Sexual Harassment Prevention in the Workplace: The Five R’s
Following the Harvey Weinstein investigations and the Me Too! Movement, the Australian Human Rights Commission investigated sexual harassment in Australian workplaces. The Commission concluded that current legislation is no longer “fit for purpose.” The report found the laws too complex for both employers and victims, placing too much burden on individuals to register complaints.
New Standards for Sexual Harassment Prevention in the Workplace
The report made over 50 recommendations to improve safety. One key change involves amending the Sex Discrimination Act to force employers to take “reasonable and proportionate measures” to stop discrimination. Furthermore, the report recommended that individuals who “aid or permit” harassment should be just as liable as the person committing the act.
Logically, employers must now take a stronger hand in sexual harassment prevention in the workplace. You must implement systems that prevent harassment, identify issues early, and allow for swift action. To help your business, we have developed “The Five R’s of Prevention.”
1. Review Policies and Training Procedures
Every workplace needs clear policy manuals to ensure smooth operations. However, you must update these to reflect the report’s new emphasis on best practices.
- Apply policies to everyone, especially managers and supervisors.
- Define sexual misconduct clearly with specific examples.
- State clearly that your workplace does not accept sexual misconduct.
- Provide straightforward reporting procedures and support structures.
- Investigate every complaint with respect.
- Prioritize the wellbeing and safety of everyone involved during investigations.
- Protect the complainant from victimization or retaliation.
2. Risk Assessment Review
Safe Work Australia recommends treating sexual harassment prevention in the workplace as a Health and Safety issue. You should conduct a risk assessment to identify high-risk areas. These may include spots where supervision is difficult or where specific workgroup dynamics might lead to offensive behavior.
3. Remove the Possibility of Victimization
Staff will only come forward if they feel safe from repercussions. You can achieve this by using anonymous surveys. Ask staff about their experiences and the general work environment. Anonymity helps victims of misconduct speak up. It also highlights areas of your business that are performing well or need more attention.
4. Report Possible Areas of Concern
Encourage bystanders to report misconduct through anonymous channels. With proper training, staff can report concerns without fear of being ostracized by colleagues. This helps managers handle escalating situations before they get out of control.
5. Responsible Support Structure
Appoint specific “Support Officers” as the first point of contact for staff. These individuals should be trained to provide caring, supportive advice. Giving these officers a high profile encourages victims and onlookers to report problems early.
