Sexual harassment & respectful workplaces
Content warning: this page includes information on sexual and gender-based harassment and may be distressing for some people. See Support and contact if you or someone you know needs support.
Sexual and gender-based harassment
Under Australian laws, organisations and their employees have responsibility to take proactive and meaningful action to eliminate, as far as possible, and prevent sexual harassment and gender-based harassment at work.
The resources and information on this page will help you understand unlawful workplace sexual and gender-based harassment, the impacts of these behaviours, your responsibilities and how you're protected under the law.
While harassment on the ground of gender and sexual harassment can occur in combination, the behaviours constituting each differ in nature:
- Sexual harassment is any unwelcome sexual behaviour that a reasonable person could anticipate may make another person feel offended, humiliated or intimidated in that situation. It can also occur in a sexually charged or ‘hostile’ work environment, even if the conduct is not directed at a specific person.
- Gender-based harassment is unwelcome conduct of a seriously demeaning nature by reason of a person’s sex characteristics, sexual orientation, and/or gender identity in which a reasonable person would have anticipated the possibility that the person harassed would be offended, humiliated or intimidated.
Under the relevant legislation, all members of the Charles Sturt community have responsibilities, including:
- Employers - have a responsibility to do everything they reasonably can to make sure the workplace is safe including taking action to prevent, and respond to, workplace sexual harassment.
- Officers (key decision makers) - must exercise due diligence to ensure that the organisation complies with WHS obligations.
- Workers - are responsible for taking reasonable care of their own health and safety while at work, and not negatively impacting the health and safety of others. This includes not sexually harassing others and following reasonable instructions from their employer.
- Others in the workplace (e.g. customers, clients and patients) - are responsible for taking reasonable care of their own health and safety, and not negatively impacting the health and safety of others. This includes not sexually harassing others and following reasonable instructions relating to health and safety.
If you or someone you know is in a life-threatening situation, please:
Call Triple Zero (000)
for police, fire brigade or ambulance assistance
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Quicklinks
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Education and training
Building awareness and understanding is an important part of creating a safe, respectful and inclusive workplace.
Explore the resources in the tabs and information below to access training and resources to help recognise, prevent and respond to workplace sexual harassment.
The Respect@Work website brings together resources to support individuals and organisations to better understand, prevent and address workplace sexual harassment.
Strategies for Preventing Sexual Harassment is a 10-minute ELMO module that provides a practical introduction to recognising and preventing sexual harassment in and around the workplace.
You'll learn what sexual harassment is, how to identify behaviours that may constitute sexual harassment, and the impact these behaviours can have on individuals and workplace culture.
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What is sexual harassment? chevron_right
1 in every 3 people have experienced sexual harassment at work in the last five years. Despite the prevalence of sexual harassment in Australian workplaces, many people find it hard to define sexual harassment, and are not familiar with the wide range of behaviours that can constitute workplace sexual harassment.
The Strategies for Preventing Sexual Harassment ELMO explains what sexual harassment is and what could be sexual harassment in and away from the workplace.
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Who is responsible for preventing workplace sexual harassment? chevron_right
Everyone has the right to be safe while working. The law requires workers and organisations to prevent and address workplace sexual harassment. Those who do not adhere to their responsibilities can be held liable.
Complete the Strategies for Preventing Sexual Harassment ELMO to learn more.
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What can you do if you are sexually harassed at work? chevron_right
In Australia, sexual harassment in the workplace is against the law. Employers are legally responsible for ensuring that you have a safe working environment and for preventing workplace sexual harassment.
Sexual harassment can cause psychological and physical harm and should not be ignored. If you are sexually harassed in the workplace, there are a number of options you can take to get support, seek advice or report the behaviour.
If you have been involved in an incident of sexual or gender-based harassment, you can report it via your supervisor (where possible), the relevant Division of People and Culture Human Resources Business Partner or submit a complaint through the University’s complaint management system. In addition, you can make a formal report to the police.
See support and contacts below for further information.
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Workplace sexual harassment: key facts chevron_right
In 2022, the Australian Human Rights Commission conducted its fifth national survey on workplace sexual harassment.
Drawing on responses from more than 10,000 Australians aged 15 years and over, the survey provides valuable insights into the prevalence of workplace sexual harassment and workers’ views on how organisations are preventing and responding to it.
Support and contact
Support is available if you have been impacted by sexual harassment at work.
Complaints
Charles Sturt has a zero-tolerance approach to sexual harassment and expects staff to always conduct themselves in a respectful and professional manner.
If you have been involved in an incident of sexual or gender-based harassment, you can report it via your supervisor (where possible), the relevant Division of People and Culture Human Resources Business Partner or submit a complaint through the University’s complaint management system. In addition, you can make a formal report to the police.
Support
Workplace sexual and gender-based harassment can have significant impacts on the health and wellbeing of any person who experiences or witnesses it. A range of free support services are available including:
- 1800RESPECT – 24/7 confidential counselling and support. Phone: 1800 737 732 or visit 1800respect.org.au
- Lifeline – 24/7 crisis support and suicide prevention. Phone: 13 11 14 or visit lifeline.org.au
- 13Yarn – 24/7 culturally safe crisis support for First Nations people. Phone: 13 92 76 or visit 13yarn.org.au
- Mensline – free confidential counselling and support for men. Phone: 1300 78 99 78 or visit mensline.org.au
- Converge, Charles Sturt’s Employee Assistance Provider (EAP) is available to all staff and critical incident support is available for any staff who have been exposed to a traumatic event at work, they also provide support to managers. Phone: 1300 687 327 or learn more about the EAP