Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p23
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 62319–65498

must consider the systems of work when determining control measures. Systems of work are organisational rules, policies, procedures and work practices used to organise, manage and carry out work.
Some systems of work may increase the risk of sexual and gender-based harassment. For example:
   -            working alone without the means to access support from other workers
   -            personal phone numbers or social media accounts being used for work purposes
   -            shared calendars among workers being used to track a colleague's movement or daily activities and engage in stalking or other unwanted behaviours
   -            work video communication platforms being used to take photos without permission or knowledge
   -            rules which prevent workers leaving a situation before it escalates
   -            lack of policies to prevent excessive consumption of alcohol at work events, or
   -            systems that confer a high level of individual authority and discretion on a supervisor or manager (e.g. allocation of overtime, promotion and training opportunities, or delivery of induction training).
It may not always be possible, or reasonably practicable, to design out risks that arise from such systems of work, but you must consider systems of work when controlling the risk of sexual and gender-based harassment.
Well-designed systems of work can control the risk of sexual and gender-based harassment. For example:
   -            Maintain communications with workers working alone (e.g. regularly checking in with workers conducting home visits).
   -            Factor safety into the design and use of any shared workplace technologies (e.g. shared calendars).
   -            Ensure transparent and fair systems for allocation of work and the granting of promotion and training opportunities.
   -            Ensure breaks are scheduled to minimise opportunities for people to be left isolated in the workplace for periods of time and locate break areas in an appropriately visible location.
   -            Provide managers and supervisors with the authority and resources to implement and effectively maintain control measures. Allocate clear accountabilities for monitoring, reviewing and maintaining controls.
   -            Provide systems for workers to get immediate assistance from supervisors and managers if they experience sexual or gender-based harassment or identify an increased risk (e.g. a group of intoxicated and rowdy customers).
   -            Provide appropriate systems to alert workers to information about risks and control measures for patients, students, customers or clients known to present a particular risk of sexual or gender-based harassment.
   -            Avoid workers working alone where possible (e.g. work in pairs; have security personnel present at closing time; provide workers a safe escort to their transport).
   -            Avoid workers being alone with third parties where there is a risk of harassment (e.g. patients, students, clients or others).
   -            Where workers work in pairs allow them input on who they are paired with (e.g. allow confidential requests not to