The State of Sexual Harassment in Australian Workplaces

Over 25% of Australian Employers are Failing to Track Workplace Sexual Harassment

The latest Workplace Gender Equality Agency (WGEA) report* on sexual harassment reveals that over a quarter of Australian employers aren’t actively tracking the prevalence of workplace sexual harassment and discrimination. Despite policies and procedures being in place, harassment claims continue to cost Australian businesses substantially. While 99% of employers report having a policy, WGEA reiterates the mandate that businesses "have a responsibility to stop sexual harassment before it starts."

What is Sexual Harassment?

Sexual harassment includes:

• An unwelcome sexual advance or request for sexual favours towards the person being harassed

• Other unwelcome sexual conduct directed at the person being harassed.

To qualify as sexual harassment, there must be a reasonable possibility that the person would feel:

• Offended

• Humiliated, or

• Intimidated.

Examples include inappropriate texts, emails, or comments; unwanted physical contact; sharing explicit images or videos without consent; and displaying sexual content in shared spaces.

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About the WGEA

The WGEA, a Commonwealth agency established under the Workplace Gender Equality Act 2012, mandates annual reporting from companies with over 100 employees on gender equality indicators, including:

• Gender composition of the workforce and governing bodies.

• Pay equity between women and men.

• Flexible working arrangements.

• Support for employees with family or caring responsibilities.

• Policies on gender equality and preventing sexual harassment.

WGEA’s recent report analysed the data from 7,000 businesses, covering over 5 million Australian workers. The findings indicate that while organisations respond to harassment reports, many still lack proactive measures to prevent harassment. WGEA calls on leaders to foster a culture of safety, respect, and inclusion in all aspects of the workplace.

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Key Findings

Policy Implementation  

WGEA’s data shows that almost all employers have policies to prevent harassment, with 95% outlining procedures to disclose, investigate, and manage reports of harassment. However, only 58% of employers include risk assessments and control measures in their policies.

CEO Involvement  

Most employers had their sexual harassment policies reviewed by their CEO or equivalent in the past year. Leadership is crucial in establishing respectful workplace culture, and under the Respect@Work framework, it is vital for leaders to actively communicate expectations.  

Yet, CEOs miss crucial opportunities to stop harassment before it starts.

To create lasting change, regular reminders and education on policies are essential.

Training and Leadership  

While 88% of organisations offer training on harassment prevention, it’s often limited to leadership roles. This approach assumes leaders will pass on information, but it doesn’t always equip them to do so effectively.

WGEA CEO Mary Wooldridge, emphasises that "long-term culture change within organisations requires everyone to understand the policy and their role in its implementation." Regular, organisation-wide training ensures all staff are informed and empowered.

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Disclosure Processes  

Making a harassment report can be challenging.  

WGEA highlights that protecting a reporter’s identity is essential given the widespread underreporting of these issues. However, distrust in management or HR remains a barrier for many employees seeking to report incidents.

Implications for Australian Workplaces

WGEA’s reporting requirements set a standard for stringent policies and processes to protect those affected by sexual violence. Although Australian employers are increasingly aware of their responsibility to provide safe reporting avenues, Safe Work Australia data* indicates that employees continue to face discrimination and harassment. With mental health claims reaching $65,400 in compensation in 2022-2023, the financial and personal toll of unsafe workplaces remains substantial.

Despite the awareness, proactive measures to prevent harassment remain insufficient. According to the Australian Bureau of Statistics (ABS), 1.7 million Australians (8.7%) experienced sexual harassment in 2021-22, with 330,000 women reporting harassment by a colleague. Workplaces must recognise their role as common sites of harassment and take active steps to address it.

Gendered Impact of Workplace Harassment

Less than a third of employers who collect harassment data note the gender of the alleged victim, overlooking a crucial aspect of gender equality. Women are disproportionately affected by workplace harassment, and to retain female employees and support gender equality, businesses must prioritise their safety and foster an environment where they feel supported. Employers should work to shift the focus; from the responsibility of reporting by victims, to addressing the behaviours of perpetrators.

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Recommendations for Businesses

As the year ends, we encourage organisations of all sizes to reflect on their policies and approach to sexual harassment prevention.  

Consider these questions:

• Are all employees aware of our harassment policies?

• When were these policies last updated?

• Do we provide multiple reporting options, including the option to remain anonymous?

• How recent was the last harassment prevention training for staff and leaders?

• Can employees define sexual harassment and recognise its various forms?

• Am I confident that my workplace actively works to prevent harassment?

With the festive season approaching, start taking proactive steps. Remind employees of harassment policies ahead of workplace gatherings to ensure a safe, respectful environment for everyone.

At Health at Work, we are committed to supporting businesses in creating safe, inclusive workplaces. Proactively reviewing and communicating policies is an essential step in preventing harassment and promoting a culture of respect and equality.

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1800 RESPECT
Call: 1800 737 732
Text: 0458 737 732

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References  

Diversity Council Australia. (2024). Changes to WGEA requirements 2024. [online] Available at: https://www.dca.org.au/resources/di-planning/compliance/changes-to-wgea-requirements-2024.

Safeworkaustralia.gov.au. (2024). Key Work Health and Safety Statistics Australia 2024 | dataswa. [online] Available at: https://data.safeworkaustralia.gov.au/insights/key-whs-stats-2024.

Tilo, D. (2024). Over 1 in 4 employers not tracking workplace sexual harassment prevalence, WGEA reveals. [online] Hcamag.com. Available at: https://www.hcamag.com/au/specialisation/workplace-health-and-safety/over-1-in-4-employers-not-tracking-workplace-sexual-harassment-prevalence-wgea-reveals/513411 [Accessed 18 Nov. 2024].

Workplace Gender Equality Agency (2024). Sex-based discrimination and harassment | WGEA. [online] www.wgea.gov.au. Available at: https://www.wgea.gov.au/take-action/sex-based-discrimination-and-harassment.

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