Document ID: chunk:federal_register_of_legislation:F2024L01380:reg:9:p22
Version: federal_register_of_legislation:F2024L01380
Segment Type: reg
Provision Reference: reg 9 (pt 22/36)
Character Range: 161825–165360

policies, setting unreasonable expectations of the services an organisation or workers can provide).

Bullying

Things that increase the likelihood of bullying include:

    -          presence of other psychosocial hazards:
         o        high job demands
         o        low job control
         o        low support
         o        organisational change, such as restructuring or significant technological change
         o        lack of role clarity, or
         o        poor organisational justice
    -          leadership or management styles:
         o        autocratic behaviour that is strict and directive and does not allow workers to be involved in decision making
         o        behaviour where little or no guidance is provided to workers or responsibilities are inappropriately and informally delegated to subordinates, and
         o        abusive and demeaning behaviour that may include inappropriate or derogatory language, or malicious criticism and feedback, and tolerance of this behaviour
    -          systems of work
         o        lack of resources or training
         o        inappropriate work scheduling, shift work and poorly designed rostering
         o        unreasonable performance measures or timeframes
         o        poor workplace relationships
         o        poor communication
         o        isolation
         o        low levels of support, or
         o        work group hostility.

Harassment including sexual harassment

Things that increase the likelihood of harassment include:

    -          particular cohorts of workers who are more vulnerable such as young workers, workers with a disability, workers from culturally or linguistically diverse backgrounds , workers in insecure or precarious forms of employment, and workers on working visas
    -          acceptance of inappropriate behaviour (e.g. racially or sexually crude conversations, innuendo or offensive jokes are part of the accepted culture)
    -          power imbalances along gendered lines (e.g. workplaces where one gender holds the majority of management and decision-making positions)
    -          workplaces organised according to a strict hierarchical structure (e.g. police and enforcement organisations, medical and legal professions)
    -          use of alcohol at work activities and attendance at conferences and social events as part of work duties, including overnight travel
    -          workers are isolated, in restrictive spaces like cars or working from remote locations with limited supervision or restricted access to help and support
    -          working from home which may provide an opportunity for covert sexual harassment to occur online or through phone communication
    -          interacting with customers, either face-to-face, on the phone or online, and
    -          poor understanding among workplace leaders of the nature, drivers and impacts of sexual harassment
    -          workplaces where racial prejudice and unconscious bias directed towards Aboriginal and Torres Strait Island workers are present.

While anyone can experience harassment there are certain groups who are more likely to experience it. Some workers may be at greater risk because of their age, gender, race, sexuality, migration status, disability and literacy.

Conflict or poor workplace relationships and interactions

Things that increase the likelihood of conflict or poor workplace relationships include:

    -          culture of tolerating swearing, name