Australia NT women silent on workplace harassment

07:02  26 july  2021
07:02  26 july  2021 Source:   aap.com.au

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A 2018 ARDD report entitled “ Silent Women : an ARDD report on harassment in the workplace ” found sexual harassment to be one of the main challenges facing women in the workplace today. This issue cannot be viewed in isolation to other discriminatory and harmful workplace practices as it manifests in socio-cultural norms and becomes institutionalized in the workplace Reported rates of sexual harassment are not the reality; rather gaps in the law, lack of workplace policies and social stigma create an enabling environment for sexual harassment , while deterring people from reporting cases.

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The Northern Territory's small employment market and fear of being branded a troublemaker is causing some women to remain silent about workplace sexual harassment.

a group of people standing in front of a crowd: NT women face challenges in speaking out about sexual harassment in the workplace: Commissioner. © Dave Hunt/AAP PHOTOS NT women face challenges in speaking out about sexual harassment in the workplace: Commissioner.

There's no data collected about sexual harassment in NT workplaces but it's well known that many women chose not to make formal complaints due to the consequences.

Often they wait until they've left the territory before they speak up, NT Anti-Discrimination Commissioner Sally Sievers says.

"It is tragic that women leave because of these experiences," Ms Sievers told AAP.

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Embed this workplace harassment form template on your organization’s handbook or website to allow employees and customers to report sexual, bullying and disrespectful incident in your workplace . This employee harassment form template is great for HRs, employers and company managers. Getting harassed during work hours can be a nightmare. Figures show that anywhere between 25 and 60 percent of women have been sexually harassed in the workplace , and 90 percent of the time their harassers were men.

Sexual harassment in the workplace includes any situation in which there is a demand for sexual favors in exchange for a job benefit or where an unwanted condition on any person’s employment is imposed because of that person’s sex. Since 1964, Title VII of the Civil Rights Act (42 USC Sec.2000e-2 Harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment —but it does not have to be sexual in nature (eg, making offensive comments about women in general). Both women and men can be victims and harassers—and the victim and

Nationally, more than 50 per cent of women have experienced offensive comments or inappropriate physical contact, including touching, hugging or kissing, according to a recent survey.

"We hear stories and receive complaints about all of these behaviours, including sexual assaults in the workplace," Ms Sievers said.

The situation can be "particularly difficult" for Indigenous Territorians who are often unable to leave the NT due to cultural and familial ties.

The Australian Human Rights Commission's most recent national survey on sexual harassment in Australian workplaces found only 17 per cent of workers make formal complaints to their employers.

"Workplaces are often not safe spaces to speak up because women fear repercussion and minimisation of their experiences," Ms Sievers said.

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These are the forms of workplace harassment that might go unnoticed. Learn to educate your employees about acceptable behaviors in the workplace . And since one of the ways the EEOC defines workplace harassment is creating a hostile work environment, it can be challenging for HR professionals to put themselves in the shoes of all employees and identify every behavior that a reasonable person would say crosses the line into harassment — and that goes doubly for your employees.

Sexual harassment at work place is the most glaring example of human rights violation, gender inequality and injustice. This research is to find out whether women are harassed at her work place , whether it is public or private. The question is not whether women have the right to bodily integrity, as this right is already there under Article.213 of the Indian Penal Code.

"Compounding this is that it can be hard to speak up when there is a lack of alternative employers."

The federal parliament is currently reviewing proposed amendments to the federal Sex Discrimination and Fair Work Bill.

Ms Sievers said the reforms don't go far enough.

"An important recommendation in the Respect@Work (Sexual Harassment National Inquiry) Report (2020) was the creation of a positive duty on employers in relation to sexual harassment," she said..

This would require employers to take steps to address the systemic aspects of sexual harassment, such as training.

But this hasn't been included in the new laws.

A proactive policy would better address cultural change, provide safer environments for women to speak up in and prevent harm, Ms Sievers said.

"There is an opportunity now to tackle this issue in the ways we know can be effective so we are not responding to another report in 35 years with the same or worse statistics," she said.

"Without a positive duty, tackling this we will still be dealing with this issue in generations to come."

Ms Sievers said the commission's knowledge about NT workplace harassment has been anecdotally collected by talking with employers and workers.

Elise Stefanik calls for Gov. Cuomo's resignation and immediate arrest .
Rep. Elise Stefanik called for Gov. Andrew Cuomo’s resignation and arrest after the New York attorney general found he sexually harassed multiple women. "No one is above the law and today justice must be served. Governor Cuomo must resign and be arrested immediately. President Joe Biden must immediately call for Cuomo’s resignation," Stefanik wrote in a statement Tuesday. "In December, I was the first federal official to publicly call for an independent investigation into Governor Cuomo’s sexual harassment, abuse, and assault.

usr: 1
This is interesting!