More learning from our Lived Experience Advisory Panel in January 2023

The value of trauma-informed employers, employer transparency, and increased awareness of external reporting pathways: more learning from our Lived Experience Advisory Panel in January 2023

The Workplace Respect Project’s work is guided by the valuable insight of people who have lived experiences of workplace sexual harassment. In November 2022, we held our first meeting with Circle Green’s Lived Experience Advisory Panel (LEAP), who represent a diverse range of industries and experiences.

On January 19, 2023, Circle Green convened our second meeting with Circle Green’s LEAP to discuss a range of topics related to workplace sexual harassment, including working to identify existing resource gaps.

Some notable findings included that…

Employees often do not feel supported to discuss instances of workplace sexual harassment with their employer, and negative responses act as a barrier to future disclosures

“One of the disclosures I felt most safe to make was 28 years in the making… to disclose to someone who just shrugged their shoulders. It’s an expectation that you would be supported and assisted by the right people at the right time… to be a trauma-informed society. Is HR a safe place to go to? Sometimes it’s not. Who are the people in a workplace we can go to to make disclosures when we need to make disclosures, and feel safe, heard, and acknowledged?”

According to Time for Respect: Fifth national survey on sexual harassment in Australian workplaces, less than half of Australian workers in 2022 agreed their organisation provides support for workers’ wellbeing during and after a sexual harassment report or complaint.

Trauma can affect a person’s performance at work, and more importantly, their overall health and wellbeing. A psychologically safe, trauma-informed workplace should provide a comfortable, confidential and non-judgmental place to talk to avoid further traumatising or re-traumatising of a person who has been targeted by sexual harassment (and/or other forms of sexual violence).

There are a range of useful resources available to those who wish to learn more about adopting a trauma-informed approach when responding to workplace sexual harassment, including a trauma-informed grievance handling tip sheet, a health, safety and wellbeing self-assessment tool, and an immediate response plan template.

By measuring and publishing the impact and outcomes of workplace sexual harassment reports within their organisation, employers can better highlight (and follow through on) their commitment to prevention

“I thought I was the first person ever in the company to go through something like this, because it’s so hush-hush. Only the executive team get to know the statistics of the formal investigations and incidents that occur…they don’t want the negative branding, and they don’t want it to get out to the media. I wish I’d known that I wasn’t alone. I’d also like to see the outcomes of the investigation – how many people were fired? … We get annual refreshers on topics like corruption, fraud, and anti-bribery – they’re happy to tell us how many people lost their jobs because of that. Why can’t we get the same for discrimination, sexual harassment and bullying?”

Being targeted by workplace sexual harassment can be socially isolating, particularly for those who have been asked to sign a non-disclosure or confidentiality agreement, which prevents them from sharing their experience publicly.

Many large companies across Australia report on instances of corruption, fraud and bribery, sharing findings and outcomes, yet continue to foster a culture of silence when it comes to workplace sexual harassment. In 2022, only 31% of Australian workers agreed that their employers regularly shared briefings and communications on workplace sexual harassment. Only 29% agreed that their organisation shares general information about organisational incidents and complaints.

Awareness of external reporting pathways remains low for many Western Australian workers who have been targeted by workplace sexual harassment

Many WA workers find external reporting and support pathways complex and difficult to navigate. Our LEAP members flagged that there is a need for resources which equip workers who have been targeted by workplace sexual harassment with information on the external reporting mechanisms and support services available to them.

The new Respect@Work portal is a key resource providing valuable tools and comprehensive information for individuals (and organisations) to prevent and respond to instances of workplace sexual harassment. Their state-specific external pathways guides and interactive ‘where to seek help if you’ve experienced sexual harassment’ tool provide useful steps for workers who have been targeted by workplace sexual harassment.

We look forward to sharing the findings from our next LEAP meeting. If you’d like to learn more about the LEAP, or would like to enquire about joining, please contact us via email at: workplace@circlegreen.org.au  

Disclaimer: Please be aware that this resource provides general information only.  It is not legal advice. If you have a question about how the law applies to your specific situation, you can click here to request free legal assistance.