'Sexual harassment cannot be handled behind closed doors or treated as a standalone HR matter'
Preventing work-related sexual harassment requires consistent organisational implementation that goes beyond treating it merely as an HR matter, according to the Australian Institute of Health & Safety (AIHS), in a new statement released ahead of International Women's Day.
Australia's leading workplace health and safety body said in its position paper that business leaders and employers should treat sexual harassment as a preventable workplace health and safety risk.
"Every worker has the right to feel safe, respected, and supported at work. Preventing sexual harassment is essential to protecting women's wellbeing, confidence, and participation in the workforce," said AIHS chair Celia Antonovsky.
"Sexual harassment cannot be handled behind closed doors or treated as a standalone HR matter. It is a workplace hazard that can cause serious psychological, physical, social, and economic harm, and it must be systematically prevented."
International Women's Day reminder
The AIHS issued the statement ahead of International Women's Day on 8 March, saying it's a timely reminder that safe and respectful workplaces are fundamental to equality.
"This International Women's Day, and every day, all Australian businesses have a responsibility to take proactive steps to systematically build workplaces grounded in safety and respect," she said.
"Sexual harassment is still far too common, and women continue to be disproportionately affected, but it can be prevented."
Data from the Australian Bureau of Statistics revealed that women are significantly more likely to experience sexual violence than men, with 318,000 women reporting work-related sexual violence since the age of 15.
To address the problem, the Australian government has introduced "positive duty" in workplaces, imposing the responsibility on employers to prevent sexual harassment at work.
But a separate report from the AIHS found that only 60% of WHS professionals believe workers feel safe to report incidents.
"These figures remind us that persistent barriers to reporting still exist and that deeper cultural challenges remain within workplaces," Antonovsky said.
"Too many workers do not feel safe or supported to speak up, and sexual harassment continues to be under-recognised as a serious workplace health and safety risk."
Addressing workplace sexual harassment
Antonovsky stressed that addressing workplace sexual harassment requires embedding prevention into everyday workplace health and safety systems.
It should also be part of leadership decisions, workplace culture, and HR collaboration to protect all workers.
In its position paper, the AIHS suggested the following risk mitigation priorities for employers:
- Prioritise prevention by design, including:
- Appropriate workload and supervision arrangements.
- Safe physical environments.
- Secure accommodation and transport.
- Reduction of isolated and remote work risks.
- Clear organisational structures and reporting lines
- Move beyond reliance on policies and training by implementing higher-order controls that address root causes.
- Establish psychologically safe, confidential and accessible reporting mechanisms, including options outside line management.
- Manage sexual harassment risk arising from interactions with third parties, including customers, clients, patients, students, visitors, and contractors.
- Ensure investigations are independent, competent, timely and trauma-informed.
- Provide proportional responses and ongoing support to affected workers.
- Demonstrate visible leadership commitment through consistent action and accountability
"Sexual harassment is a preventable workplace health and safety risk. Through strong leadership, integrated systems, prevention-by-design and positive workplace cultures, organisations can eliminate sexual harassment," the AIHS said in its paper.
