Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p21
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 56973–59898

training, instruction and supervision provided to workers.
Further information and examples of these are provided in the sections below. Not all examples will be relevant or reasonably practicable in all circumstances. You must consult with your workers, and their representatives, and consider the circumstances of your work and workplace when making decisions about what control measures to implement to prevent sexual and gender-based harassment.
The most effective way to control a hazard is to not introduce the hazard in the first place. For example, considering the risks and designing the layout of buildings or new processes to avoid introducing hazards.

     5.1          Duration, frequency and severity
As the PCBU you must consider how long (duration), how often (frequency) and how significantly (severity) your workers are exposed to psychosocial hazards. This impacts the level of risk. Where it is not reasonably practicable to eliminate the risk of sexual and gender-based harassment, you may be able to minimise the risk by reducing the duration, frequency and severity of exposure to harassment or the risk of harassment.
For example, you may be able to reduce the severity of exposure by introducing physical barriers to eliminate or minimise the risk of sexual assault, even if you are unable to eliminate the risk of verbal harassment.
Sexual and gender-based harassment is a hazard regardless of whether an incident has occurred. Workers may experience stress whenever there is a risk they may be exposed to harassment (e.g. they are afraid of being harassed). Furthermore, the absence of a previous incident should not be taken to mean that the risk has been managed so far as is reasonably practicable.
The Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024 (Cth) provides further information.

     5.2          Interaction of psychosocial hazards
As the PCBU you must consider how sexual and gender-based harassment may interact or combine with other psychosocial hazards to increase the risks.
You may be able to minimise the risk of sexual and gender-based harassment by controlling other psychosocial hazards such as low support and poor organisational justice. Controlling these hazards can reduce the likelihood of sexual and gender-based harassment occurring. For example, the psychosocial hazard of low job control may prevent workers adapting the way they work to avoid sexual and gender-based harassment and providing greater job control may reduce the risk of it occurring.
Where you have minimised the risk of sexual and gender-based harassment so far as is reasonably practicable, you may be able to further minimise the risk of harm from it by controlling other psychosocial hazards, both by reducing underlying levels of stress and by providing appropriate support to affected workers following an instance of sexual or gender‑based harassment.
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