WARNING: THIS WEBSITE MENTIONS SEXUAL HARASSMENT. IF YOU ARE TRIGGERED BY ANY OF THIS CONTENT AND ARE LOOKING FOR SUPPORT, CLICK HERE

WARNING: THIS WEBSITE MENTIONS SEXUAL HARASSMENT. IF YOU ARE TRIGGERED BY ANY OF THIS CONTENT AND ARE LOOKING FOR SUPPORT, CLICK HERE

Use your influence

We, CEW members, have power to create positive change.

As leaders, we can step up – not just to comply with the new positive Australian duty, but to create and maintain a safe and respectful culture in workplaces where everyone can thrive.

Show that you are committed to preventing and appropriately responding to harmful behaviours in your workplace by using your influence today.

Download the Member Talking Points & Fast Facts below for your next staff meeting, emails, or speaking opportunity.

Download Member Talking Points 

Download Fast Facts 

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Respect is Everyone’s Business is about equipping everyone, especially leaders with influence, with the tools to create safe and respectful workplaces.

We encourage all leaders to use and share these resources in their spheres of influence and help eliminate and prevent sexual harassment in their workplace even before it happens.

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    We need to set the tone and lead from the top. With this in mind, here are examples of some things we should never say or accept from others:

    • A bullying and harassment policy should be enough to deal with sexual harassment and related inappropriate conduct.
    • We have low report rates of sexual harassment and related inappropriate conduct, so it’s not a problem at this organisation.
    • We have a reporting hotline which is well publicised, but we don’t get many calls about sexual harassment or related inappropriate conduct, so it’s not an issue here.
    • I have been in this industry for decades and I have never seen it, so it mustn’t be happening.
    • That’s the remit of our HR team. If there were ever a big issue, they would escalate it to us.
    • Our staff engagement scores are terrific and there is no indication of there being a sexual harassment problem here. That means we’re doing enough.
     
    Most cultural issues aren’t hiding in plain sight. Often, it’s the things that aren’t being talked about that we need to be concerned about. Research tells us that sexual harassment is common and that it’s significantly under reported. In fact, increased reporting can indicate greater psychological safety and a culture of trust that the organisation takes sexual harassment seriously. We have a positive duty to prevent sexual harassment and related inappropriate conduct, and to continuously assess and evaluate whether we are meeting the requirements of the duty. 
     

    We need to ensure our people feel safe to come forward and report instances of sexual harassment or related inappropriate conduct in the workplace. The only way they’ll do this is if they can see that leadership takes this issue seriously.

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    We take the health and wellbeing of our people very seriously. We work hard to improve our safety outcomes and reduce injuries, and overall we do a good job of preventing physical harm to our people.

    As we have seen in many other organisations, sexual harassment is more prevalent than a lot of people think. This represents a real risk to keeping people safe in the workplace, and to our people’s wellbeing and productivity.

    It can also cause significant damage to our reputation, our brand as an employer of choice, lost business, and to our corporate standing. If we fail to take steps to address this conduct, we may be subject to enforcement action and/or civil penalties. Our organisation may also be held liable for inappropriate conduct committed by our employees unless we took all reasonable steps to prevent the conduct occurring. 

    We need to make it crystal clear to everyone in the organisation that we have zero tolerance for any form of sexual harassment. We will always take appropriate action when sexual harassment or related inappropriate conduct occurs. We seek to prevent these unlawful behaviours and to have a zero-harm workplace. We welcome the new Australian positive duty placed on organisations by the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 and commit to implementing its provisions in a timely fashion and demonstrating our leadership. 

    We need to treat sexual harassment and related inappropriate conduct risks as we would any other physical or psychological risk in the workplace. We already have existing systems and processes in place for identifying and mitigating workplace health and safety risks and hazards, and for defining our desired safe and respectful culture. 

    We need to embed these sexual harassment response frameworks into our existing risk reporting practices and organisational culture, so all forms of sexual harassment and related misconduct are eradicated.

    We can’t afford to wait on this; we need to act urgently. 

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    Sexual harassment is any unwelcome sexual advance, request for sexual favours or other conduct of a sexual nature. It’s not only a human rights issue, which is unlawful under the Sex Discrimination Act, but also a workplace health and safety (WHS) risk which can cause significant psychological, physical, reputational and financial harm.

    Existing systems and processes for managing WHS risks and hazards should be used to eliminate the risks and control the likelihood of sexual harassment occurring in the workplace.

    Board members and senior executives have a duty to address this. Everyone deserves to work in a safe, respectful and inclusive environment. Respect is everyone’s business.

    Sexual harassment is any unwelcome sexual advance, request for sexual favours or other conduct of a sexual nature. It’s not only a human rights issue, which is unlawful under the Sex Discrimination Act, but also a workplace health and safety (WHS) risk which can cause significant psychological, physical, reputational and financial harm.

    Existing systems and processes for managing WHS risks and hazards should be used to eliminate the risks and control the likelihood of sexual harassment occurring in the workplace.

    Board members and senior executives have a duty to address this. Everyone deserves to work in a safe, respectful and inclusive environment. Respect is everyone’s business.