Every five years the Australian Human Rights Commission conducts a national survey to investigate the prevalence, nature and reporting of sexual harassment in the community and Australian workplaces. The 2022 National Survey found that sexual harassment continues to be pervasive in Australian workplaces, with one in 3 workers experiencing workplace sexual harassment in the last 5 years. The majority of workplace sexual harassment in Australian workplaces is carried out by men. Half of incidents are repeated and of those, half are ongoing for more than one year.

Fewer than one in 5 people (18%) who experienced workplace sexual harassment in the last 5 years made a formal report or complaint about the harassment. Of those who did make a report or complaint, one quarter said it resulted in no consequences for the harasser.

People from particular groups experience sexual harassment in the workplace at higher rates:

• people who identified as gay, lesbian, bisexual, pansexual, queer, asexual, aromantic, undecided, not sure, questioning, or other (46%)

• people with an intersex variation (70%)

• Aboriginal and Torres Strait Islander people (56%)

• people with a disability (48%)

It is critical to understand that the key drivers of sexual harassment are gender inequality and power imbalances including a lack of accountability. A common myth is that sexual harassment is about romantic interest gone wrong, whereas most often it is about power and control.

Factors that contribute increase the risk of workplace sexual harassment include (Safe Work Australia, Preventing workplace sexual harassment, National guidance material, (2021)):

·        workplaces that are male dominated

·        low worker diversity e.g. age group, race or culture

·        power imbalances e.g. workplaces where one gender holds most of the management and decision-making positions 

·        workplaces organised according to a hierarchical structure e.g. Police and enforcement organisations, or medical and legal professions

·        a workplace culture that supports or tolerates sexual harassment

·        working from home which may provide an opportunity for covert sexual harassment to occur online or through phone communication

·        worker interactions with clients, customers or members of the public

·        a lack of understanding about what constitutes sexual harassment

·        a sense of entitlement and lack of accountability by those who hold powerful positions in the workplace, and

·        the use of alcohol in a work context..