New report provides strong evidence on how inclusion is linked to workplace sexual harassment
Fostering an inclusive organisation can protect employees against workplace sexual harassment, according to new findings from the Diversity Council of Australia (DCA).
DCA's latest report, The Power of Inclusion: Preventing Workplace Sexual Harassment, is offering the strongest evidence yet that inclusion is linked to workplaces safe from sexual harassment.
According to the findings, just 12% of workers in inclusive teams said they experienced sexual harassment at work, significantly lower than the 37% of workers in non-inclusive teams who experienced sexual harassment at work.
"Worker in inclusive teams were three times less likely to experience sexual harassment than those in non-inclusive teams," the report read.
Organisations with inclusive managers are also 2.5 times less likely to have employees experiencing workplace sexual harassment.
Workers in inclusive organisational climates were also two times less likely to experience sexual harassment in the workplace, according to the findings.
Even in workplaces that are at higher risk of sexual harassment, the report found that inclusion makes a difference.
Just a quarter of workers in inclusive teams from high-risk workplaces said they experienced harassment, much lower than the 45% in non-inclusive teams.
Similarly, just 20% of workers with inclusive managers said they experienced sexual harassment, compared with 38% of workers with non-inclusive managers.
Exclusion linked to harassment
Catherine Fitzpatrick, chief executive officer of DCA, said the research calls for a different approach to preventing workplace sexual harassment.
"Exclusion, disrespect, discrimination, and sexual harassment are not separate workplace issues. Inclusion is an antidote," Fitzpatrick said in the report.
The report further noted that sexual harassment is more likely to happen where other exclusionary behaviours can take place. According to the findings, 54% of employees who experienced discrimination at work had also experienced sexual harassment.
In fact, workers who are incorrectly stereotyped at work are 5.5 times more likely to have experienced sexual harassment. This is also the case for workers who are excluded from gatherings (4.5 times) and those who are ignored (four times).
What can employers do?
As evidence points to inclusion being a strong factor in preventing sexual harassment, the DCA report urged employers to consider adding diversity and inclusion to their workplace health and safety framework.
"For some organisations, this approach can lift accountability, support stronger resourcing, and drive greater leader and employee participation in inclusion initiatives," the report read.
The report also advised employers to understand how inclusive their teams and leaders are in order to identify gaps in inclusive behaviour at work.
"Inclusion does not happen by chance: organisations need a clear action plan with defined goals, messages, activities, partnerships, timing, and visible senior leadership commitment," the report read.
