More than a quarter of employers failing to monitor prevalence of sexual harassment

New Workplace Gender Equality Agency data shows that more than a quarter of Australian employers are failing to monitor the prevalence of sexual harassment within their workplace.

New Workplace Gender Equality Agency data provides a first look at how employers are tracking following the introduction of the positive duty to provide a safe workplace for all employees. Picture: iStock

More than a quarter of Australian employers are failing to monitor the prevalence of sexual harassment in their workplace, new data shows.

The Workplace Gender Equality Agency figures reveal that while almost 99 per cent of employers have policies to prevent sexual harassment and discrimination, 28 per cent are failing to monitor how prevalent it is.

Monday’s data release, which provides the first look at how employers are tracking following the introduction of the positive duty to provide a safe workplace for all employees, was taken from more than 7000 medium and large employers, covering more than 5 million Australian employees.

The agency reported that while 85 per cent of chief executives were highly engaged in reviewing, signing off on and communicating sexual harassment and discrimination policies, just over half of their boards were similarly involved.

It also found that while 98 per cent of workplaces had comprehensive processes for disclosing instances of sexual harassment to HR or designated staff, only 68 per cent had implemented an anonymous disclosure process.

“The ability to protect a reporter’s identity with anonymous disclosure is important, given widespread underreporting of these serious issues,” the agency said.

Nearly 88 per cent of employers reported offering training on the prevention of sexual harassment and discrimination.

Workplace Gender Equality Agency chief executive Mary Wooldridge. Picture: Martin Ollman/NCA NewsWire

Workplace Gender Equality Agency chief executive Mary Wooldridge said employers’ new positive duty meant taking effective action should begin, but not end, with a high-quality workplace policy.

“While we are seeing comprehensive policy coverage, this is only a critical first step,” Ms Wooldridge said.

“Long-term culture change within organisations also requires employees and company leaders to know the policy, understand what’s in it, and the part they play in its implementation.”

Ms Wooldridge said that while employers were training employees on how to respond to complaints, they now also had a responsibility to stop sexual harassment before it started.

The results come after it was revealed that 30 cases of serious wrongdoing had been reported to parliament’s new HR body within its first nine months of operation.

The Parliamentary Workplace Support Service’s annual report said it had managed 339 cases between October 1 last year and June 30, with 30 falling within the category of rape and sexual assault, assault, sexual harassment, harassment, stalking and intimidation.