The Respect@Work reforms, passed by Parliament last week, deliver the most significant initiative to stamp out sexual harassment in decades.
The Australian Human Rights Commission’s (AHRC) most recent national survey on workplace sexual harassment revealed that a third of people who had been in the workforce in the previous five years had experienced workplace sexual harassment.
Victims of sexual harassment can be profoundly impacted by their experiences, which can include emotional, physical, psychological and financial harm.
There are also broader systemic costs of sexual harassment. Deloitte Access Economics estimates that the annual cost to the economy from sexual harassment is $3.8 billion which includes $2.6 billion in lost productivity.
The AHRC welcomed the passage of the Sex Discrimination and Fair Work (Respect at Work) Amendment Bill 2021.
The Bill contains important reforms to address sexual harassment in Australian workplaces which were recommended by the AHRC following its National Inquiry into Sexual Harassment in Australian Workplaces, Respect@Work.
The Respect@Work report made 55 recommendations including 12 recommendations for legislative reform at the federal level, six of which are addressed by the Bill in whole or in part.
“The Commission looks forward to working with government to progress our other legislative recommendations at the earliest opportunity,” it said.
“We will continue to work with government, regulators, workers, unions, employers, advisers and the community to advance the full suite of recommendations, including through the work of the Respect@Work Council.”
The Australian Chamber of Commerce and Industry (ACCI) also welcomed the news, stating that the legislation sends a clear message that sexual harassment is never okay and that there is no place in society for such behaviour.
“[These] changes are a practical step in ensuring Australian workplaces can be free of sexual harassment,” ACCI Chief Executive, Andrew McKellar said.
“Everyone has the right to be safe at work. Employers do not want sexual harassment in our workplaces, just as the community at large does not want sexual harassment in our society.”
“Employers support these practical measures to assist with the early resolution of sexual harassment matters, and to ensure that they have the right tools to maintain a safe workplace,” Mr McKellar said.
“The Respect@Work legislation compliments wider initiatives currently underway that will contribute to creating safe and respectful workplaces. Education and primary prevention, in particular, will be important to stamp out deep-seated, preconceived inappropriate attitudes before people enter the workplace.”