Sexual harassment in the workplace
According to the Australian Human Rights Commission, in 2018, 23% of women and 16% of men have experienced sexual harassment at work in Australia.
Sexual harassment has been unlawful in Australian workplaces since 1984 and so for well over three decades, employers have invested in policies, awareness raising, and training. But it remains as prevalent as ever.
DCA members are at the forefront of responding to and preventing sexual harassment in organisations across Australia. We know from their experience that a critical stumbling block for organisations are the myths about what sexual harassment is, its impact on organisations and individuals, and what we can do stop it.
To assist, DCA has produced a myth-buster which challenges the common misconceptions which have allowed these sexual harassment statistics to rise despite the #MeToo movement. The guide provides detailed frameworks for action on each of the myths listed below so that employees and workplaces can stand up for safety and respect at work.
Top myths and facts on sexual harassment
Myth #1: People who get offended just can’t take a joke or are too sensitive
Reality: Its not funny if it’s at someone else’s expense
Myth #2: Its just boys being boys
Reality: Actually, boys are better than that
Myth #3: You should take it as a compliment
Reality: If it’s not welcome, it’s not a compliment
Myth #4: But they’re one of our top performers…
Reality: Lack of action now will cost more down the track
Myth #5: It’s all gone too far – we can’t say or do anything these days!
Reality: If it’s respectful and safe, then its OK!
Myth #6: I don’t want to get involved – it’s none of my business
Reality: It’s everybody’s business – the standard we walk past is the standard we accept
Myth #7: It only happens to [straight-cis] women
Reality: It happens to people of all genders and sexual orientations
Myth #8: It’s mainly just senior men taking advantage of their secretaries
Reality: Sexual harassment is about power. And power at work isn’t just about seniority.
Download the sexual harassment in the workplace myth buster (PDF – 7.6 MB)
Want to use our research?
DCA encourages members to access and utilise our research and come under our Terms of Use and Privacy Statement.
Where you wish to refer to our research publicly, it must be correctly attributed to DCA.
- Formal attribution to DCA is required where references to DCA research material are in a written format.
- Citing DCA as a source will suffice where the reference is made in a verbal format.
Notwithstanding, members must not provide links or detailed information about member-only information.
The suggested citation for this report is:
Diversity Council Australia, Myth Busting Sexual Harassment at Work, Sydney, Diversity Council Australia, 2019.
For more information on use of member-only content and copyright, please see our Membership Terms and Conditions.
To request an accessible alternative format of any document, please email admin@dca.org.au. Please let us know which format you need and for which document. While DCA will do its best to provide you with the alternative you need, please be aware that not all formats may be available.
Gain Full Access with DCA Membership!
DCA members get access to cutting-edge research, valuable toolkits & guides and inspiring events designed to support your D&I journey.
If your organisation has just signed up, your access will be activated as soon as payment is received.