You’re not alone. Community and legal centres are telling us they’re gearing up for an influx of cases over the coming weeks.<\/p>\n
And if you’re a partygoer who sees something that makes you uncomfortable, or a boss wanting to keep your employees safer \u2014 here’s how you can make a real difference too.<\/p>\n
What if I was harassed at a work party?<\/p>\n
If someone’s made an unwelcome sexual advance, that wasn’t your fault. Especially when it’s someone you know and thought you could trust, being harassed can feel confusing and scary<\/a>.<\/p>\n We’re part of a three-year research project<\/a> on how to prevent sexual harassment at work.<\/p>\n What counts as sexual harassment?<\/strong><\/p>\n Sexual harassment at work<\/a> can include:<\/p>\n The Australian Human Rights Commission’s most recent national survey on sexual harassment<\/a> in workplaces from 2022 found:<\/p>\n While undertaking that research, one of the warnings we’re seeing from victim-survivors who have made harassment complaints is how often invisibility was a factor. In other words, situations without many other people around as witnesses.<\/p>\n Another risk factor is close proximity. That can happen at the party itself, especially in crowded areas. Or it could happen on a drive to or from the party, where you’re stuck in a car, with little chance of getting away.<\/p>\n It’s often harder than people realise to get out of those situations. As soon as you can, tell a friend or colleague what’s happened and get help.<\/p>\n What if I was sexually assaulted?<\/p>\n If you’ve been sexually assaulted, please seek help from 1800RESPECT<\/a> and other support services.<\/p>\n Most sexual violence is still not reported to police<\/a>. As a recent report<\/a> explained, many victim-survivors don’t know what to expect if they do report an assault.<\/p>\n If you or anyone you know needs help:<\/p>\n If you want to know more about going to police after a sexual assault, criminology senior lecturer Gemma Hamilton just published this article for The Conversation<\/a>.<\/p>\n Being believed matters. So don\u2019t ask \u201care you sure that\u2019s what happened?\u201d (ABC News: Margaret Burin)<\/p>\n Bystanders can make a difference<\/p>\n The Human Rights Commission’s latest survey<\/a> on workplace sexual harassment found over a third (35 per cent) of bystanders<\/a> take action when they see, or find out about, sexual harassment at their work.<\/p>\n Men can be a great ally in this situation. Data shows male bystanders are slightly more likely<\/a> to take action than women. And they’re significantly more likely<\/a> (49 per cent vs 31 per cent of women) to actually say something to the harasser.<\/p>\n That difference is understandable, given most harassers are men<\/a>, and people need to feel safe enough to speak up.<\/p>\n Three in five bystanders (61 per cent)<\/a> who took action on workplace sexual harassment reported the sexual harassment stopped as a result of their intervention.<\/p>\n At parties, people can be drunk or unpredictable. Here are two things you can try.<\/p>\n Speak up to challenge the harassment<\/a>. Or, if it’s unsafe, you can try distraction: approach the person you think may be being harassed to say, “Sorry to interrupt, I need to speak to you”.<\/p>\n If you aren’t comfortable speaking up, let the person being harassed know you’re there for them.<\/p>\n What if a colleague discloses harassment or assault to you?<\/p>\n This year, more than 300 Australian victim-survivors shared what were helpful and unhelpful responses<\/a> to their harassment.<\/p>\n Being believed matters. So don’t ask “are you sure that’s what happened?”<\/p>\n Your first response<\/a> should be: “I’m so sorry that happened, thank you for telling me. Are you OK? What would help you feel safe?”<\/p>\n And be there for support, rather than telling them what to do.<\/p>\n What must all bosses and workplaces do \u2014 even at a party?<\/p>\n All Australian businesses, big or small, now have a legal duty to take preventative action against a number of “unlawful behaviours<\/a>” \u2014 including sexual harassment connected with work.<\/p>\n Known as a “positive duty<\/a>“, it’s been in force since the end of 2022.<\/p>\n The best preventative measures you can take start long before a work party. The culture of an organisation<\/a> strongly shapes whether harassment is seen as something people can get away with.<\/p>\n In the lead up to a social event, managers can also send strong signals that harassment or assault at the work party will be treated as seriously as in the workplace.<\/p>\n\n
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