The Australian Human Rights Commission has released a landmark report revealing the systemic barriers faced by people who experience workplace sexual harassment-and outlining urgent reforms needed to drive lasting, meaningful change.
The Speaking from Experience report outlines 11 key recommendations to better address workplace sexual harassment. These include amending the Sex Discrimination Act 1984 to limit the use of confidentiality and non-disclosure agreements, increasing funding for specialist support services and introducing civil penalties for employers who breach their Positive Duty under the Act.
The new report marks the delivery of the final recommendation of the Commission's Respect@Work report, released in March 2020. "These solutions to prevent workplace sexual harassment come from listening to those who have lived it," says Sex Discrimination Commissioner Dr Anna Cody. "We heard the experiences of more than 300 Australians from diverse backgrounds, who told us what needs to change in addressing workplace sexual harassment.
"Workers shouldn't have to choose between their safety and their livelihood," says Dr Cody. "Workplace sexual harassment can affect every part of life, and people who experience it often have the least amount of power: those in insecure work, who are younger, on temporary visas, facing racism, ableism, homophobia, language barriers and other forms of discrimination.
"While it is a final crucial step in the Commission's Respect@Work agenda, there is still plenty of work to be done. The report calls for real action, accountability, and cultural shifts for everyone to be safe and respected at work."
The consultations also generated a series of free resources to help workers and employers understand their rights and responsibilities under the new Positive Duty at work. You can find the resources here: https://humanrights.gov.au/our-work/sex-discrimination/workplace-sexual-harassment-resources
A launch event will take place in Parramatta on Thursday 26 June. Key stakeholders and community partners of the consultations will attend, as well as leading workplace gender equality advocates.
