Information on addressing workplace sexual harassment internally (inside your organisation).<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/circlegreen.org.au\/get-help\/” button_text=”Get help” _builder_version=”4.25.1″ _module_preset=”default” custom_button=”on” button_text_color=”#FFFFFF” button_bg_color=”gcid-3882e00a-c4d4-4eab-87fe-1ee2c0783f21″ button_border_width=”0px” custom_margin=”||16px|||” custom_padding=”5px|32px|5px|32px|false|false” locked=”off” global_colors_info=”{%22gcid-3882e00a-c4d4-4eab-87fe-1ee2c0783f21%22:%91%22button_bg_color%22%93}”][\/et_pb_button][et_pb_button button_url=”https:\/\/circlegreen.org.au\/resource\/language-help\/” url_new_window=”on” button_text=”Language help” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_text_color=”#ffffff” button_bg_color=”#33b7b9″ button_border_width=”0px” custom_margin=”10px|||||” custom_padding=”5px|32px|5px|32px|false|false” locked=”off” global_colors_info=”{}”][\/et_pb_button][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.19.4″ _module_preset=”default” custom_css_main_element=”margin:auto;” global_colors_info=”{}”][et_pb_image src=”https:\/\/circlegreen.org.au\/projects\/wp-content\/uploads\/2023\/01\/workplace-respect-logo.png” title_text=”workplace-respect-logo” url=”https:\/\/circlegreen.org.au\/projects\/workplace-respect\/” _builder_version=”4.27.4″ _module_preset=”default” width=”50%” module_alignment=”center” custom_margin=”0px||||false|false” custom_margin_tablet=”64px||||false|false” custom_margin_phone=”64px||||false|false” custom_margin_last_edited=”on|tablet” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.25.1″ _module_preset=”default” background_color=”#FFFFFF” custom_margin=”||||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.25.1″ _module_preset=”default” width=”83.5%” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.22.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font_size=”18px” header_font=”Noto Sans|700|||||||” header_text_align=”center” header_font_size=”52px” header_line_height=”1.3em” custom_margin=”||||false|false” custom_padding=”0px||||false|false” global_colors_info=”{}”]<\/p>\n <\/em><\/span><\/p>\n <\/em><\/span><\/p>\n This page is provided as general information only and is not intended to be a substitute for legal advice. By using the information on this page, you agree to our full disclaimer.<\/a><\/em><\/span><\/p>\n Employers have a positive duty to take all reasonable steps to prevent workplace sexual harassment from happening in the first place.<\/span><\/p>\n If you tell your employer that you have been sexually harassed, or they should have known that it was happening, they must act to stop it and prevent it from happening again.<\/span><\/p>\n Workers are also legally protected from victimisation. This means that they should not have any action taken against them by their employer for making a complaint.<\/span><\/p>\n To learn more about rights and responsibilities of workers and employers, click here<\/a>.<\/span><\/p>\n You can choose to:<\/em><\/span><\/p>\n <\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”rgba(51,183,185,0.15)” min_height=”393px” custom_margin=”-3px||0px||false|false” custom_padding=”6px||0px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_heading title=”Keep records” _builder_version=”4.27.4″ _module_preset=”default” title_font=”|700|||||||” title_text_align=”center” title_text_color=”#000000″ title_font_size=”48px” custom_margin=”18px||||false|false” global_colors_info=”{}”][\/et_pb_heading][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”2_5,3_5″ _builder_version=”4.22.2″ _module_preset=”default” width=”83.5%” custom_padding=”|0px||||” global_colors_info=”{}”][et_pb_column type=”2_5″ _builder_version=”4.22.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/circlegreen.org.au\/projects\/wp-content\/uploads\/2023\/01\/Escalate_illustrationD1-1.png” title_text=”Escalate_illustrationD1″ _builder_version=”4.22.2″ _module_preset=”default” custom_padding=”|82px|0px|97px||” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”3_5″ _builder_version=”4.22.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font_size=”18px” custom_margin=”|||-31px||” global_colors_info=”{}”]<\/p>\n If you are experiencing workplace sexual harassment, keeping records is a wise thing to do. It doesn\u2019t mean you have to do something with them, but it ensures you have the options.<\/span><\/p>\n Your records may be useful later if you choose to make a complaint about the behaviour to a manager or HR representative, so that you don\u2019t forget any important details. It can also be helpful to have written or physical records if you decide to make a legal claim.<\/span><\/p>\n What you choose to do with these records is up to you.<\/strong><\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”rgba(51,183,185,0.15)” min_height=”294.4px” custom_margin=”0px||28px||false|false” custom_padding=”0px||6px|||” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.22.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_toggle title=”What do I need to record?” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” body_text_color=”#FFFFFF” background_color=”#248484″ border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n It is helpful to keep a journal detailing incidents of workplace sexual harassment, including details such as:<\/span><\/p>\n It may be difficult to reflect on what happened, but having these records will put you in a much better position should you choose to make a legal claim.<\/span><\/p>\n You can send yourself records in an email, use the note-taking app in your phone, or write it down with pen and paper.<\/span><\/p>\n Download our workplace sexual harassment and bullying journal<\/a> template<\/span> to start keeping detailed records.<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”What digital or physical records should I collect?” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” body_text_color=”#FFFFFF” background_color=”#248484″ border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n It is important to keep digital or physical records of the sexual harassment if you have them, including:<\/p>\n You can save or print these records as well as sending them to your personal email.<\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Should I make a record after bringing up the issue with the harasser?” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” closed_title_font_size=”18px” body_text_color=”#FFFFFF” background_color=”#248484″ border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n If you decide to talk to the harasser about how their behaviour is impacting you, you should also take notes<\/a> <\/span>a<\/span>bout this interaction including what you said and how they responded.<\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Should I make a record of how my employer responds to the workplace sexual harassment?” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” closed_title_font_size=”18px” body_text_color=”#FFFFFF” background_color=”#248484″ border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n Your employer has obligations to take all reasonable steps to prevent workplace sexual harassment. If you don\u2019t feel that they\u2019re doing what they\u2019re supposed to, it may be helpful to get copies of your contract, your workplace sexual harassment policy, and make notes on how they\u2019ve let you down and the impact it is having on you. If you\u2019ve made a complaint to your employer you should also keep records of this.<\/p>\n [\/et_pb_toggle][et_pb_toggle title=”What are my other options for addressing workplace sexual harassment internally?” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” closed_title_font_size=”18px” body_text_color=”#FFFFFF” background_color=”#248484″ border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n To learn more about dealing with workplace sexual harassment within your workplace, check out our resources on:<\/p>\n [\/et_pb_toggle][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”#FFFFFF” min_height=”393px” custom_margin=”28px||-30px||false|false” custom_padding=”2px||18px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”17px|auto||auto||” custom_padding=”7px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_heading title=”Reviewing your workplace sexual harassment policy” _builder_version=”4.27.4″ _module_preset=”default” title_font=”|700|||||||” title_text_align=”center” title_text_color=”#000000″ title_font_size=”48px” title_letter_spacing=”2px” title_line_height=”1.1em” custom_margin=”-8px||||false|false” global_colors_info=”{}”][\/et_pb_heading][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”-16px||-11px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.22.2″ _module_preset=”default” width=”83.5%” custom_margin=”-30px|auto|-15px|auto||” custom_padding=”0px|0px||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.22.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font_size=”18px” custom_margin=”||-17px|-31px||” custom_padding=”17px||0px|||” global_colors_info=”{}”]<\/p>\n All workplace sexual harassment policies will be different, usually influenced by factors such as the size of an organisation, the industry you work in, and the risk of workplace sexual harassment. <\/span><\/span><\/p>\n A workplace sexual harassment policy should clearly and effectively communicate to all workers that workplace sexual harassment is unacceptable, and that there are reporting and resolution processes in place.<\/span><\/span><\/p>\n <\/p>\n <\/span><\/span><\/p>\n <\/span><\/span><\/p>\n <\/span><\/span><\/p>\n <\/span><\/span><\/p>\n <\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” min_height=”294.4px” custom_margin=”-83px||||false|false” custom_padding=”0px||0px|||” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”|auto|-22px|auto||” custom_padding=”12px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_toggle title=”What does a workplace sexual harassment policy usually say?” open_toggle_text_color=”#106263″ closed_toggle_text_color=”#106263″ _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#000000″ title_font=”|600|||||||” title_font_size=”18px” closed_title_font_size=”18px” background_color=”rgba(64,184,186,0.15)” custom_margin=”-72px|||||” border_radii=”on|12px|12px|12px|12px” border_width_all=”3px” border_color_all=”#106263″ global_colors_info=”{}”]<\/p>\n Familiarise yourself with your workplace’s policies and your legal rights related to harassment. This knowledge can empower you during the conversation.<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Where should I look for my workplace’s sexual harassment policy?” open_toggle_text_color=”#106263″ closed_toggle_text_color=”#106263″ _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#000000″ title_font=”|600|||||||” title_font_size=”18px” closed_title_font_size=”18px” background_color=”rgba(64,184,186,0.15)” border_radii=”on|12px|12px|12px|12px” border_width_all=”3px” border_color_all=”#106263″ global_colors_info=”{}”]<\/p>\n Some employers incorporate workplace sexual harassment into general policy on harassment, discrimination and bullying, and others may have a separate sexual harassment policy, particularly in larger organisations, or organisations where sexual harassment is common.<\/span><\/p>\n Your workplace\u2019s policy should be stored somewhere that staff can easily access it to review. It may be located in your employee handbook, which you might have received a copy of to read as part of an induction process at the start of your employment.<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”What if my workplace doesn’t have a policy?” open_toggle_text_color=”#106263″ closed_toggle_text_color=”#106263″ _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#000000″ title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” closed_title_font_size=”18px” background_color=”rgba(64,184,186,0.15)” custom_padding=”|20px||||” border_radii=”on|12px|12px|12px|12px” border_width_all=”3px” border_color_all=”#106263″ global_colors_info=”{}”]<\/p>\n Find a private and neutral setting where you feel comfortable and safe. Choose a time when both of you can have an uninterrupted conversation.<\/span><\/p>\n Approach the conversation with a calm demeanour to ensure a productive dialogue.<\/span><\/p>\n [\/et_pb_toggle][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”rgba(51,183,185,0.15)” min_height=”393px” custom_margin=”-15px||3px||false|false” custom_padding=”1px||0px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_heading title=”Talk to the harasser” _builder_version=”4.27.4″ _module_preset=”default” title_font=”|700|||||||” title_text_align=”center” title_text_color=”#000000″ title_font_size=”48px” custom_margin=”18px||||false|false” global_colors_info=”{}”][\/et_pb_heading][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”2_5,3_5″ _builder_version=”4.22.2″ _module_preset=”default” width=”83.5%” custom_margin=”-16px|auto||auto||” custom_padding=”|0px||||” global_colors_info=”{}”][et_pb_column type=”2_5″ _builder_version=”4.22.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/circlegreen.org.au\/projects\/wp-content\/uploads\/2024\/01\/7-Men-talking.png” title_text=”7 Men talking” _builder_version=”4.27.4″ _module_preset=”default” min_height=”246.4px” custom_padding=”0px|39px|0px|97px||” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”3_5″ _builder_version=”4.22.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font_size=”18px” custom_margin=”|||-31px||” global_colors_info=”{}”]<\/p>\n If you feel it is safe to do so, you might choose to have a conversation with the person who harassed you about their actions.<\/span><\/p>\n This may be effective in a situation where you believe that the harasser isn\u2019t aware of the impact of their behaviour.<\/span><\/p>\n If you don\u2019t feel safe having this discussion with the person who is harassing you, then don\u2019t feel like you need to take this step \u2013 your safety is a priority.<\/span><\/span><\/p>\n Tips for having a conversation with someone who has been sexually harassing you:<\/em><\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”rgba(51,183,185,0.15)” min_height=”294.4px” custom_margin=”-3px||28px||false|false” custom_padding=”5px||6px|||” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.22.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_toggle title=”Know your rights” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” body_text_color=”#FFFFFF” background_color=”#248484″ border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n Familiarise yourself with your workplace’s policies and your legal rights related to harassment. This knowledge can empower you during the conversation.<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Choose the right time and place” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” body_text_color=”#FFFFFF” background_color=”#248484″ border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n Find a private and neutral setting where you feel comfortable and safe. Choose a time when both of you can have an uninterrupted conversation.<\/p>\n Approach the conversation with a calm demeanour to ensure a productive dialogue.<\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Be direct about the behaviour and how it made you feel, setting clear boundaries” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” closed_title_font_size=”18px” body_text_color=”#FFFFFF” background_color=”#248484″ custom_margin=”||34px|||” border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n Clearly express your concerns about the specific behavior that is making you feel uncomfortable, humiliated or intimidated. Use specific examples of the behaviour to illustrate your points. \u00a0It\u2019s important to focus on the behaviour and not the person to keep the conversation constructive.<\/p>\n \u201cWhen you commented on my body in that way, I was embarrassed and uncomfortable. It doesn\u2019t matter whether you were joking or not.\u201d<\/em><\/p>\n Communicate that you find the behaviour unacceptable and state that you want it to stop immediately. Be firm and assertive about your boundaries.<\/p>\n \u201cI deserve to feel safe and comfortable at work. I don\u2019t think your behaviour was appropriate and I\u2019d like it to stop.\u201d<\/em><\/p>\n Let them know what they can expect if they are unable to treat your respectfully in future.<\/p>\n \u201cIf this type of behaviour happens again, I will need to report it to the manager.\u201d<\/em><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Document the conversation” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” closed_title_font_size=”18px” body_text_color=”#FFFFFF” background_color=”#248484″ border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n Keep a record of the conversation, including date, time, key points discussed and how the person responded. This documentation can be valuable if you need to escalate the issue. You can capture any interactions you have in our workplace sexual harassment and bullying journal template<\/span><\/a><\/span>.<\/p>\n [\/et_pb_toggle][et_pb_toggle title=”Seek support and take care” open_toggle_text_color=”#FFFFFF” closed_toggle_text_color=”#FFFFFF” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#FFFFFF” title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” closed_title_font_size=”18px” body_text_color=”#FFFFFF” background_color=”#248484″ border_radii=”on|10px|10px|10px|10px” border_width_all=”3px” border_color_all=”#FFFFFF” global_colors_info=”{}”]<\/p>\n If you’re uncomfortable having the conversation alone, consider bringing a trusted colleague, supervisor, or HR representative to provide support and witness the discussion.<\/p>\n Remember, your safety and well-being are important. If the behavior persists or escalates after your conversation, don’t hesitate to seek further assistance from HR, management, or legal professionals to address the issue effectively.<\/p>\n Confronting someone who has sexually harassed you can be difficult, particularly if it doesn\u2019t seem like their behaviour will change. It\u2019s important to take care of your mind and body throughout this process.<\/p>\n [\/et_pb_toggle][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”#FFFFFF” min_height=”393px” custom_margin=”-20px||-30px||false|false” custom_padding=”2px||18px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”36px|auto||auto||” custom_padding=”7px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_heading title=”Reporting workplace sexual harassment to your employer” _builder_version=”4.27.4″ _module_preset=”default” title_font=”|700|||||||” title_text_align=”center” title_text_color=”#000000″ title_font_size=”48px” min_height=”87px” custom_margin=”-8px||39px||false|false” global_colors_info=”{}”][\/et_pb_heading][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”-16px||-11px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.22.2″ _module_preset=”default” width=”83.5%” custom_margin=”-30px|auto|-15px|auto||” custom_padding=”0px|0px||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.22.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font_size=”18px” custom_margin=”||-17px|-31px||” custom_padding=”||0px|||” global_colors_info=”{}”]<\/p>\n Making a formal report to your employer in line with your workplace\u2019s sexual harassment policy can be an effective way to stop sexual harassment. Your employer should not punish you for complaining about sexual harassment.<\/span><\/p>\n <\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” max_width=”1000px” custom_padding=”34px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.25.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_toggle title=”How should I make a report if my workplace has no sexual harassment policy?” open_toggle_text_color=”#106263″ closed_toggle_text_color=”#106263″ _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#000000″ title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” closed_title_font_size=”18px” background_color=”rgba(64,184,186,0.15)” custom_margin=”||37px|||” custom_padding=”|20px||||” border_radii=”on|12px|12px|12px|12px” border_width_all=”3px” border_color_all=”#106263″ global_colors_info=”{}”]<\/p>\n If your workplace does not have a sexual harassment policy<\/a>, you could write a letter outlining the:<\/span><\/p>\n It\u2019s also important to keep a record<\/a><\/span> of all messages and communications related to the sexual harassment \u2013 including any complaints that you make to your employer and the responses that you get. You should record the date and the person you are talking to if it isn\u2019t clear from the screenshot or records you keep.<\/span><\/p>\n These communications will provide a summary of the events and show that you have tried to resolve the problem, which may be useful if you decide to make a legal claim at some point.<\/span><\/p>\n [\/et_pb_toggle][et_pb_toggle title=”What might a formal investigation process look like?” open_toggle_text_color=”#106263″ closed_toggle_text_color=”#106263″ _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#000000″ title_font=”|600|||||||” title_font_size=”18px” closed_title_font=”|600|||||||” closed_title_font_size=”18px” background_color=”rgba(64,184,186,0.15)” custom_margin=”12px||36px|||” custom_padding=”|20px||||” border_radii=”on|12px|12px|12px|12px” border_width_all=”3px” border_color_all=”#106263″ global_colors_info=”{}”]<\/p>\n The process of making an internal report will depend on what is set out in your workplace sexual harassment policy. This process may be completely internal, handled by HR or management, or through an independent person or organisation which investigates workplace sexual harassment.<\/span><\/p>\n If you tell your employer that you\u2019ve been sexually harassed at work, the first step they take will likely be arranging a meeting to talk to you about your options. Print copies of any documents you need to bring to the meeting – you might like to share any records you have of the harassment, including any emails, pictures, or screenshots you\u2019ve taken. You also might like to request that a support person attend.<\/span><\/p>\n If there are other coworkers who have witnessed or know about an incident, your employer may also ask them questions to gather information. This process would also likely involve an HR representative or manager speaking to the person who harassed you.<\/span><\/p>\n The outcomes of an investigation will depend on your workplace\u2019s policy<\/a> and the kind of harassment you experienced, but may include actions like issuing a warning, moving the person who harassed you to another location, or ending their employment.<\/span><\/p>\nWhat are my options for addressing workplace sexual harassment internally?<\/strong><\/span><\/h1>\n
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