Key Takeaways
- 15% of incidents of sexual harassment in Australia happen at work social events
- Sexual harassment can include unwanted touching, staring, requests to go on dates, sexual jokes, and displays of rude pictures
- 77% of people sexually harassed at work were harassed by a man
- Bystanders can make a difference by speaking up or distracting the harasser
- Employers have a legal duty to take preventative action against sexual harassment connected with work
Introduction to the Problem
With less than a month until Christmas, end-of-year work parties are now well underway. For many, it’s a chance to celebrate the end of a long year. However, these events can also be a breeding ground for sexual harassment. According to recent statistics, more than one in six incidents of sexual harassment in Australia happen at work social events. This can include unwanted touching, staring, requests to go on dates, sexual jokes, and displays of rude pictures. Community and legal centres are preparing for an influx of cases over the coming weeks, and it’s essential for both employees and employers to be aware of the risks and take steps to prevent them.
Understanding Sexual Harassment
Sexual harassment at work can take many forms, and it’s crucial to recognize the signs. The Australian Human Rights Commission’s most recent national survey on sexual harassment in workplaces found that 77% of people sexually harassed at work were harassed by a man. Of those who experienced workplace sexual harassment in the last five years, 91% of women and 55% of men were harassed by men. The survey also revealed that 9% of women and 44% of men were harassed by women. It’s essential to understand that sexual harassment can happen to anyone, regardless of their gender or position in the workplace.
Risk Factors and Prevention
Research has identified several risk factors that contribute to sexual harassment at work parties. These include invisibility, where there are few witnesses, and close proximity, where individuals are stuck in a car or crowded area with little chance of escape. To prevent sexual harassment, employers can take steps such as sending strong signals that harassment or assault at the work party will be treated as seriously as in the workplace. Managers can also provide training and support to employees, and encourage a culture of respect and inclusivity. It’s also crucial for bystanders to take action when they witness or hear about sexual harassment.
The Role of Bystanders
Bystanders can play a significant role in preventing sexual harassment. The Human Rights Commission’s latest survey on workplace sexual harassment found that over a third (35%) of bystanders take action when they see or find out about sexual harassment at their work. Men can be particularly effective allies in this situation, with data showing that male bystanders are slightly more likely to take action than women. To make a difference, bystanders can speak up to challenge the harassment or try distraction techniques, such as approaching the person being harassed and saying, "Sorry to interrupt, I need to speak to you." If bystanders are not comfortable speaking up, they can still let the person being harassed know that they are there for them.
Supporting Victims and Survivors
If someone discloses harassment or assault to you, it’s essential to respond with empathy and support. Being believed matters, so avoid asking questions like "are you sure that’s what happened?" Instead, respond with a statement like, "I’m so sorry that happened, thank you for telling me. Are you OK? What would help you feel safe?" It’s also important to avoid telling the victim what to do, and instead offer support and resources. Employers can provide training and support to employees on how to respond to disclosures of harassment or assault, and ensure that they have access to resources and services.
Employer Responsibilities
All Australian businesses, big or small, now have a legal duty to take preventative action against a number of "unlawful behaviours" — including sexual harassment connected with work. This "positive duty" has been in force since the end of 2022, and employers must take steps to prevent sexual harassment and ensure that their employees feel safe and supported. This can include providing training and support, sending strong signals that harassment or assault will not be tolerated, and taking prompt action when incidents occur. By taking these steps, employers can help prevent sexual harassment and create a safe and respectful work environment.
