Preventing Sexual Harassment At The Workplace

Preventing sexual harassment at the workplace is one thing. Being able to show you did is another, and it is the second that fails under scrutiny.

Assume you are asked to demonstrate compliance. What would you produce?

• A risk assessment specific to your operation, dated, naming where the risk sits.
• Evidence that controls followed from it, not a generic action list.
• Training records showing who completed what and when, including contractors and casuals.
• A policy staff can actually locate, with proof it was communicated rather than uploaded.
• A complaints record showing outcomes and timeframes.
• Evidence you reviewed whether any of it worked.

Most organisations can produce the training records and the policy. The first, second and last are where the gap sits, and they are the ones that show intent.

The Australian Human Rights Commission sets out the seven standards. This is general information rather than legal advice.

See Sentrient’s sexual harassment course and workplace compliance system.