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Employers11 February 2015Webpage
Vicarious liability
Learn how employers can be held legally responsible for acts of discrimination or harassment in the workplace, which is known as vicarious liability. -
14 December 2012Book page
Encourage. Support. Act! - Introduction
Learn about bystander approaches to stop sexual harassment in the workplace. Bystanders can help by raising awareness and can intervene to prevent harm. -
Sex Discrimination
18 July 2021Publication
Independent Review into Commonwealth Parliamentary Workplaces
In 2021, the Commission updated on the Review into Commonwealth Parliamentary Workplaces, aiming to improve the culture and safety against workplace misconduct -
Commission – General
14 December 2012SpeechIssues Affecting Behaviour in the Workplace
I would like to begin by thanking the Australian Public Service Commission (APSC) for inviting me to address you today, and thank Margaret Boylan (Regional Director, APS Commission, SA/NT) for her warm welcome. -
14 December 2012Book page
A Bad Business - Fact Sheet: Cost to Employers
Media Pack Index | Media Release | Launch Speech by Pru Goward | Speech by Nareen Young | Case Studies Fact Sheets: Key Findings | The Complaints Process | Legal Definition of Sexual Harassment | Cost to Employers -
14 December 2012Book page
A Bad Business - Address to the Launch of A Bad Business
Media Pack Index | Media Release | Launch Speech by Pru Goward | Speech by Nareen Young | Case Studies Fact Sheets: Key Findings | The Complaints Process | Legal Definition of Sexual Harassment | Cost to Employers -
14 December 2012Book page
Theoretical perspectives on bystander intervention
Models which account for the circumstances under which different bystander responses occur have been evolving since the 1970s, especially in the fields of criminology and social psychology. The notion of bystanders originated with the study of an event in New York where a young woman, Kitty Genovese, was raped and stabbed to death over a period of half an hour. During the attack, 38 witnesses… -
Commission – General
16 May 2014Webpage
Employees
All employees have the right to work free from sexual harassment. To help you figure out where the line is and give you some ideas about how to take bystander action if you see or hear about sexual harassment, we have developed a range of information resources as part of our Know Where the Line Is strategy. For an audio described version of the video click here. Click here to download… -
31 July 2017Book page
Commissioner's Foreword
Sex Discrimination Commissioner, Kate Jenkins The Australian Human Rights Commission’s National Report on Sexual Assault and Sexual Harassment at Australian Universities outlines the Commission’s findings on the prevalence and nature of sexual assault and sexual harassment at all Australian universities. It is based on analysis of the data collected through a national survey and a separate … -
14 December 2012Book page
20 Years on: The Challenges Continue - Appendix A
A telephone survey questionnaire of eight to ten minutes duration was designed by HREOC in collaboration with the Gallup Organization. A copy is attached at Appendix B. -
Commission – General
6 May 2020E-bulletin (Monthly)
Community update: COVID-19 (May 2020)
Stay safe. Stay connected. Stay informed. -
14 December 2012Book page
A Bad Business - Media Release
Media Pack Index | Media Release | Launch Speech by Pru Goward | Speech by Nareen Young | Case Studies Fact Sheets: Key Findings | The Complaints Process | Legal Definition of Sexual Harassment | Cost to Employers -
Sex Discrimination
3 May 2021Publication
Change the Routine: Independent Review into Gymnastics in Australia
Placing the voices of children and young people and their families at the centre, this report outlines the Commission’s key findings and presents 12 recommendations for whole of sport change. -
Commission – General
16 May 2014Webpage
Employers
The Australian Human Rights Commission, Australian Chamber of Commerce and Industry and the Australian Council of Trade Unions are working together to create safe and equal workplaces in Australia. Sexual harassment can have a serious and damaging effect on a workplace. It can result in productivity losses, reputational damage, increases in sick and stress leave, more workplace health… -
14 December 2012Book page
A Bad Business - Foreword
In a modern workforce where men and women work side by side it is important that employers protect their employees from unwanted behaviour that is not only harmful to the employee involved but also unprofessional and unproductive for the workplace. Sexual harassment is one form of unwanted behaviour that attempts to exclude individuals from the workplace by focusing on the sex of the person… -
Sex Discrimination
20 May 2016Webpage
List of Support Services
If you feel unsafe now, phone 000 . You can contact police regarding any sexual harassment, sexual assault or bullying that involves criminal conduct. If you are participating in the Independent Review into Commonwealth Parliamentary Workplaces and at any stage become distressed or require additional support from someone not involved in the Review, please call the Commonwealth Parliamentary … -
14 December 2012Book page
A Bad Business - Fact Sheet: Key Findings
Media Pack Index | Media Release | Launch Speech by Pru Goward | Speech by Nareen Young | Case Studies Fact Sheets: Key Findings | The Complaints Process | Legal Definition of Sexual Harassment | Cost to Employers -
Employers18 February 2015Quick Guide
Policies
The type of policies your organisation should put in place will depend on the needs and circumstances of your particular workplace. Some organisations choose to have a single workplace policy which prohibits discrimination, bullying, and harassment on a range of grounds, including a person’s sex, race, disability, age or sexual orientation. Others may decide there is a need for an additional… -
Employers19 February 2015Quick Guide
Work-related events
An employer can be liable for acts of discrimination or harassment, including sexual harassment, that occur in the workplace or in connection with a person’s employment. This is called ‘vicarious liability’. It means that employers can be liable for acts by their employees that occur at work-related events, such as conferences, training workshops, business trips and work-related social… -
14 December 2012Book page
Encourage. Support. Act! - Conclusion
Specifically, the paper has integrated studies on sexual harassment with a range of theoretical and empirical research on bystander approaches as they apply in the context of workplace bullying, racial harassment, whistle blowing, violence in intimate relationships, workplace justice frameworks and employee voice.