The Workplace Gender Equality Agency (WGEA) has released new data that provides valuable insights into how employers are addressing work-related sexual harassment following the introduction of a positive duty to ensure safe workplaces. More than 7,000 medium and large employers, representing over 5 million employees, have reported their progress in 2024, marking a significant step toward fulfilling the recommendations of the Respect@Work Report.

WGEA’s findings reveal that while almost all employers (99%) now have formal policies in place for dealing with work-related sexual harassment and discrimination, many organisations are still in the early stages of effectively tracking and managing these issues. Notably, 28% of employers are not actively monitoring the prevalence of sexual harassment in their workplaces, underscoring the need for further action to foster safe, inclusive environments.

According to WGEA CEO Mary Wooldridge, simply having policies is not enough for meaningful change. “We are seeing comprehensive policy coverage, which is an essential first step, but long-term cultural change requires deeper engagement,” Wooldridge said. “Leadership plays a pivotal role in establishing a culture of respect, and proactive involvement by CEOs and boards is critical for lasting change.”

The data indicates that while 85% of CEOs are actively involved in approving and communicating workplace policies, only 55% of boards are similarly engaged. The report also highlights a gap in anonymous reporting options, with 68% of employers providing avenues for confidential disclosures. This is a critical issue, as anonymous reporting can encourage individuals to come forward without fear of retaliation, addressing the common challenge of underreporting in sensitive cases.

In terms of training, WGEA reports that nearly 90% of employers provide workplace training on handling sexual harassment, typically at induction or annually. However, Wooldridge emphasised the importance of going beyond reactive measures to focus on prevention. “Employers have a responsibility not only to respond to complaints but to create an environment where harassment is unlikely to occur in the first place.”

WGEA’s findings highlight both progress and areas for improvement, and future reports are expected to further track developments in this area. Later this month, WGEA will release the 2024 Gender Equality Scorecard, offering a comprehensive look at workplace gender equality across sectors in Australia.

For more details on the full report, visit WGEA’s Data Explorer.