Consider workforce structure, demographiConsider workforce structure, demographics and culture

Consider workforce structure, demographics and culture

A risk of sexual and gender-based harassment can exist even in workplaces which have not had incidents in the past or incidents have not been reported. Things that increase the likelihood of sexual and gender-based harassment include:

\- workplaces that are male dominated or with gendered segregation along occupational lines
\- a workplace culture that makes sexual or gender-based harassment more likely (e.g. a culture that includes or normalises sexism, harmful gender stereotypes, sexual innuendo or nudity)
\- tolerance for breaking workplace rules and breaching policies more generally (e.g. breaking rules around the safe use of equipment or the personal use of workplace resources)
\- power imbalances along gendered lines (e.g. workplaces where one gender holds the majority of management and decision-making positions or where significant power disparities are present)
\- a lack of diversity in the business or undertaking, including rigid gender roles
\- workplaces with ‘high value’ employees (e.g. where the workplace is hesitant to take disciplinary action against harassers due to the potential losses to the business or undertaking)
\- workplaces organised according to a strict hierarchical structure (e.g. where there are limited options to identify, report or manage harmful behaviours outside a strict hierarchical structure; workplaces where managers have significant control over workers’ careers; where workers are expected to follow directions without question)
\- use of alcohol at work activities or work events, and
\- poor understanding among workers, including managers and leaders, of the nature, drivers and impacts of sexual and gender-based harassment.