Influencing workplaces to combat sexual harassment demands a paradigm shift.

Heard of the new workplace sexual harassment laws that brings obligations onto all Directors?

The Australian Human Rights Commission’s (AHRC) Positive Duty Guidelines, provides a framework that propels organisations of all sizes towards proactive prevention of sexual harassment. This framework serves as a tool for organisation’s irrespective of their size, to proactively address and prevent sexual harassment – with the aim of fostering a “more respectful workplace environment”.

Check out the guidelines here: 

In acknowledging the prevalence of sexual harassment in workplaces globally (sexual harassment is defined as any unwelcome conduct of a sexual nature resulting in offense, humiliation, or intimidation), this issue often creates hostile working environments and subjects individuals to victimisation.

The stats tell us 41% of Australian women and 26% of men experienced sexual harassment in the last five years, and 89% of women and 64% of men will face such challenges at some point in their lives.

While the Federal Sex Discrimination Act 1984 explicitly deems sexual harassment unlawful, a nuanced and multifaceted approach is essential for effective resolution and compliance with new obligations.

Recent amendments to the Fair Work Act 2009 now render sexual harassment unlawful, placing the onus on employers to prevent and address sexual harassment. The AHRC’s guidelines are here to guide Employers through this journey, making sure we’re not just reacting but being proactive in making things better by empowering workers to seek resolutions.

Let’s break it down. There’s a bunch of fundamental components to getting this right – in the eyes of the AHRC. Leadership, Culture, Knowledge, Risk Management, Support, Reporting and Response, and Monitoring, Evaluation and Transparency.

Leadership is all about the executive team leading the way, making sure all employees are behind respect and equality in your workplace. Knowledge is like the info hub – everyone needs to be on the same page. Then, get savvy with proactive risk management and support systems that focus solely on the people.

The big picture is making your team feel comfortable about reporting stuff they feel may be problematic, it’s a big step in building trust. Making sure it’s known that these reports are confidential, so your employees feel safe and doing regular check-ins plus being open about what the company is up to.

The guidelines require Employers to make sure you’re not just ticking boxes; you’re creating a place where everyone feels safe, respected, and heard – it’s going beyond the basics and creating a positive workplace environment.

The AHRC insists this change can’t just about word of mouth – rather – its about leaders taking it seriously, understanding the issue, and implementing the standards.

Organisations that take on this challenge will not only fulfil legal obligations but also foster cultures of respect, equality, and safety.