WGEA findings underscore critical areas where employers must take action to combat workplace sexual harassment

Recent findings published by the Workplace Gender Equality Agency (WGEA) offer an initial insight into the measures that employers are implementing following the establishment of the positive duty to ensure a safe working environment for all workers.

In 2024, over 7,000 medium and large businesses in Australia, representing more than 5 million employees, disclosed updated details to WGEA regarding their efforts to address and prevent sexual harassment.

The latest findings from WGEA indicate that numerous employers have established measures to address workplace sexual harassment and gender discrimination; however, further efforts are necessary.

WGEA CEO Mary Wooldridge said the new positive duty for employers, which was introduced in late 2022, necessitates that effective action should commence with, but not be limited to, the implementation of high-quality workplace policies.

“While we are seeing comprehensive policy coverage, this is only a critical first step. Long-term culture change within organisations also requires employees and company leaders to know the policy, understand what’s in it and the part they play in its implementation,” Ms Wooldridge said.

“One of the insights from the Respect@Work Report is that proactive engagement by leadership is critical for long-term change. WGEA’s new results show that most CEOs are highly engaged in reviewing, signing off on and then communicating these policies (85%), however just over half (55%) of their Boards are similarly involved.”

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