New report finds more than half of employees have witnessed sexual or gender-based harassment at work
Sexual harassment remains a rampant problem in Australian workplaces, according to a new report, as unions call for stronger measures to enable reporting of misbehaviour at work.
Unions NSW's 'Being an Ethical Bystander' survey found that 52% of workers have witnessed sexual or gender-based harassment in the workplace.
However, many of them did not speak up out of fear of retaliation and uncertainty about what to do.
"It is essential workers feel confident to speak up when they witness harassment and improper behaviour in the workplace and that their job security is not at risk when doing so," said Unions NSW gender equity officer Karen Willis.
"Explicit protection for ethical bystanders must be set out within Respect@Work and WHS laws so ethical bystanders are supported, not punished, for doing the right thing."
Instances of sexual harassment
The most common forms of sexual harassment observed by ethical bystanders include sexually suggestive jokes and comments, as well as leering and intrusive staring.
They have also witnessed unwanted touching or physical proximity, gendered exclusion and intimidation, as well as online or digital harassment.
A quarter of the respondents said they witnessed these behaviours more than a year ago, while some said they had seen them in the past month (10%) and the past year (17%).
Most perpetrators of these behaviours were identified as men (85%), according to the respondents, while most targets were women (84%).
The report noted that many of the witnesses were willing to intervene when witnessing harassment, but were held back by systemic barriers that prevent intervention and reporting.
"Many respondents said they did not intervene because previous complaints had been ignored, dismissed, or had led to retaliation," the report read.
"Some lost their jobs or were victimised for speaking up, reinforcing a culture of silence. Others described formal processes as ineffective or performative, especially where perpetrators were senior or well-connected."
'Ineffective' anti-harassment policies
In Australia, employers have a "positive duty" to take measures to eliminate sex discrimination, sexual harassment, and victimisation in the workplace.
However, while the Unions NSW report found that many workplaces had a sexual harassment policy, respondents considered them as "ineffective or tokenistic."
"It was just a box-ticking exercise, not meaningful at all," one of the respondents said in the report.
Manager, leadership training needed
The union offered training to employees to support cultural change in the workplace.
"Ethical bystander training gives workers the practical tools to step in safely - by speaking up, changing the dynamic, getting support, or following up later," Willis said.
The union leader added that they have a "critical role" in advocating for respectful workplace culture and nurturing relationships among colleagues.
"In our survey, union members expressed greater levels of confidence to report or intervene because they had a delegate present in their workplace," Willis said.
Employers across Australia have long been urged to carry out targeted training for leaders and managers to curb harassment in workplaces.
"Employers must identify risks, assess their likelihood and magnitude, and eliminate or minimise them," Lyndon Burke, founding partner at Burke Mangan Lawyers, previously said.
"That means having robust policies, staff and manager training, and a clear complaints process. These may seem like impositions, but the benefits are immense – a happier, more engaged workforce and a culture of respect."
