Harassment based on personal characteristics such as age, disability, race, nationality, religion, political affiliation, sex, relationship status, family or carer responsibilities, sexual orientation, gender identity, or intersex status poses significant psychosocial hazards.
Sexual harassment includes any unwelcome sexual advance, request for sexual favors, or other unwelcome behavior of a sexual nature, where a reasonable person, considering all circumstances, would expect that the harassed individual would feel offended, humiliated, or intimidated.
Additionally, harmful behavior that may not constitute bullying (such as isolated incidents) but still poses a risk to health or safety is considered a significant concern.
Ahmed is a part-time warehouse assistant at a distribution center, and this is his first job. While at work, his supervisor frequently mocks his religion, makes derogatory comments about Muslims, and disrupts Ahmed’s prayer times by calling him away for unnecessary tasks. Ahmed has also noticed his supervisor making offensive jokes about his faith in front of other employees.
Feeling unsafe and humiliated, Ahmed requests to be moved to a different shift to avoid his supervisor, but his request is denied. As a result, Ahmed becomes increasingly anxious about going to work and begins to experience panic attacks and intrusive thoughts related to his treatment.
What contributes to harassment (including sexual harassment)
- The organisational culture
- Lack of training for leaders and employees
- Lack of clear policies
- Lack of signage in an organisation
- Inadequete reporting processes
Negative consequences of harassment (including sexual harassment)
- Lack of confidence
- Anxiety / Stress
- Depression
- Absenteeism
- High staff turnover
Strategies for mitigating harassment (including sexual harassment)
Promote a Zero-Tolerance Policy: Establish and maintain a zero-tolerance policy for harassment of any kind, including sexual harassment. Clearly communicate this policy to all employees and customers, ensuring that any violations are dealt with swiftly and appropriately.
Establish Clear Reporting Procedures: Create clear and confidential procedures for reporting incidents of harassment. Ensure employees know how to report these incidents and that all reports are taken seriously and addressed promptly.
Educate Employees on Harassment: Implement ongoing educational programs to help employees understand what constitutes harassment, including sexual harassment. Use workshops, seminars, and informational materials to clarify behaviors that are unacceptable and explain the impact of harassment on individuals and the workplace.
