In an ideal world, everyone should be able to live, work, and thrive without fear of harassment or discrimination. However, the unfortunate reality is that sex-based and sexual harassment
continue to be pervasive issues in many workplaces.
The Watchout Training and Traffic Control team has implemented the #WTTCZERO Say No to Sex Based and Sexual Harassment campaign to foster a work environment where everyone feels safe, respected, and empowered.
What Is Sex Based Harassment?
Harassment on the ground of sex is where:
- a person engages in “unwelcome conduct of a seriously demeaning nature” in relation to another person by reason of another person’s sex (or a characteristic appertaining generally or generally imputed to that person’s sex, e.g. gender stereotypes); and
- in circumstances where “a reasonable person, having regard to all the circumstances, would have anticipated the possibility that the person harassed would be offended, humiliated or intimidated”
What is Sexual Harassment?
- Sexual harassment is any unwelcome conduct where a reasonable person would have anticipated the possibility that the other person would be offended humiliated or intimidated by the conduct.
- It may be unwelcome touching or other physical contact, remarks with sexual connotations, smutty jokes, and requests for sexual favours, leering or the display of offensive material.
Sexual harassment and sex-based harassment has nothing to do with mutual attraction; such friendships are a private matter.
Sexual harassment or sex-based harassment can be a single incident; it depends on the circumstances. Obviously, some actions or remarks are so offensive that they constitute sexual or sex-based harassment in themselves, even if they are not repeated.
Other single incidents, such as an unwelcome invitation to go out or unwelcome compliments, may not constitute harassment if they are isolated incidents but could be termed as sexual or sex-based harassment if the behaviour continues over a period of time.
Sexual and sex-based harassment may occur in or out of the office and may occur during work functions or off time.
Individuals should appropriately and clearly discourage unwelcome attention at the time that it occurs. There is no onus on the person being harassed to complain of this conduct, for many persons may find it difficult to speak up.
If you are being harassed, you should contact the Director and request an investigation. If your complaint involves the Director, your complaint should be raised with the Fair Work Ombudsman or the Australian Human Rights Commission.
If you know someone in the workplace is experiencing sexual or sex-based harassment, you can report it with their consent. Should you not be satisfied with the results of the internal investigation, you can invoke the Grievance Procedure.
We will investigate all reported cases. This process can take up to or more than 4 weeks. This is to ensure confidentiality and fairness to all parties involved.
Any case of sexual or sex-based harassment should be discussed with your direct supervisor or HR Manager and NO OTHER EMPLOYEES.
Email feedback@mbcrecruitment.com.au or sunette@mbcrecruitment.com.au
