Sexual Harassment Survey into the Retail Industry Poses Questions for All Employers

A recent research report into sexual harassment in the retail industry is a sobering reminder for all Australian employers that much needs to be done to improve the situation and the risks that employers face if they fail to deal with the issue in their workplace.

The report indicated that the general consensus from retail employees, who account for 9% of all employees in Australia, is that sexual harassment is regularly experienced and unavoidable, influenced by industry norms and a culture that 'the customer is always right'.

The report, which drew upon four large datasets, indicated that in the last five years:

• 48% of women and 25% of men reported experiencing sexual harassment in their workplace
• 79% of female targets and 69% of male targets suffered from a variety of unwelcome behaviours rather than a single form of harassment.

It is worth noting that sexual harassment can include a wide range of behaviours.

The most common forms experienced by workers in the retail industry were:

• Sexually suggestive comments and jokes (62%)
• Intrusive questions about private life or physical appearance (45%)
• Staring or leering (41%).

Employers should note that retail workers reported experiencing sexual harassment from a range of perpetrators, including co-workers, managers, and customers.

The latter group is particularly relevant to employers who engage workers with regular contact with customers, such as domestic plumbers or other tradespersons.

The report also noted common failings of organisations regarding sexual harassment:

• Inconsistent policies and processes, often not known or understood by employees
• HR and WHS Managers lacked resources to address sexual harassment
• Lack of resources, training and support for frontline supervisors and store managers
• Failure to educate workers with relevant real-life examples and scenarios
• Worker concerns about confidentiality if reporting incidents of harassment.

The report recommends that employers should develop and regularly deliver high-quality customised training to all workers, including managers and supervisors.

Workforce Advisory has developed Director and Management training to support your team.

For queries about sexual harassment, discrimination, or other employment questions, please contact Dean Cameron at Workforce Advisory Lawyers – We Know Employment Law on 0417 622 178, 1300 WAL LAW or via email to [email protected]

Disclaimer: This information is provided as general advice on workplace relations and employment law. It does not constitute legal advice, and it is always advisable to seek further information regarding specific workplace issues. Liability limited by a scheme approved under professional standards legislation.