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, email@example.com.
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 originally asked for responses from organisations. But having listened to feedback from our members, we have made the survey anonymous.
You can still download our list of the questions, for your reference and research, before undertaking the survey on-line.
Survey extended until 18 Jan 2019.
When does the survey close?
18 January 2019.
How will the survey data be used? Will my organisation be identified?
No. We have listened to feedback about this sensitive issue from members and removed the requirement to provide of the person and organisations submitting so we can verify they’re DCA members.
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.
Request to employers - limited waiver of confidentiality obligations
Australian Sex Discrimination Commissioner, Kate Jenkins, is calling on Australian employers to issue a limited waiver of confidentiality obligations in non-disclosure agreements (NDAs) for the purpose of allowing people to make a confidential submission to the National Inquiry into Workplace Sexual Harassment.
NDA arrangements are commonly entered into as part of a settlement of a sexual harassment claim. They generally prohibit all parties to the agreement from talking about the claim to anyone. They are found across industries and employers big and small.
Commissioner Jenkins is asking employers to show their public support for a waiver as soon as possible (and no later than 30 November 2018), in order to give people time to make their submissions. Organisations issuing a limited waiver will be listed on the Commission’s website.
Read the letter to employers here: