Foreword - Effectively preventing and responding to sexual harassment: A Code of Practice for Employers (2008)
Effectively preventing and responding to sexual harassment: A Code of Practice for Employers
Foreword from Elizabeth Broderick, Sex 
Discrimination Commissioner
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Welcome to the 2008 edition of Effectively preventing and responding to sexual harassment: A Code of Practice for Employers (Code of Practice). This publication provides practical guidance to employers on how to meet their legal obligations to prevent and manage sexual harassment in the workplace.
Sexual harassment remains a serious challenge for employers in Australia. A telephone survey conducted in 2008 by the Australian Human Rights Commission found that 22% of women and 5% of men have experienced workplace sexual harassment at some time.
Disturbingly, the telephone survey found that there is a significant lack of understanding as to what sexual harassment is. Around one in five respondents who expressly said they did not experience sexual harassment according to the definition in the Sex Discrimination Act 1984 (Cth), went on report experiencing behaviours that may in fact be sexual harassment under the law.
The results from the telephone survey suggest that organisations need to reassess the way their staff are trained to identify and deal with sexual harassment. Training should be behaviourally based so that everyone understands the types of behaviours that are unacceptable in workplaces.
The good news about sexual harassment is that there are simple steps we can take to prevent it from happening.
There is also a clear-cut business case to support taking preventative action against sexual harassment. The telephone survey found that sexual harassment often escalates over time from non-physical behaviours such as sexually suggestive jokes to more serious behaviours such as unwelcome and inappropriate physical contact.
Creating a culture that does not tolerate sexual harassment and taking swift and decisive action to stop sexual harassment before it escalates can impact on the bottom line by reducing the risk of absenteeism, lost productivity, staff turnover and low morale.
I challenge all employers to show leadership on this issue. By taking a strong stance on sexual harassment, employers can send a clear message to employees that there is no place for sexual harassment in their workplace.
It has been nearly a quarter of a century since the Sex Discrimination Act 1984 (Cth) was introduced in Australia, yet sexual harassment remains deeply embedded in our workplaces. With a concerted effort from all, we can work towards an Australia where our workplaces are free from sexual harassment.
Elizabeth Broderick
Sex Discrimination Commissioner and
Commissioner responsible for Age Discrimination
Australian Human Rights Commission