SEXUAL harassment scandals continue to claim the headlines, implicating business and political leaders as well as movie directors, but for some Australians, workplace sexual harassment is a daily reality.
Findings from the 2018 Australian Human Rights Commission fourth national report on the prevalence, nature and reporting of workplace sexual harassment in Australia found a staggering one in three (33 per cent) of working Australians had experienced sexual harassment in the workplace in the past five years. The most commonly-experienced type (19 per cent) was sexually suggestive comments or offensive jokes.
Senior employment relations adviser Isabella Zamorano says no workplace – big or small – is immune to sexual harassment: “It’s time for those at the top of every business including small business owners, to take strong action against sexual harassment.”
According to Zamorano, it is unfortunate that it takes news headlines and important research reports such as these to spark “necessary dialogue about the implications of unwanted sexual advances in the workplace and extensions of the workplace.
“The matter highlights that at all levels of professions and in industry, sexual harassment is a risk and cannot be taken lightly – not only for the victims but for the businesses that risk reputational damage and disruption.”
Zamorano urged businesses to be proactive in dealing with sexual harassment. “Don’t wait for a crisis, act now.”
According to Zamorano, there are four key activities employers can take to proactively stamp out sexual harassment in the workplace.
Zero tolerance
“If you haven’t already, formalise a zero-tolerance stance on sexual harassment in your policies and procedures. With your position clearly defined, articulate it to employees through every communication method available to your business. Every staff member — both incoming and existing — should be aware of your company’s policy on sexual harassment, and how sexual harassment is defined in your workplace.”
Staff training
“While your sexual harassment policy can outline the standards of acceptable behaviour and conduct, training will help your employees retain the information and speak up to report incidents. Employees come from a vast range of backgrounds, beliefs, cultures and ages. Training sets out in very clear terms the type of behaviour that is unacceptable in the workplace.”
Making complaints
“Making a claim of sexual harassment can be daunting and deeply personal. Often, victims stay silent out of fear that it will harm their careers or label them as troublemakers. It’s important that employees are aware of the process to make such complaints, and that their information and details will be treated seriously and confidentially.”
Investigate claims
“It is up to victim whether they consider a particular incident as a form of sexual harassment. Even if the incident took place out of hours, outside your workplace – or even if you don’t find the accusation personally offensive – all claims must be properly investigated.”
Zamorano said: “Sexual harassment is set to take greater prominence in the world of employment relations and it’s important that you have the relevant policies and procedures in place to protect your people and your business.”
“It’s time for business leaders to be proactive and lead the path to change,” she said.