Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p27
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 73936–77205

interact with each other and other persons at work, their behaviour and relationships can introduce psychosocial hazards, including the risk of sexual and gender-based harassment. However, supportive leadership, positive relationships and professional and respectful interactions can help to minimise these risks.
Poor organisational culture can hamper efforts to control the risk of sexual and gender‑based harassment by discouraging workers from seeking and providing support, reporting hazards, participating in consultation and hampering effective implementation of internal policies. Leaders demonstrating poor behaviour are likely to contribute to poor organisational culture. You can minimise the risks of sexual and gender-based harassment by influencing workplace interactions and behaviours.
In managing the behaviours and interactions among workers, you can:
   -            Set, model and enforce acceptable behaviour standards for all people in the workplace.
   -            Address inappropriate or harmful behaviours early, even if workers 'seem ok with it' or no one raises a concern.
   -            Address bullying, aggression, other harassment, discrimination and incivility or disrespect early and appropriately. This not only prevents behaviours escalating but workers are less likely to report sexual harassment if other harmful behaviours are not addressed.
   -            Implement policies and strategies to address gender inequality, lack of diversity and power imbalances at work.
   -            Ensure responsible service of alcohol at work-related events.
   -            Ensure workers understand what they should do if they experience or see sexual or gender-based harassment in the workplace and are aware of and trained on the organisation's policies.
In managing the behaviours of others in the workplace, such as customers, clients, patients, visitors, students, and members of the public you can:
   -            Clearly communicate to clients and customers that sexual and gender-based harassment is not tolerated (e.g. in service agreements, contracts or on signage) and have policies and processes for handling inappropriate behaviours from others in the workplace.
   -            Actively address stereotypes or sexual content in your communications (e.g. ensure advertising does not appear to condone sexual harassment of workers).
   -            Ban or refuse service to persons with a history of sexual or gender-based harassment (e.g. patrons at pubs or clients at gyms). If service is necessary, such as for medical care, put in place additional measures to protect workers and others (e.g. requiring attendance at a clinic rather than providing in-home care).
   -            Encourage workers to keep records and screenshots if harmful behaviour occurs online or through phone communication and report the behaviour to their supervisor.
   -            Set, model and enforce acceptable behaviour standards for all people in the workplace.
   -            Foster a positive and respectful work culture where sexual and gender-based harassment is not tolerated.
   -            Implement policies and strategies to address gender inequality, lack of diversity and power imbalances in the business or undertaking.
   -