Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p17
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 45724–48735

privacy of workers who make reports and allow for anonymous reporting where possible. Your reporting mechanism should suit your business size and circumstances and be proportionate to the risks in your business. The reporting mechanisms should also be trauma informed and take into consideration the diversity of the workforce and cultural factors where appropriate. For example, a worker from a culturally and linguistically diverse background may not want to report sexual harassment as speaking about sexual behaviour may be considered taboo in their culture.

A lack of reports

As the PCBU you should not rely only on formal reports. A lack of reports does not necessarily mean that sexual and gender-based harassment is not happening. Only a fraction of workers who experience harassment report the conduct.

The absence of reports where sexual and gender-based harassment is likely to be occurring may indicate that existing reporting mechanisms do not meet the needs of workers and need to be changed or workers are unaware of the availability of reporting mechanisms and need to be educated.

You should seek to address the reasons workers might not report sexual and gender-based harassment. These reasons include:
   -            workers are not aware of or do not understand what should be reported and how
   -            processes do not meet the needs, accessibility requirements and preferences of workers
      o        including the processes for making complaints; the handling of complaints and potential outcomes (e.g. a proportionate response; a person-centred approach; an outcome that supports the psychological and physical health and safety of the workers involved)
   -            workers do not have confidence in how a report would be handled
      o        workers are not aware of or do not understand the PCBU's reporting process, including how to report, particularly for workers from a culturally or linguistically diverse background
      o        workers have misconceptions about the process (workers view reporting only as a method to punish the harasser and do not understand its role in preventing future occurrences)
      o        workers are concerned that the PCBU's processes will not be followed by those handling complaints
      o        workers are concerned that reports will be ignored, or they won't be believed; other workers will not provide an accurate account; reports won't be handled respectfully and confidentially; outcomes will not be appropriate; nothing will be done and reporting will make the situation worse, or
      o        concern over how information will be handled
   -            workers are concerned about possible negative impacts of making a report
      o        a perpetrator may have organisational power over them (e.g. a manager or supervisor) or is in a position of influence (e.g. a client)
      o        they will be blamed or accused of overreacting
      o        additional harm to their health and safety from emotional