Sexual harassment in the workplace is not a new topic for employers. But in light of the #MeToo movement, dealing with sexual harassment in the workplace is a topic worth revisiting.
According to the Australian Bureau of Statistics, in 2016, 17% of women said they had been sexually harassed in the past year and approximately one in two women and one in four men had experienced sexual harassment during their lifetime.
Employers have a duty of care to prevent and respond to cases of sexual harassment in the workplace. Working in an environment free from sexual harassment is a human right.
The effects of sexual harassment extend far beyond the affected individual alone; your business’ reputation is at risk, and legal action can be costly. On an organisational level, productivity can be affected as well as reduced morale, absenteeism and higher turnover.
To minimise the chances of sexual harassment occurring in your workplace, you must first instil a zero-tolerance policy and foster a harassment-free culture.
Considerations of Dealing with Sexual Harassment in the Workplace
Create a sexual harassment policy
Creating a sexual harassment policy is the first and foremost step of dealing with sexual harassment in the workplace. The policy should outline a code of conduct, provide examples of unacceptable behaviour, the consequences of breaching the policy and explain the processes in place to deal with reports of sexual harassment. Understanding what the Sexual Discrimination Act 1984 classifies as sexual harassment will help businesses to tailor their code of conduct appropriately.
The Sex Discrimination Act recognises sexual harassment as:
- Inappropriate staring or leering
- Unnecessary familiarity, including deliberately brushing up against someone or touching
- Suggestive comments, jokes, insults or taunts of a sexual nature
- Requests for sex or sexual acts
- Intrusive questioning, in person or through technology
Treat complaints seriously
The way complaints are treated in your business says a lot about its attitude towards sexual harassment. Ignoring or dismissing complaints creates a culture of tolerance. An internal complaint procedure should be set in place, identifying the steps that will be taken and how information will be documented. Complaints must be kept confidential and addressed in a fair, sensitive and timely manner.
Employees must understand what is considered sexual harassment and feel supported to report cases of sexual harassment without fear of consequences. Facilitating training either bi-annually or annually and through induction reinforces the business’ commitment to taking sexual harassment seriously. Be sure to provide your staff with copies of your policy and display the policy on office notice boards, the intranet, and other key staff meeting points.
Want to learn more?
If you’d like more about dealing with sexual harassment in the workplace or how to implement a sexual harassment policy in your business don’t hesitate to give our business advisory team a call on 07 3391 1188 or email email@example.com today.
*** This publication is for guidance only, and professional advice should be obtained before acting on any information contained herein. Neither the publishers nor the distributors can accept any responsibility for loss occasioned to any person as a result of action taken or refrained from in consequence of the contents of this publication. Publication date April 2018
Updated 24 November 2020