Sexual harassment

Workplace sexual harassment remains high, now boards are liable.

9 SEPTEMBER 2025

Estimated read time: 4 minutes

 

Despite law reform and public attention, workplace sexual harassment continues to affect one in three Australian workers. New research shows that directors now face personal liability, and many aren’t prepared.

 

The pressure is mounting

Sexual harassment is still entrenched in Australian workplaces. One in three workers has experienced it in the past five years, according to the Australian Human Rights Commission’s latest survey.

Despite years of high-profile cases and widespread policy reform, ANROWS research confirms that some industries remain particularly high-risk, and that perpetrators are adapting to hybrid and digital working environments.

What’s changing now is the legal and governance risk. Under strengthened Work Health and Safety (WHS) laws and Respect@Work reforms, directors are personally liable when they fail to prevent or respond to workplace harm.

Boards must act, not just to protect reputation, but to meet legal and cultural expectations around safety, equity and leadership.

 

What the evidence shows

ANROWS research, Workplace technology-facilitated sexual harassment: Perpetration, responses and prevention, found particularly high rates of harassment in:

• Information, media and telecommunications (15%)
• Retail (8.4%)
• Construction (7.4%)
• Manufacturing (6.8%)

This includes not only verbal or physical harassment, but digital violations, such as surveillance, location tracking, and inappropriate online contact.

Workers described unclear reporting processes, a lack of trust in leadership, and ad-hoc training that failed to address real-life complexities. One report found that “first responders” (such as direct supervisors) often minimised concerns or offered advice that placed responsibility back on the victim.

In short: policies exist, but practice often fails.

“Boards can no longer afford inaction.”

Dr Meredith Nash, ANROWS’ Director of Communications and Engagement, warns that many directors underestimate their exposure:

“It’s not just about knowing what’s happening, it’s about acting on it. That’s where directors are exposed.”

She notes that recent governance failures reported in the media, such as at MinRes and WiseTech, are cautionary tales not only of misconduct, but of leadership delay.

 

What’s working, and what needs to change

Across ANROWS-funded research, the most effective responses share key features:

• Training that is interactive, not passive
• Scenarios that include LGBTQ+ and culturally diverse experiences
• A clear link between training content and actual policies and reporting procedures
• Space for bystander intervention, safety planning, and reflective practice

More importantly, organisations must embed these practices in their workplace culture, not just treat them as risk mitigation or legal compliance.

“This is not a communications issue. It’s a governance issue,” says Dr Nash.

“Organisations that treat harassment as a workplace safety issue, with real investment in prevention, are the ones setting the new standard.”

 

What directors should do next

Boards must treat workplace sexual harassment as a serious psychosocial risk, just like any other WHS issue.

This means:

• Reviewing risk registers and board governance structures
• Embedding a safety lens across HR and tech systems
• Consulting with staff, especially those with lived experience, to identify gaps
• Commissioning regular, sector-informed training and workplace culture reviews

The risk is real. So is the opportunity to lead well.

 

To learn more, read What the evidence tells us: Insights from ANROWS’ sexual harassment research program.

 

 

For further information please contact:

Emmagness Ruzvidzo (ANROWS)

M: 0468 322 800 | E: [email protected]

 

About ANROWS

Australia’s National Research Organisation for Women’s Safety (ANROWS) was established by the Commonwealth, state and territory governments under Australia’s first National Plan to Reduce Violence against Women and their Children (2010–2022). As an ongoing partner to the National Plan, ANROWS continues to build, strengthen and translate the evidence base that informs the current National Plan to End Violence against Women and Children (2022–2032).

With more than 150 research projects led, commissioned or contributed to, ANROWS delivers targeted evidence to inform practice, policy, and systems reform. We engage closely with victim-survivors, communities, service providers, governments and researchers to ensure our work reflects lived experience and supports collective action.

ANROWS is a not-for-profit company jointly funded by the Commonwealth and all state and territory governments. We are a registered harm prevention charity and deductible gift recipient, governed by the Australian Charities and Not-for-profits Commission (ACNC).