Collect and review data and informationCollect and review data and information

Collect and review data and information

Review any relevant information or records you hold that may identify sexual and gender‑based harassment. For example, records of past incidents (including grievance and bullying complaints), exit interviews or surveys.

For large and medium organisations that are large enough to assure anonymity, anonymous worker surveys can be an effective way of collecting de-identified information on sexual and gender-based harassment where workers do not feel comfortable reporting it or feel the incidents do not warrant reporting, for example, subtle harassment like sexual ‘jokes’.

Seek information and advice on the circumstances where sexual harassment may occur in your particular industry and work activities from the WHS regulator, industry associations, unions, technical specialists and similar workplaces. Specific advice is particularly helpful in complex or high-risk situations. For example, where workers are exposed to sexual and gender-based harassment from an individual to whom they owe a duty of care (e.g. nurses or teachers).

Understand the worker demographics of your workplace to identify power disparities in working relationships (e.g. gender, role, reporting lines, seniority, locations, tenure, job security, pay, disability, First Nations and culturally and linguistically diverse backgrounds and other personal characteristics).