Local HR expert shares insights on how to combat workplace sexual harassment
INDUSTRY UPDATE
In my role as an HR professional, I frequently encounter cases of sexual harassment at work. Fortunately, the Fair Work Act has undergone significant amendments to address this issue.
The amendments now provide protection against workplace harassment for all, including employees, contractors, work experience students, volunteers, future workers, and businesses.
The new law holds individuals and companies accountable for workplace sexual harassment by their employees or agents.
However, they can avoid liability by showing they've taken reasonable measures to prevent such misconduct, encouraging robust prevention policies.
While I don't expect an immediate transformation or all employers to fully meet their responsibilities, we are certainly moving in the right direction.
The reality
It's a common misconception that those unaffected believe sexual harassment doesn't occur in their workplaces.
During my training sessions across industries, I often encounter personal stories of harassment. Sadly, many remain silent due to embarrassment or uncertainty about what to do.
I would like to think that most of us are not sexual predators in the workplace, but seemingly small actions like massages, ‘greeting’ check kisses, and personal comments can cause problems.
Navigating boundaries is complex, as individual sensitivities vary. What is appropriate to one person is not appropriate to another and there may be past traumas that they carry which make some employees extra sensitive.
It is important to encourage respect, prompt reporting, and awareness to prevent uncomfortable situations.
Addressing these issues is crucial for retaining staff, maintaining a positive environment, and avoiding costly repercussions under Fair Work regulations.
What needs to happen
Leaders must lead by example. Their actions and responses to harassment set the tone for the entire workplace.
Employers must understand that they hold a significant responsibility when it comes to preventing and addressing workplace sexual harassment. Ignorance is not an excuse; they can be held liable for the actions of their employees and the culture they foster.
Employees must feel confident that their concerns will be taken seriously and handled sensitively.
Employers and those involved in allegations also need to be prepared to take on feedback, even if they do not agree or like what they hear. This can be really challenging as it involves them considering the perception of another person .
The process involves training on what is sexual harassment, role modelling appropriate behaviour, formal policies on harassment and reporting, and encouragement to staff to speak up about discomfort.
Remember, different actions can make people uncomfortable; it's crucial to speak out. All forms of sexual harassment, from jokes to comments, must stop if they cause discomfort.
It's crucial to encourage more communication and open dialogue surrounding sexual harassment. This will help bring this issue out into the open and ensure that such behaviour is recognised as unacceptable.
Phoebe Kitto is director of HR Dynamics and a celebrated guest speaker and a regular panellist in many business forums
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