Preventing sexual harassment through building positive workplaces where people treat each other with respect is the first priority (State Services Commission: Sexual Harassment Policy Statement 2015).

Recording incidents and concerns that are raised about sexual harassment and related enquiries can assist with prevention by providing feedback on the effectiveness of the organisation's prevention efforts and by highlighting gaps.

Record keeping around sexual harassment should include the following:

  1. Concerns: a concern about a possible/actual incident of sexual harassment is raised by an employee or other person covered by the organisation's policy.  The matter is resolved at the lowest level without formal investigation.  For example the complainant or manager speaks to the person concerned and the situation is resolved to the satisfaction of the complainant.
  2. Complaint: a complaint of sexual harassment that requires significant follow up and/or investigation to determine an appropriate response.  For example this could include situations where a low level intervention has failed to achieve resolution; an incident of a serious nature that requires investigation.

 

Method of Recording 

The agency's incident reporting process is the recommended mechanism for recording sexual harassment complaints and concerns.

For internal measures of sexual harassment agencies can choose to record the number of concerns and complaints but if they choose to record only one measure it must be the number of complaints raised and resolved.

Measure and Frequency of Reporting

Measure

  1. number of concerns (optional)
  2. number of complaints  opened in the reporting period
  3. number of complaints closed in the reporting period.

Frequency

Agencies:  It is recommended that agencies use a 6 monthly cycle at 30 June and 31 December for internal monitoring purposes.

Human Resource Capability Survey: agencies will be required to provide annual figures on:

  • number of complaints  opened in the reporting period
  • number of complaints closed in the reporting period.

The reporting period is 1 July to 30 June.  Data is collected as part of the SSC Human Resources capability survey.

Note:  Agencies should commence collection of sexual harassment statistics according to the definitions above from 1 July 2015. Agencies will be asked to report numbers of complaints as above via the Human Resource capability survey in July 2016.  

Further optional measures

Agencies may also wish to consider the following options to provide further internal organisational feedback on progress in preventing sexual harassment:

  • the effectiveness of organisational response to concerns and complaints: undertaking a 6 week and/or 6 month follow up contact of people who have raised a concern or complaint to check their level of satisfaction
  • use of exit surveys to capture feedback from employees who leave the organisation
  • use of engagement survey to capture qualitative data around harassment and discrimination. 

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