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The information available in relation to each of the 152 complaints varied. As such, it was not always possible to determine each finding in relation to all of the complaints. For each of the findings below, the number of complaints for which the particular information was available is noted in brackets.

Sexual harassment has been unlawful across Australia for almost twenty years with 2004 marking the twentieth anniversary of the Sex Discrimination Act 1984 (Cth) (Sex Discrimination Act). [2] Over that period, community awareness of the existence of sexual harassment, particularly in the area of employment, has grown considerably.

Sexual harassment is an unwelcome sexual advance, unwelcome request for sexual favours or other unwelcome conduct of a sexual nature which makes a person feel offended, humiliated or intimidated, where a reasonable person would anticipate that reaction in the circumstances. [11] The Sex Discrimination Act defines the nature and circumstances in which sexual harassment is unlawful. [12]

The majority of reported sexual harassment was targeted at women, involved multiple forms of harassing behaviour and occurred on more than one occasion. In over one in five cases, the harassment continued for more than 12 months. Verbal harassment was often a precursor to physical forms of harassment.

back to Young people in the workplace Young people in the workplace Activities / resources downloads Download complete resource in PDF or Word Introduction PDF or Word Activity sheet: How do you identify yourself PDF or Word Activity sheet: Case studies at work PDF or Word Resource sheet: Aspects of the law PDF or Word Activity sheet: Position cards PDF or Word Activity sheet: The workplace …

Young people in the workplace contains a series of activities and resources to help students explore the issues around workplace discrimination. The activities help students to draw comparisons between the dramatised workplace issues and their personal experiences by looking at how concepts of difference, discrimination and harassment may operate in their daily lives.

2. We all have identities that are significant to us; identities that have an impact on what we think and do. This is true at school, at home and at work.

The following hypothetical case studies present a number of scenarios where you can examine the potential legal rights and the legal responsibilities applicable to both employees and employers in the workplace.

This information provides some key points about some of the laws that are relevant to the workplace. It is provided as a guide only and should not be relied upon for legal advice.

The customer comes first; if the customers are unhappy, they will not return. My business will go broke, and we will lose our jobs. So we have to keep the customers happy.

Young people can learn about their rights and responsibilities in the workplace by accessing an activity sheet that details relevant work situations.

Lian and her friends meet in a café and discuss the benefits of part-time work while still at school - experience, money, meeting people etc. Lian's friend, Kenny, works in a computer company and Lian has decided to apply for a job there.

Access a teaching resource for school students that empowers young people to understand their rights in the workplace.

Young people can learn about their rights in the workplace through an activity sheet that presents problems and encourages them to find possible solutions.

The Australian Human Rights Commission is an independent statutory organisation that works to protect and promote the human rights of all people in Australia. We were established by the Australian Government in 1986.

The DVD/script has focused on the workplace. But human rights situations involving identity and difference' can occur anywhere. There may be situations in your own life at the moment - at school, in a sporting team, at a social club, or with your friends - where you see that identity or difference is dealt with inappropriately.

The decision about what career path to follow is incredibly important. In the past, many people were limited when choosing their careers because of their difference, especially if the career choice was unconventional or not stereotypical. Today people have a right to choose their own career path, though there are often still some obstacles and barriers that are faced.

Access an activity sheet that details human rights situations involving identity and 'difference’ in relation to young people in the workplace.

Welcome to the 2008 edition of Effectively preventing and responding to sexual harassment: A Code of Practice for Employers (Code of Practice). This publication provides practical guidance to employers on how to meet their legal obligations to prevent and manage sexual harassment in the workplace.

A significant number of sexual harassment complaints received by the Commission involve small businesses. Employers should be aware of the potential for sexual harassment to occur in the context of close working relationships where staff are on familiar terms with one another and should take appropriate precautions to avoid this risk.