Workplace sexual harassment (WSH) is a persistent issue affecting Australian workplaces across all industries. According to Comcare’s *Systems for Respect* report, one in three workers in Australia has experienced sexual harassment at work. This prevalence highlights the need for more robust interventions to prevent and address sexual harassment, particularly given the physical, emotional, and professional toll it can take on employees. 

The report provides the most effective strategies for reducing workplace harassment and offers practical insights for business owners. It emphasises that no single intervention is sufficient; rather, a combination of policies, training, leadership engagement, and cultural change is needed. This article will break down these findings, providing a roadmap for employers aiming to foster a safer and more respectful workplace.

 

The Need for Multi-Pronged Approaches

Comcare’s review highlights that workplace sexual harassment interventions are most effective when they are multi-faceted. Single actions, such as one-off training sessions or isolated policy changes, are unlikely to create lasting change. A combination of policies, robust complaints systems, and leadership engagement yields better outcomes. 

For instance, studies cited in the report found that workplaces with formal complaints systems and strong policies had lower instances of harassment. Employees are more likely to report incidents when they trust that their complaint will be taken seriously and handled appropriately. Importantly, these systems must ensure confidentiality and inform complainants of their case’s progress. 

 

Training: Online and In-Person Interventions

Training is a critical component in the fight against sexual harassment, and it’s most effective when done correctly. Comcare’s review found that both in-person and online training can lead to positive outcomes when the content is well-designed. Effective training increases employees’ knowledge about what constitutes sexual harassment, builds their confidence in reporting incidents, and enhances trust in leadership. 

The best training programs provide practical tools for recognising and responding to inappropriate behaviour. For example, training that defines harassment, outlines relevant policies and includes role-playing scenarios equips employees to handle real-life situations. Studies in the report also suggest that repeated training, rather than one-off sessions, is necessary to reinforce these skills and maintain awareness.

However, training is not a silver bullet. The report points out that training alone, without cultural change and leadership engagement, often has limited effectiveness. In workplaces where gender-based harassment is tolerated or ignored by leadership, even the best training programs will fail to make a significant difference. 

 

Leadership’s Role in Cultural Change

Leadership involvement is crucial for creating a workplace environment that does not tolerate sexual harassment. The report stresses that leaders must actively model the respectful behaviours they expect from their employees. When leaders set the tone and take a visible stance against harassment, it signals to employees that the organisation is serious about preventing such behaviours.

Leaders should not only support training efforts but also embed anti-harassment values in the company’s policies, communications, and day-to-day operations. Moreover, leadership must be proactive in addressing any incidents of harassment, ensuring that complaints are handled efficiently and fairly. 

Workplace culture is often shaped by leadership behaviours. In environments where senior management visibly upholds gender equality and respect, employees are less likely to engage in or tolerate harassment. Conversely, in hierarchical, male-dominated workplaces where harassment is more likely to be ignored, even the most comprehensive policies will struggle to reduce harassment rates.

 

Policies and Complaints Systems

Having strong policies in place is a cornerstone of any harassment prevention strategy. However, as the report shows, simply having a policy is not enough. Organisations must ensure their policies are clear, comprehensive, and enforced. 

Zero-tolerance policies, which outline clear consequences for inappropriate behaviour, have been shown to encourage reporting. Some studies suggest that harassment reports may initially increase when such policies are introduced. This should not be seen as a negative outcome; rather, it signals that employees feel empowered to come forward, knowing their concerns will be taken seriously. 

Effective complaints systems must also be easily accessible and trusted by employees. Workers are more likely to report harassment when they believe their complaint will be investigated fairly, their privacy will be protected, and they will be kept informed of the process. These systems should also protect employees and bystanders from retaliation, ensuring that those who report incidents feel safe from reprisal.

 

Empowering Bystanders

Bystander intervention is an increasingly recognised strategy for preventing workplace harassment. The report highlights that when bystanders act quickly and assertively, they can play a significant role in stopping harassment in its tracks. However, to be effective, bystanders need the right tools and a supportive environment.

Training that encourages bystander action—such as calling out inappropriate behaviour or reporting it to HR—can help foster a culture where harassment is less likely to occur. However, organisational culture plays a critical role here. If bystanders fear retaliation or believe that leadership will not act, they are less likely to intervene. Employers must ensure that bystanders feel supported and protected when they step in to prevent harassment.

 

Practical Implications for Employers

The practical takeaways for business owners from Comcare’s report are clear: preventing sexual harassment requires a coordinated effort. Here are the key actions employers should consider:

1. Implement Clear, Comprehensive Policies: Ensure your workplace has a zero-tolerance policy towards harassment, and make sure employees know how to report incidents. 
   
2. Train Your Employees: Offer regular training that not only defines harassment but also provides employees with the tools they need to recognise and respond to it. Training should be practical, engaging, and repeated periodically.

3. Create a Safe Reporting System: Build trust by ensuring your complaints process is confidential, fair, and transparent. Keep complainants informed and protect them from retaliation.

4. Lead by Example: As a business owner or manager, you need to set the tone. Model respectful behaviour and take a strong stance against harassment.

5. Encourage Bystander Action: Equip employees with the confidence and tools to step in if they witness inappropriate behaviour, and ensure they know they’ll be supported when they do.


Workplace sexual harassment is an issue that no business can afford to ignore. The *Systems for Respect* report makes it clear that preventing harassment requires more than just one-off training or policies on paper. A holistic approach—encompassing leadership, training, clear policies, and bystander support—is needed to create a workplace where all employees feel safe and respected. By adopting these strategies, business owners can foster a culture of respect and reduce the risk of harassment, benefiting both their employees and their bottom line.

 

Read the full report

Systems for Respect: Interventions to reduce workplace sexual harassment