Prevention of sexual harassment

Sexual harassment includes non-consensual or unwelcome sexual behaviour that could be expected to make a person feel offended, humiliated or intimidated.

Building on the Victorian Secretaries Board statement on sexual harassment, the Victorian Public Sector Commission (VPSC) has issued the Model Policy for the Prevention of Sexual Harassment in the Workplace (Model Policy). The Model Policy was developed by a Working Group under the auspices of the Integrity and Corporate Reform Subcommittee of the Victorian Secretaries Board.

To support the Model Policy, a Guide for the Prevention of Sexual Harassment in the Workplace (Guide) has also been developed. Together, these documents promote consistent practice across the Victorian Public Service (VPS) and public sector. They will help organisations to ensure that they are working to prevent sexual harassment and support those who are harmed by such behaviour.

The Model Policy and Guide apply to the Victorian Public Service.  Victorian public sector entities are encouraged to revise their policy and procedures on sexual harassment, ensuring these are informed by the Model Policy and Guide.

Resources

Sexual Harassment Model Policy

To promote consistent practice in prevention and response to sexual harassment, a Model Policy for the Prevention of Sexual Harassment in the Workplace has been developed.

This document is in the form of a word template so that public sector organisations can use the Model Policy to develop their own specific policy.

Respectful Workplaces Framework

Use this framework to support how your department prevents or responds to sexual harassment.

Sexual Harassment Model Action Plan

Use this document to guide how your department develops a sexual harassment action plan.

Guide

• 1. About this guide

  Developed by the Sexual Harassment in the VPS Working Group that was set up under the auspices of the Integrity and Corporate Reform Sub-committee (ICRS) of the Victorian Secretaries Board (VSB).

• 2. Code of conduct and public sector values

  Employees must adhere to the Victorian public sector values. In the context of sexual harassment, demonstrating the following values are particularly relevant.

• 3. Legislative framework

  Sexual harassment is a specific and serious form of harassment that is unlawful and prohibited by both Victorian and Commonwealth legislation.

• 4. Sexual harassment in the workplace

  Sexual harassment is a systemic cultural issue, not just a matter of individual conduct.

• 5. Prevention

  The Equal Opportunity Act 2010 requires organisations to take proactive steps to eliminate sexual harassment from occurring in the workplace as far as reasonably practicable.

• 6. Reporting sexual harassment

  It is acknowledged that organisations will have a range of approaches to managing reportds of sexual harassment.

• 7. Key considerations

  All Public Sector organisations are covered by enterprise agreements.

• 8. Monitoring and evaluation

  It is important that organisations monitor and evaluate outcomes and strategies to ensure prevention strategies, frameworks and processes are effective.
  
  

• Appendix – Guidance for managers

  The information that follows does not impose mandatory procedures for organisations to follow when a report of sexual harassment is made or when an employee’s conduct is called into question.

• Appendix – Guidance for Human Resource practioners (or equivalent)

  The information that follows does not impose mandatory procedures for organisations to follow when a report of sexual harassment is made or when an employee’s conduct is called into question.