The true prevalence of sexual harassment in the workforce is likely to be much higher than official figures.
IN her message for the 16 Days in WA to Stop Violence Against Women campaign starting November 25, Women’s Interests Minister Simone McGurk drew attention to the continued incidence of sexual harassment in Western Australian workplaces, and the damage it causes to women.
Workplace sexual harassment is defined as unwelcome and unreasonable sex-related conduct that can offend, humiliate or intimidate victims.
It is condemned as a form of sexual discrimination and a violation of human rights.
The state government’s awareness of the issue is underscored by the recent Inquiry into Sexual Harassment Against Women in the FIFO Mining Industry, which follows multiple reports of sexual harassment in the mining sector.
The issue has been raised at the national level, too, not least in the National Inquiry into Sexual Harassment in Australian Workplaces through the Respect@Work Sexual Harassment National Inquiry Report.
Yet despite this growing awareness of the problem, sexual harassment remains highly pervasive.
A total of 511 complaints related to employment were made to the Equal Opportunity Commission (EOI) WA in 2021-22.
Of these, around half were from women. However, sexual harassment featured among the top three workplace complaints filed to the EOI WA last year, with 29 out of 33 (88 per cent) complaints made by women.
And it’s important to remember that the true prevalence of sexual harassment in the workforce is likely to be much higher, with many harassment experiences not reported due to stigma and fear of retaliation.
Women experience far higher harassment rates in male-dominated workplaces, a fact reinforced by the disproportionately high rates of sexual harassment complaints submitted by women working in mining, construction and warehousing last year.
The experiences of workplace sexual harassment have highly damaging effects on the physical and mental health of survivors.
Workplace sexual harassment imposes significant costs on organisations, from increased staff turnover and absenteeism to lower individual and group productivity.
Businesses also face the loss of managerial time to investigate sexual harassment complaints, as well as legal expenses, litigation costs and the payment of damages to victims.
Recent estimates suggest that workplace sexual harassment in Australia cost $2.6 billion in lost productivity and $0.9 billion in other financial costs, with each case of harassment representing around four working days of lost output.
So, what can be done to prevent workplace sexual harassment from occurring?
Businesses need to be both clear and consistent in addressing sexual harassment as a workplace safety issue.
Employer tolerance and a lack of awareness among employees of the sorts of behaviours that constitute sexual harassment are likely to contribute to its occurrence.
Organisations need to put in place anti-harassment policies and training programs that clearly disincentivise behaviours that constitute sexual harassment, as well as safe pathways to report cases of harassment.
Breaking down the gender concentrations in male-dominated industry sectors or occupational roles is known to elevate respect at work.
Research also suggests that gender stereotypes – a significant factor in the cultivation of damaging workplace cultures – can be altered by the greater integration of women and men in shared work environments.
• Associate Professor Astghik Mavisakalyan is a principal research fellow at Bankwest Curtin Economics Centre
