Refugee and Migrant women face higher risk of workplace sexual harassment

Refugee and migrant women face higher risks of workplace sexual harassment, their voices must be centred when designing and implementing preventative measures by businesses and organisations. 

Despite the often-precarious situation faced by refugee and migrant women in the workplace, there has been dearth of national data on their experiences of workplace sexual harassment. This was until last year when ANROWS released the first national study of migrant and refugee women’s experiences, understandings and responses to workplace sexual harassment. 

The report found that: 

• 46% of migrant and refugee women experienced at least one form of sexual harassment in the workplace in the last 5 years 

• Men were most frequently the harassers in the workplace and were most often in senior positions, or were clients or customers  

• Participants believed the harassment was most often motivated because of their gender and/or sex or their race and/or religion 

• 44% of participants who told someone about the harassment said that nothing changed.  

In recent weeks, there has been focused attention on sexual harassment in the retail and hospitality industries. Both these sectors attract migrant and refugee workers due to the high demand for labour and casual employment offerings. The challenges in these industries such as insecure contracts, irregular hours and low wages can exacerbate the existing vulnerabilities of this cohort. 

The customer-facing nature of these jobs also means that harassment can come not only from colleagues but also from customers. This dual source of potential harassment makes it even more challenging to address and manage. Businesses in these sectors must be especially vigilant and proactive in protecting their staff, ensuring that all workers, regardless of their background, can perform their roles in a safe and supportive environment. 

How can employers support migrant and refugee women in the workplace? 

1. Understand their unique situation in the workforce 
   Refugee and migrant women often find themselves in precarious employment situations. They might face language barriers, have limited knowledge about their rights, or have cultural barriers. This makes them easy targets for exploitation and harassment. The power dynamics are skewed heavily against them, making it difficult to speak up or seek help. 

2. Listen to their experiences
   Listening to the experiences of refugee and migrant women is crucial in understanding and addressing workplace sexual harassment effectively. By actively seeking their input and genuinely considering their stories, businesses can gain valuable insights into the nuances of harmful behaviours they face. This not only helps in crafting more effective policies and interventions but also empowers these women by validating their experiences and ensuring they feel heard and respected. 

3. Have robust and accessible policies 
   Ensure that anti-discrimination and harassment policies are written in plain English, are accessible to all workers and where relevant, available in multiple languages.

4. Education and training 
   There is a low level of understanding of what constitutes sexually harassing and sexist behaviours across the community. People from different cultures also have varying norms and stigmas related to discussing or reporting sexual harassment. It is important that education and training on sexual harassment prevention is designed and delivered in a culturally sensitive way by facilitators trained in cultural competence.  

5. Safe reporting pathways 
   Similarly, businesses need to ensure workers feel safe and supported to report harmful behaviour. Having reporting pathways that are in multiple languages, ensuring that staff receiving reports are culturally competent and providing assurances that reports will be handled with sensitivity and confidentiality can assist in building safety and trust. 

At time of publish, it is Refugee Week 2024 and Elevate are focusing on the contributions, resilience and safety of our refugee community in Australia. We are a purpose driven consulting practice committed to positive social change. We are proud of our pro bono services to NFPs supporting asylum seekers and refugees. Reach out if you want to discuss how Elevate can support your organisation - sarah@elevateconsultingpartners.com.au