Customer Story: Melbourne Racing Club

Before engaging Tribal Habits, Melbourne Racing Club had little to no formal compliance training in place, for an organisation operating at scale — across a 7-day roster, multiple sites, and with a large seasonal workforce joining all at once for events like the Spring Racing Carnival — that represented meaningful risk.

The workforce presented its own challenges. Diverse cultural backgrounds, a wide age range and varying levels of computer literacy meant any solution had to be genuinely accessible, not just technically available.

Two pathways, built for the audience

MRC developed two distinct compliance pathways — one for permanent staff, one for casual employees — each tailored to the relevance and scope appropriate for that group. Both covered OHS fundamentals, alcohol and drugs in the workplace, and anti-bullying and harassment. The permanent pathway added information security awareness and a broader organisational overview.

The design focus was engagement. The team researched gamification and microlearning principles to ensure each module was structured logically, broken into digestible sections, and brought to life with video, scenarios, interactive elements and quiz questions. MRC-specific implications and assessment questions were built into every module to ensure learners connected the content to their actual role.

Single Sign-On was implemented for permanent staff — one click from their existing credentials, no login required. For an organisation concerned about computer literacy, removing every possible barrier to access mattered.

Automated to completion

A 28-day window was set for completion of the training, supported by a structured sequence of automated email reminders at one week, three days and one day before the due date. Executive-level visibility was built in — the Executive Director of People & Culture reported weekly completion rates at the leadership team meeting, naming the teams yet to engage.

The combination of accessible design, automated nudges and visible accountability drove results that exceeded expectations.

Over four weeks, completion climbed from 19% in week one to 42%, then 66%, then 100% — achieved with minimal human follow-up from the team.

100% — across a workforce they weren’t sure could do it

The result was remarkable given the organisation’s concerns going in. The intuitive interface meant that even staff with minimal prior exposure to online training completed the required modules without issue. The content was engaging enough that staff didn’t just complete it — they started asking for more.

Beyond the compliance numbers, something less expected happened. The training opened communication loops between staff and managers that hadn’t existed before. Employees who completed the modules began raising questions and suggesting improvements to current practices. Managers reported that the training was prompting better, more open conversations about how the organisation operates.

Staff satisfaction with the program was high enough that employees began requesting further online training across other areas of the business — and making specific requests about what they wanted to learn.

MRC has since committed to rolling out modern slavery compliance training, and discussions are underway around role-based training and induction pathways for new starters. The platform that started as a compliance solution is becoming the foundation for how the organisation develops its people.