Workplace Sexual Harassment Inquiry

Submissions
Topics Gender
Business person holding a sign over their face with the word STOP on it.  In the other hand the person is holding a megaphone. Text adjacent to the megaphone reads Sexual Harassment in Australian Workplaces.

According to the Australian Human Rights Commission, in the last 12 months, 23% of women and 16% of men have experienced sexual harassment at work in Australia.

DCA is passionate about stopping the scourge of sexual harassment at work, and we believe a key way to do this is by highlighting the work being done by DCA members.

We are making a submission on behalf of our members to the Australian Human Rights Commission’s National Inquiry into Sexual Harassment in Australian Workplaces to assist the Sex Discrimination Commissioner, Kate Jenkins, to formulate recommendations for change.  Our submission will be focused on what leading organisations are doing to prevent and respond to workplace-related sexual and sex-based harassment, and the resources that Australian organisations need to make workplaces safer for everyone.

To inform our submission we have designed a survey for D&I practitioners, legal teams and other interested parties in your organisation to tell us about the policies and programs you have in place at your organisation, and what resources would be helpful for organisations to prevent sexual harassment at work.

The Australian Human Rights Commission has also specifically asked DCA to collect examples of leading practice responses to workplace-related sexual and sex-based harassment from our members. To share examples of best practice, please contact Cathy Brown, Policy & Research Manager, cathy@dca.org.au.

The survey should take no longer than 25 minutes.

Please note that DCA’s submission will not be investigating or making findings about individual allegations of sexual harassment as part of the Inquiry. For information on making a complaint, or for support please refer to the resources available here.

Tips on preparing your submission

Our submission will be focused on what leading organisations are doing to prevent and respond to workplace-related sexual and sex-based harassment, and the resources that Australian organisations need to make workplaces safer for everyone.

We are accepting only one response to our survey per DCA member organisation, so before getting started, we recommend you consult across your organisation.

1. Identify the relevant people in your organisation to provide input into the submission

Please note that each organisation can provide only one response to our survey. We are asking you to consult with your colleagues in D&I, legal, HR and other interested areas before making a submission.

2. Download the consultation questions to have a read over before submitting your answers.

Download our list of the questions, for your reference and research, before undertaking the survey on-line.

Download survey questions as a PDF document 

3. Have a look at the conversations toolkit from the Human Rights Commission to help guide your internal discussions:

The Have Your Say Conversations Toolkit has been designed to help interested individuals or groups within Australian workplaces, communities and groups to conduct facilitated conversations to inform the National Inquiry.

Survey closes 29 November 2018 5.00pm AEDT

Take the survey

 

FAQs

When does the survey close?

​29 November 2018. 

How will the survey data be used? Will my organisation be identified?

The survey will be aggregated and organisations won’t be identified. However, we do ask for details of the person and organisations submitting so we can verify they’re DCA members (and also that each orgnisation only responds the once). 

Usually we report as an appendix the names of organisations that respond to our surveys, unless someone asks to remain anonymous. 

Will leading practice examples be identified?

Yes. We want to highlight the great work that DCA members do. 

In addition to the survey, we are also asking for case studies / vignettes / examples of policies that are leading practice which will be identified. Kate Jenkins’ office have specifically asked for this so they can point to leading practice in their guidelines. 

However, if you would prefer, it is possible to share policy / practice anonymously.