers run. A manager hears a sensitive workplace concern. ### What about the positive duty? The [Australian Human Rights Commission](https://humanrights.gov.au/know-your-rights/rights-of-individuals/workplace-rights/positive-duty-sex-discrimination-act) says: "Employers have a positive duty to eliminate, as far as possible, workplace sexual harassment, sex discrimination, sexist conduct and related victimisation." The duty sits in the [Sex Discrimination Act](https://www.legislation.gov.au/C2004A02868/latest/text); the Commission’s [Guidelines](https://humanrights.gov.au/resource-hub/resources-for-organisations-businesses/guidance-materials) say what reasonable and proportionate measures mean, and a practised response to a sexist remark is a measure an employer can point to. A team leader checks in with a colleague. ### Does the psychosocial code touch our training? Safe Work Australia’s [model Code of Practice](https://www.safeworkaustralia.gov.au/doc/model-code-practice-managing-psychosocial-hazards-work) says "Under WHS laws, PCBUs must eliminate or minimise psychosocial risks so far as is reasonably practicable." State detail, including Queensland’s regulation, is in [psychosocial hazards at work](https://peopletechrevolution.com/learn/standards/psychosocial-hazards). A man in a headset faces a colleague. ### Does the training have to be live and interactive? In the United States the EEOC’s [Promising Practices](https://www.eeoc.gov/laws/guidance/promising-practices-preventing-harassment), which it says "are not legal requirements under federal employment discrimination laws", recommend harassment training "Conducted by qualified, live, interactive trainers, or, if live training is not feasible, designed to include active engagement by participants", and "Repeated and reinforced regularly". Rehearsal with a counterpart who answers back is active engagement by design. A program shape ## Brief, practise, debrief, follow up Run the brief, practice and debrief together; managers own the follow up. A brief with choices floating in view. The other person, and replies to choose. People talk it over in a plain room. Feedback cards sorted after a review round. ### What each stage holds Brief: the scenario, the counterpart and the objective. Practise: the learner speaks or types, the character answers, and [in a browser](https://peopletechrevolution.com/ai/ai-roleplay-practice) the scenario replays privately. Debrief: the [Google paper](https://peopletechrevolution.com/uploads/docs/people-tech-revolution-google-vr-inclusion-training-chi-2024.pdf)’s authors report feedback that "supports the hypothesis that having a post session is critical to the success of VR DEI training". Follow up: the EEOC recommends training "Repeated and reinforced regularly"; a later scenario closes the loop. How it runs ## Run it the way your team already learns. [Run it yourself Your facilitator runs PTR VR Library titles on standalone headsets.](https://peopletechrevolution.com/xr/ptr-vr-library) [In a browser Staff rehearse with an AI partner on a laptop, no headset.](https://peopletechrevolution.com/ai/ai-roleplay-practice) [Facilitated over video A PTR facilitator runs the debrief by video, wherever teams sit.](https://peopletechrevolution.com/training/how-we-deliver) [With your trainer A trainer you already know runs it, licensed and prepared by PTR.](https://peopletechrevolution.com/training/for-trainers) Programs & guides - [Difficult conversations](https://peopletechrevolution.com/training/difficult-conversations) - [Bias & inclusion](https://peopletechrevolution.com/training/bias-and-inclusion) - [Induction & onboarding](https://peopletechrevolution.com/training/induction-and-onboarding) - [Difficult conversations guide](https://peopletechrevolution.com/learn/difficult-conversations-training) - [Psychosocial hazards at work](https://peopletechrevolution.com/learn/standards/psychosocial-hazards) - [Workplace & enterprise](https://peopletechrevolution.com/work/industries/workplace-enterprise) - [Google case study](https://peopletechrevolution.com/work/case-studies/google-vr-dei-training) - [All training programs](https://peopletechrevolution.com/training) Published work ## What the published record covers Each result with who measured it. A feedback scenario from the Google training. ### Google, peer reviewed (ACM CHI 2024) PTR co-founder Leonie Sanderson led VR inclusion training at Google, built with Equal Reality, a subsidiary of People Tech Revolution. In the [peer-reviewed paper](https://peopletechrevolution.com/uploads/docs/people-tech-revolution-google-vr-inclusion-training-chi-2024.pdf), the 7 trainees who returned the optional survey gave 82% average agreement that it was better than Google’s standard DEI training, and 94% average satisfaction, measured by the paper’s authors. [Download the Google research paper PDF](https://peopletechrevolution.com/uploads/docs/people-tech-revolution-google-vr-inclusion-training-chi-2024.pdf) [Download the Mater case study PDF](https://peopletechrevolution.com/uploads/docs/people-tech-revolution-mater-immersive-learning-pilot-case-study.pdf) A lounge scenario for welcoming a traveller. ### Etihad Airways and Metro Trains, facilitated programs Everyday Inclusion from the [PTR VR Library](https://peopletechrevolution.com/xr/ptr-vr-library) ran inside facilitated programs with [Etihad Airways cabin crew](https://peopletechrevolution.com/work/case-studies/etihad-cabin-crew-inclusion) and [Metro Trains leaders](https://peopletechrevolution.com/work/case-studies/metro-trains-gender-equity), delivered by People Tech Revolution with a facilitation partner; participant feedback was gathered by PTR. Inside the Mater build, at a bedside. ### Mater Education and Mayo Clinic In Mater Education’s own [program evaluation](https://peopletechrevolution.com/uploads/docs/people-tech-revolution-mater-immersive-learning-pilot-case-study.pdf) of its speaking-up program in VR, over 96% of participants wanted more training in VR. People Tech Revolution built a DEI module for Mayo Clinic nurse leaders; the Mayo researchers [published the results](https://peopletechrevolution.com/work/research-evidence/vr-nursing-leaders-mayo-clinic). Published results so far come from inclusion and speaking-up programs; a feedback program for another workplace is measured with the client against its brief. A video call grid of colleagues. ### Start with the program you already run Tell us the program, the audience and the slot, and we will show where rehearsal fits. [Talk to us](https://peopletechrevolution.com/talk-to-us) or [book a time with our team](https://calendly.com/simon-ptrvr/30min?utm_content=trnldleaders). Planning where practice fits a program you already run? [Open the contact form](https://peopletechrevolution.com/training/for-learning-and-development-leaders#contact) Ask our CEO Simon Lowe’s Digital Twin a question ## Sources Each source in full. ### [The positive duty under the Sex Discrimination Act](https://humanrights.gov.au/know-your-rights/rights-of-individuals/workplace-rights/positive-duty-sex-discrimination-act) Australian Human Rights Commission The duty in plain words. ### [Guidance materials on the positive duty](https://humanrights.gov.au/resource-hub/resources-for-organisations-businesses/guidance-materials) Australian Human Rights Commission, 2023 Reasonable and proportionate measures. ### [Model Code of Practice: Managing psychosocial hazards at work](https://www.safeworkaustralia.gov.au/doc/model-code-practice-managing-psychosocial-hazards-work) Safe Work Australia, 2022 The duty on PCBUs. ### [Promising Practices for Preventing Harassment](https://www.eeoc.gov/laws/guidance/promising-practices-preventing-harassment) US EEOC, 2017 Live, interactive and repeated training. ### [VR inclusion training at Google (ACM CHI 2024)](https://peopletechrevolution.com/uploads/docs/people-tech-revolution-google-vr-inclusion-training-chi-2024.pdf) Peer-reviewed paper, hosted by PTR Agreement, satisfaction and the debrief. ### [Mater immersive learning pilot](https://peopletechrevolution.com/uploads/docs/people-tech-revolution-mater-immersive-learning-pilot-case-study.pdf) Mater Education program evaluation, hosted by PTR Demand for more training in VR.