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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. -
14 December 2012Book page
Encourage. Support. Act! - Acknowledgements
Paula McDonald is an Associate Professor in the School of Management at the Queensland University of Technology. Her research addresses a number of areas relevant to social justice issues at work, including sexual harassment and other forms of gender-based discrimination, the early work experiences of young people and work-life boundaries. Paula has published several studies in the area of workplace sexual harassment. -
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. -
14 December 2012Book page
Encourage. Support. Act! - Introduction
Workplace sexual harassment is a persistent and pervasive problem in Australia and elsewhere, demanding new and creative responses. One promising area which may inform prevention and response strategies is bystander approaches. -
14 December 2012Book page
Legal challenges in the adoption of bystander approaches
Having discussed current bystander intervention approaches to violence prevention, the paper now considers some of the organisational and legal challenges in the adoption of bystander approaches. -
14 December 2012Book page
Foreword - Effectively preventing and responding to sexual harassment: A Code of Practice for Employers (2008)
Welcome to the 2008 edition of Effectively preventing and responding to sexual harassment: A Code of Practice for Employers (Code of Practice). This publication provides practical guidance to employers on how to meet their legal obligations to prevent and manage sexual harassment in the workplace. -
14 December 2012Book page
Part 1: Sexual harassment: an overview
Many statutes around the world describe sexually harassment as conduct of a sexual nature which is unwanted or unwelcome and which has the purpose or effect of being intimidating, hostile, degrading, humiliating or offensive. -
14 December 2012Book page
Chapter 8: Guidelines for small business - Effectively preventing and responding to sexual harassment: A Code of Practice for Employers (2008)
A significant number of sexual harassment complaints received by the Commission involve small businesses. Employers should be aware of the potential for sexual harassment to occur in the context of close working relationships where staff are on familiar terms with one another and should take appropriate precautions to avoid this risk. -
14 December 2012Book page
Part 4: Bystander interventions in violence prevention
Bystanders have received growing attention as a potential means of violence prevention. Amongst efforts oriented towards the primary prevention of domestic and family violence, sexual violence and other forms of interpersonal violence, mobilising bystanders to prevent and respond to violence or to the situations and factors which increase the risk of violence taking place (‘bystander intervention’), is understood as an important form of primary prevention and is an increasingly prominent strategy.[196] -
14 December 2012Book page
Bystander Approaches to Sexual Harassment in the Workplace
Sexual harassment in the workplace is a persistent and pervasive problem in Australia and elsewhere, demanding new and creative responses.[1] One significant area that may inform prevention and response strategies is the area of ‘bystander approaches’. In examining the potential for bystander approaches to prevent and respond to workplace sexual harassment, this paper draws upon a range of theoretical and empirical research. -
14 December 2012Book page
Part 2: Sexual harassment from the perspective of bystanders
How do individuals who witness or are aware of sexual harassment in their workplace make sense of this? Referred to in some studies as ambient sexual harassment, the vicarious experience of sexual harassment by bystanders has been explored from a number of perspectives. This section describes the prevalence of the experience, the psychological and productivity impacts and perceptual differences across demographic groups. -
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 watched from their windows or heard her screaming but were unwilling or unable to effectively intervene. -
Commission – General14 December 2012Speech
President Speech: 2010 Human Rights Day Oration
We meet today on the lands of the Gadigal peoples of the Eora nation. On behalf of the Australian Human Rights Commission I pay my respect to their elders past and present. -
16 May 2013Book page
Chapter 6: Additional Resources
View Chapter 6 as PDF View Chapter 6 as Word This chapter provides some useful information and links for industry-specific and general information on increasing the representation of women. Mining Industry Australia Increasing the Diversity of the Mining Industry Workforce – Strategies for Employers Women in Mining Network (WIMnet), 2003 This bulletin is a collection of strategies and ideas for ... -
Legal14 December 2012Webpage
Independent Interim Report on CEDAW
Para 29: The Committee encourages the State party to continue its efforts to tackle the persistent problem of violence against women and urges the State party to adopt national legislation and adopt, implement and adequately fund as a matter of urgency the National Action Plan to Reduce Violence against Women and Their Children, including a mechanism for independent monitoring. -
Legal14 December 2012Webpage
Review of Australia’s Fourth Periodic Report on the Implementation of the International Covenant on Economic Social and Cultural Rights
Recommendation 2: The Australian Government pass a federal Human Rights Act that includes recognition and protection of economic, social and cultural rights. -
Legal14 December 2012Webpage
National Human Rights Consultation - Appendix 2
The Declaration recognises the legitimate entitlement of Indigenous people to all human rights – based on principles of equality, partnership, good faith and mutual benefit... -
Legal14 December 2012Webpage
Submission: Australia's Future Tax System (Retirement Income System) (2009)
The Australian Human Rights Commission (‘the Commission’)[1] makes this submission to the Review Panel on Australia’s future tax system (‘the Review’). The submission specifically addresses Australia’s retirement income system. -
Legal14 December 2012Webpage
Information concerning Australia and the Convention on the Rights of the Child
Recommendation 1: The Commission recommends that the Australian Government fully incorporate into Australian law its human rights obligations to children, including through the adoption of a federal Human Rights Act. -
Legal14 December 2012Webpage
Inquiry into the Equal Opportunity for Women in the Workplace Act 1999 and Equal Opportunity for Women in the Workplace Agency (2009)
The Australian Human Rights Commission (the Commission)[1] welcomes the opportunity to make this Submission to the Australian Government Review of the Equal Opportunity for Women in the Workplace Act 1999 (Cth) (the EOWW Act) and the Equal Opportunity for Women in the Workplace Agency (the EOWA).
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