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Chapter 1 Foreword from Elizabeth Broderick, Sex Discrimination Commissioner - Sexual harassment: Serious business

Sexual harassment: Serious business

Foreword from Elizabeth Broderick, Sex Elizabeth Broderick, Sex Discrimination CommissionerDiscrimination Commissioner

Welcome to my report presenting the findings of the Australian Human Rights Commission’s second national telephone survey on sexual harassment.

When I became the federal Sex Discrimination Commissioner in September 2007, I conducted a national Listening Tour to connect with women and men across Australia and hear directly about the issues affecting them.

One of the topics that featured regularly in my national discussions was sexual harassment. People described to me incidents of sexual harassment across a range of industries and occupations. For some, the issue was difficult to talk about. Others told me about the serious and enduring impacts of sexual harassment. For this reason, sexual harassment is a key priority area for my term.

In 2008, it is critical that we have an accurate picture of the prevalence, extent and nature of sexual harassment. Importantly, we also need to track trends and patterns over time.

The results of this survey show that sexual harassment remains a serious problem for Australian workplaces.

The good news is that there has been some improvement in the five years since the last survey. In 2008, 22% of women and 5% of men have experienced sexual harassment in the workplace, compared to 28% of women and 7% of men in 2003.

Disturbingly, the 2008 survey finds that there is a significant lack of understanding as to what sexual harassment is. Around one in five respondents who expressly said they did not experience sexual harassment according to the definition in the Sex Discrimination Act 1984 (Cth) went on to report experiencing behaviours that may in fact be sexual harassment under the law.

Once again, very few people who experienced workplace sexual harassment made a formal complaint.

The message from these findings is simple. Employers need to ensure that their employees have a solid understanding of what sexual harassment is. This involves comprehensive training on the types of behaviours that may amount to sexual harassment.

Employers need to create a workplace where people feel supported to make complaints. Complaints should be investigated expeditiously and employers should take appropriate and swift action when sexual harassment happens. Importantly, those at the most senior levels must demonstrate leadership and make clear that there is no place for sexual harassment in their workplace. Sexual harassment must be taken as seriously as the bottom line.

Every person in this country should be safe in their workplace. That is why the Sex Discrimination Act 1984 (Cth) makes sexual harassment unlawful.

After nearly a quarter of a century of legal protection, sexual harassment remains an unfortunate reality. In 2008, I challenge all employers to draw a line in the sand and join with me in saying enough is enough.

Elizabeth Broderick

Sex Discrimination Commissioner and

Commissioner responsible for Age Discrimination

Australian Human Rights Commission