Workplace Gender Equality Agency releases new data on workplace sexual harassment prevention

The Workplace Gender Equality Agency (WGEA) has released new data on the initiatives employers have implemented to prevent and respond to sexual harassment in the workplace. This data provides insights into the steps taken by employer following the introduction of the positive duty to provide a safe workplace for all employees, as required by amendments to the Sex Discrimination Act 1984 (Cth).

Policy Implementation

The WGEA found that nearly 99% of employers have a formal policy on work-related sexual harassment and discrimination and that a comprehensive processes to disclose sexual harassment to HR or designated staff, was in place for 98% of employers. However, anonymous disclosure processes, which would allow the identity of the reporter or complainant to be protected, only featured in 68% of organizations.

Training and Education

The majority of employers (88%) reported offering training to their workforce on sexual harassment prevention and response. The training was usually provided at induction and/or annually. While the training programs primarily cover respectful workplace conduct and behaviors expected of workers and leaders, fewer employers covered topics such as:

• the drivers and contributing factors of sexual harassment (70%);
• bystander training (62%); and
• the diverse experiences and needs of different groups within the workplace (45%).

Leadership Engagement

While 85% of employers had their sexual harassment and discrimination policy reviewed by the CEO, only 55% had it reviewed by the Board. Furthermore, only a small percentage of CEOs communicated the organization's expectations regarding a safe and respectful workplace to new staff at induction (25%) or ahead of significant events like Christmas parties (9%).

Risk Management

The majority of employers (87%) incorporated sexual harassment prevention activities in their risk management processes. Additionally, 68% of employers identified workplace and industry-specific risks of sexual harassment, aligning with the Respect@Work Report's recommendation to adopt a risk management approach that is similar to other work health and safety risk assessments.

Data Collection and Monitoring

While 72% of employers indicated that they collect data on sexual harassment incidents, the extent of data collection varies. Of these employers, 64% record the number of formal complaints made in a year, 31% record the gender of the complainant/victim, and 30% record the gender of the perpetrator.

The data collected by the WGEA highlights positive progress in the implementation of sexual harassment policies and training programs, but also reveals areas for improvement. Employers need to ensure effective monitoring of these initiatives, acknowledge intersectional issues arising in respect of sexual harassment, ensure active engagement from leadership and focus on workplace-specific risk prevention. Ongoing data collection and analysis will be crucial to measure progress and identify areas requiring further action.

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Source: Workplace Gender Equality Agency

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