Quick Answer
Sexism in the workplace is behaviour that demeans or disadvantages people because of their sex, from sexist jokes and comments to being talked over or passed over. It often sits alongside bullying and sexual harassment. Brave leaders call it out early, model respectful behaviour, and back it with clear policy, training and a safe way to report. In Australia, employers also have a positive duty under the Sex Discrimination Act to take reasonable and proportionate steps to eliminate sexual harassment, sex discrimination and related conduct, as far as possible. This is general information, not legal advice.
In this guide
Sexism in the workplace rarely starts with one big incident. It usually builds from small comments and jokes that nobody challenges, and it often sits alongside bullying, sexual harassment and gender discrimination. Calling it out takes brave leadership, whether you run a team of five or sit in parliament. One widely reported case from US politics shows how this plays out.
In July 2020, The New York Times published an article about Alexandria Ocasio-Cortez where she took to the House floor to read into the Congressional Record a sexist vulgarity that Representative Ted Yoho, a Florida Republican, had used to refer to her. It was reported that Ms Ocasio-Cortez had several others who shared stories where they had also experienced situations of sexism and bullying behaviour.
While these types of stories come to our attention via the media when high-profile people are involved, let’s consider just how many stories like this are playing out within every country, every organisation, every community, and at home.
Let’s take a quick look at some examples of bullying and harassment
When it comes to sexual harassment and bullying behaviour, some of the most often presented examples are:
- Offensive name-calling
- Derogatory comments
- Belittling remarks
- Sarcasm with a sexist undertone
- Intimidating body language
- Showing little remorse for misconduct
It’s the type of behaviour that school teachers are right on top of in the classroom and that most children can understand and comply with. So why do we have so many examples of politicians, business leaders, and the general public who, as adults, display such poor behaviour?
Why do sexual harassment and bullying behaviour happen?
This is a topic of much attention and comes with many and varied opinions and emotional attachments.
Let’s consider sexual harassment and bullying behaviour, which we hear about in politics and business. First, think of a time when you or another person displayed misconduct, that is, sexual harassment or bullying. You will find that either yourself or the person or people involved who were doing the harassing or bullying fit into one of these categories.
Type 1 > The person or people were lacking confidence in their abilities
Yes, when we doubt our abilities and we see others who make it look easy, jealousy can often creep in. Add an ego that wants to be right, where everyone else is wrong, and you have a recipe for bullying, harassment and discrimination.
Type 2 > The person or people were feeling threatened, and the harassing and bullying behaviour was the armour they chose to wear.
Yes, when it comes to wearing armour and fighting in the boardroom and the public arena, certain types of people defend themselves by fighting. When fighting becomes harassment and bullying, we have a problem.
Type 3 > The person or people involved had an underlying lack of respect for the personal attributes of others (e.g. gender, age, religion, sexual orientation).
Yes, one might say this is the underlying reason for most of the bullying and harassment that we see in politics, in businesses and our society. It is the inability for us to respect other people for who they are and the viewpoints they may have.
Who is harassed, and who does the harassing?
Whilst most cases of sexual harassment, particularly those that we read about in the media, are stories of males sexually harassing females, sexual harassment is also prevalent:
- Male to male
- Female to female
- Male to female
- Female to male
The numbers back this up. In the Australian Human Rights Commission’s Time for Respect survey, one in three Australian workers said they had been sexually harassed at work in the previous five years. Women were more likely to be harassed (41%) than men (26%), and more than three quarters of harassers (77%) were men. Anyone can be harassed and anyone can be a harasser, which is why policies and training need to cover everyone.
What needs to be done to stop this from happening?
We all need to recognise that sexual harassment is a complex topic and one that we all need to stay open to different viewpoints about it. Being open to the topic does not mean accepting sexual harassment or behaviour that is sexist. It is about exploring each story and understanding what has happened and the reasons why. We can then take steps to remove harassment. The first step is for us all to display brave leadership and call out behaviour that is misconduct, such as discrimination, sexual harassment and bullying.
What does the law say about sexual harassment and bullying?
Most countries, such as Australia and New Zealand, have laws in place that outline what bullying, harassment and discrimination are. These laws hold businesses accountable for taking reasonable steps to train their people and have policies in place to set and maintain expectations for what is the code of conduct.
In Australia, the law has moved on since this article was first written. Since December 2022, employers have had a positive duty under the Sex Discrimination Act to take reasonable and proportionate measures to eliminate, as far as possible, sexual harassment, sex discrimination, sex-based harassment, a hostile workplace environment on the ground of sex, and related victimisation. The Australian Human Rights Commission has had powers to enforce the duty since December 2023. In practice, that means waiting for a complaint is no longer enough. Employers are expected to act before harm happens.
Work health and safety laws apply as well. Safe Work Australia’s model Code of Practice on sexual and gender-based harassment (December 2023) explains how to manage harassment as a safety risk, and makes the point that training and policies alone are not reliable controls. Bullying is covered through work health and safety laws and the Fair Work Commission’s anti-bullying jurisdiction.
How Brave Leaders Call Out Sexism in the Workplace
Calling out sexism in the workplace does not need to be dramatic. Most of the time it means saying something short and calm in the moment, then following up. The table shows some common situations and what a leader can do.
| Situation | What a leader can say or do |
|---|---|
| A sexist joke or comment in a meeting | “That’s not okay here, let’s move on.” Then speak to the person privately afterwards. |
| Comments about a colleague’s appearance, age or family plans | Bring the conversation back to the work and make it clear those comments do not belong at work. |
| Someone is repeatedly talked over, or their idea is claimed by someone else | “Let’s hear the rest of Sam’s point.” Credit the idea to the person who raised it. |
| A staff member reports sexist or harassing behaviour | Listen, thank them, keep it as confidential as you can and follow your policy. Do not promise an outcome you cannot promise. |
| The behaviour comes from a senior leader or a high performer | Apply the same standard. Escalate through HR or the board if needed. Seniority is not an exception. |
Leaders also set the tone through what they do every day. Model respectful behaviour, include respect in performance conversations, and make sure staff know how to report. Colleagues matter too. Our guide to being an active workplace bullying bystander covers what they can do when they see it. Training such as Respect@Work training helps leaders and staff understand the positive duty and what it asks of them.
What steps can you take to educate yourself and others about sexual harassment and bullying?
Companies such as Sentrient partner with reputable law firms such as Mills Oakley Lawyers in Australia and Simpson Grierson Lawyers in New Zealand to provide some of the best quality online education for equal employment opportunity, sexual harassment and workplace bullying. They provide this training to their staff at induction and regularly thereafter. At the same time, they are assigning their organisational policies that further clarify what is appropriate conduct when it comes to anti-bullying, anti-discrimination and anti-harassment, and what steps to take if an individual experiences such behaviour in the workplace.
For more information, please visit the Sentrient website.
Frequently Asked Questions
1. What is sexism in the workplace?
Sexism in the workplace is treating or talking about people in a way that demeans or disadvantages them because of their sex. Examples include sexist jokes and comments, assumptions about which roles suit men or women, being talked over or left out, and comments about appearance or family plans.
2. Is sexism the same as sexual harassment?
Not always. Sexual harassment is unwelcome conduct of a sexual nature. Sexism can be non-sexual, such as demeaning comments about women’s abilities. Under the Sex Discrimination Act, sex-based harassment and a hostile workplace environment on the ground of sex can also be unlawful, so sexist conduct can carry legal risk even when it is not sexual.
3. Does the positive duty cover sexist behaviour, not just sexual harassment?
Yes. The positive duty in the Sex Discrimination Act covers sex discrimination, sex-based harassment and a hostile workplace environment on the ground of sex, as well as sexual harassment and related victimisation. Employers are expected to take reasonable and proportionate steps to prevent sexist conduct, not only to respond once someone complains.
4. How can a leader call out sexist behaviour at work?
Keep it short and calm in the moment, for example “That’s not okay here”, then follow up privately with the person. Support the person affected, record what happened if needed, and apply the same standard whatever the seniority of the person involved.
5. What should you do if a senior leader makes sexist comments?
If it feels safe, raise it with them directly and calmly. If it does not, or the comments continue, report it to HR, another senior leader or a confidential reporting channel, and keep a note of what was said and when. Seniority is not an exception, and employers are expected to take reasonable steps to prevent sexist conduct whoever it comes from.
This article is general information only and is not legal advice. Obligations vary by state and territory and by employment arrangement, so seek advice from an employment law professional for your situation.
Sources
The New York Times, 23 July 2020
Australian Human Rights Commission, Time for Respect survey results (media release)
Australian Human Rights Commission, Positive duty under the Sex Discrimination Act
Safe Work Australia, Model Code of Practice: Sexual and gender-based harassment
Last reviewed: October 2026
