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