Document ID: chunk:federal_register_of_legislation:F2025L00326:body:0:p4
Version: federal_register_of_legislation:F2025L00326
Segment Type: other
Provision Reference: 
Character Range: 9700–12968

including if the person's workplace is their home
   -            in a place where the worker is undertaking work at a different location (such as a client's home)
   -            where the worker is engaging in work-related activities such as conferences, training, work trips, work-related events or if you, as the PCBU, host a work-related social activity like a Christmas party
   -            by phone, email, camera or online (such as through social media platforms)
   -            by misusing shared workplace technologies (such as shared calendars), or
   -            at worker accommodation (such as accommodation provided at fly-in, fly-out sites).

     1.3          What might sexual and gender-based harassment look like?
Sexual and gender-based harassment can be a one-off incident or repeated behaviour. The most serious acts, such as sexual assault, may constitute criminal offences. It can be obvious or subtle.
Examples of these behaviours include:
   -            actual or attempted rape or sexual assault
   -            physical assault, abuse or threats targeted at an individual because of their sex, gender or sexuality
   -            inappropriate physical contact including unwelcome touching, hugging, kissing or cornering
   -            being followed or watched inappropriately, either in person or via technology
   -            sexual gestures or indecent exposure
   -            sexualised comments about a person's appearance or clothing, or derogatory comments because clothing does not conform to narrow gender norms
   -            derogatory, offensive or demeaning comments about a person because of their sex, sexuality or gender
   -            comments, insults or 'jokes' of a sexually suggestive or explicit nature, or which are sexist or gendered
   -            inappropriate staring or leering that makes a person feel uncomfortable
   -            deliberately misgendering someone, using incorrect pronouns or deadnaming (calling a person by their birth name when they have changed their name as part of their gender transition) to demean or belittle them
   -            intrusive questions or comments about a person's private life (e.g. relationship status), physical appearance or bodily functions (e.g. menstruation or anatomy)
   -            sharing or threatening to share an intimate image or video without consent
   -            spreading sexual rumours about a person
   -            sexually explicit images, videos, cartoons, drawings, photographs or 'jokes'
   -            repeated or inappropriate invitations to go out on dates or advances and requests or pressure for sex or other sexual acts
   -            comments about a person's sexual performance or appearance (e.g. rating people on their sexual desirability)
   -            excluding a person from training, promotions or opportunities based on their sex, gender or sexuality, and
   -            gendered double-standards or different repercussions for the same actions.
Workers and others may be exposed to sexual and gender-based harassment through verbal communications, including over the phone or video. They may also be exposed to these hazards through written words, pictures or other imagery, in person or through emails, text