Technological sexual harassment in Australian workplaces: A growing concern

A significant portion of Australian adults are experiencing sexual harassment in the workplace through technology, according to groundbreaking research launched in April this year by Australia’s National Research Organisation for Women’s Safety (ANROWS). This study is the first national investigation into the prevalence and nature of technology-facilitated workplace sexual harassment (WTFSH), highlighting an often-overlooked dimension of workplace misconduct.

The study, conducted by Monash University’s Associate Professor Asher Flynn and RMIT University’s Professor Anastasia Powell, reveals alarming statistics: one in seven Australian adults surveyed reported experiencing sexual harassment in the workplace via technological means. Additionally, one in eight reported facing both technological and face-to-face sexual harassment.

ANROWS's research underscores the evolving nature of workplace harassment, facilitated by increasing reliance on digital communication. Sexual harassment is no longer confined to physical interactions but is now perpetuated through emails, social media, and mobile devices. The study found that common forms of technological harassment include sending sexually suggestive or explicit comments, repeatedly asking someone out, and making sexually explicit phone calls.

The motivations behind WTFSH are often hostile, to scare and humiliate victims. The study highlights significant gender disparities in both victimization and perpetration. Men were more likely than women to report such behavior, and male-dominated workplaces showed higher rates than female-dominated workplaces.

The research also identified sexist and sex-discriminatory attitudes. These findings underline the importance of gender competent leadership in combating workplace harassment.

The study involved over 3,300 Australian adults through a national survey, along with 20 in-depth interviews with industry stakeholders and focus groups with young adults. The results provide a comprehensive understanding of the scope and nature of WTFSH and offer crucial insights for Australian employers and policymakers.

Employers and staff require robust support and clear guidelines to prevent and respond to technological harassment. The study calls for comprehensive policies, regular training, and an inclusive workplace culture to effectively address and mitigate the impact of WTFSH.

The findings align with previous research on workplace harassment. According to the Australian Human Rights Commission, one in three Australians have experienced sexual harassment in the workplace in the last five years, with women being more likely to report such experiences than men.

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Types of Technological Harassment

WTFSH encompasses a broad range of behaviors, including unwanted sexual advances, comments, jokes, sexual requests, surveillance or harassment, sexually explicit communications, and threats of physical violence. Harassment can be perpetrated by co-workers, contractors, suppliers, customers, and community members.

The research involved a national survey of 3,345 Australian adults aged 18-65 who had participated in paid or volunteer work in the past 15 years. Additionally, 20 industry stakeholders—including employer representatives, technology providers, regulators, and workplace and online safety experts—were interviewed. Focus groups with 28 young adults aged 18-39 were also conducted to identify current gaps in addressing workplace tech-facilitated sexual harassment (WTFSH).

Read also: News: New bill aims to protect employees from sexual harassment (peoplemattersglobal.com)

The most frequently reported forms of tech-based sexual harassment at work include:

• Sending sexually suggestive or explicit comments via technologies such as emails, SMS messages, or social media.

• Repeatedly inviting someone to go out on dates through technology.

• Making sexually explicit phone calls.

Understanding the Impact

The findings from this study underscore the significant and evolving challenge that technological harassment poses in modern workplaces. As reliance on digital communication tools increases, so too do the opportunities for misconduct. This research highlights the urgent need for comprehensive policies, training, and support systems to prevent and address tech-based harassment effectively.

Human Resources (HR) departments play a crucial role in preventing and addressing this problem, ensuring a safe and inclusive environment for all employees. The responsibilities of HR in this context encompass policy formulation, education and training, reporting mechanisms, and fostering a supportive culture.

HR must establish clear, comprehensive policies against sexual harassment, including tech-based forms. These policies should define what constitutes harassment, outline the consequences of such behavior, and provide a clear procedure for reporting incidents. Regularly updating these policies to reflect new technological threats is essential.

• Education and Training

Providing regular training sessions on recognizing, preventing, and reporting sexual harassment is vital. These sessions should educate employees about the different forms of harassment, including those facilitated by technology, and emphasize the importance of respectful behavior. Training should also be extended to management, equipping them to handle complaints effectively and sensitively.

• Creating Robust Reporting Mechanisms

HR should create multiple channels for reporting harassment to ensure employees feel safe and supported. These can include anonymous reporting tools, hotlines, and direct access to HR personnel. Ensuring confidentiality and a non-retaliatory stance is critical to encourage reporting.

• Investigating and Addressing Complaints

Once a complaint is filed, HR must conduct a thorough and impartial investigation. This involves gathering evidence, interviewing relevant parties, and maintaining confidentiality throughout the process. HR should take swift and appropriate action against perpetrators and provide support to victims, such as counseling services or temporary changes in work arrangements.

• Fostering a Supportive Culture

HR should promote a culture of respect and inclusivity where harassment is not tolerated. This can be achieved through regular communication from leadership, reinforcing the organization’s commitment to a harassment-free workplace. Encouraging employees to speak up and supporting them when they do is crucial in building trust and a sense of safety.

• Leveraging Technology to Combat Harassment

As technology can be both a tool for harassment and a means to combat it, HR should leverage technology to prevent and address misconduct. This includes monitoring communication channels for inappropriate behavior, using software to track and manage reports of harassment, and providing digital resources for education and reporting.

• Ensuring Legal Compliance

HR must stay abreast of relevant laws and regulations regarding workplace harassment. This includes understanding local and national laws, as well as international standards if operating globally. Ensuring compliance helps protect the organization from legal repercussions and demonstrates a commitment to ethical practices.