Consider the physical work environmentConsider the physical work environment

Consider the physical work environment

Walk through and assess the physical work environment to identify areas where there may be greater risks. For example:

\- Are there areas with limited natural surveillance or inadequate lighting (e.g. storerooms, stairwells or facilities for workers such as laundries and gyms)?
\- Are there areas that restrict movement (e.g. where workers would need to touch each other to move past) or prevent workers maintaining their personal space?
\- Are workers working in isolated areas away from other workers or with limited access to help and support (e.g. in patients’ or clients’ homes)?
\- Are there posters or pictures on display that may make workers uncomfortable, constitute sexual or gender-based harassment, or create a culture that makes harassment more likely (e.g. involving sexism, harmful gender stereotypes, sexual innuendo, objectification or nudity)?
\- Are workers in close proximity to clients, customers, or other third parties, including the public? Are amenities, such as bathrooms, in an isolated location or do workers share amenities with customers?
\- Are workers required to change clothing or shower at work? If so, are there risks associated with the facilities provided?
\- Are workers working from home or other locations which may allow covert sexual and gender-based harassment to occur online or through phone communication?
\- Are there any risks associated with worker accommodation (e.g. is it secure, does it provide adequate privacy and are workers required to use communal facilities such as showers and laundries)?

Consider the online working environment if relevant and how work is conducted using technology. Consider the risks of sexual and gender-based harassment occurring through the use of technology such as phone, email, camera, online platforms and shared workplace technologies such as shared calendars.