Sexual harassment case study
An example of how an employer can manage the risk of sexual harassment.
Kim’s story
Kim is a copywriter at a medium-sized publisher. One day, Kim sees her manager wolf-whistle at another female employee, which surprises Kim. When she tells her manager that this behaviour is not okay, he asks her if she is jealous. Kim is angry and feels embarrassed, so she reports her manager’s behaviour to his supervisor.
During Kim’s meeting with the supervisor, he listens attentively and asks Kim some clarifying questions. But he concludes that the incident wasn’t that serious and more of ‘a personality clash’. Ever since, Kim has felt uncomfortable around her manager. She avoids him when possible, which affects her ability to do her work.
A few weeks later, Kim is chatting to Morgan, one of the health and safety representatives (HSRs). She mentions the wolf-whistling and how her manager and his supervisor responded. Morgan tells Kim that what she witnessed was sexual harassment, and that it was serious. Morgan advises Kim that she can make a formal complaint about the incident if she wants to. Kim takes some time to think about it and decides to make a complaint. Morgan supports her through the process.
As a result of the complaint, Stan the HR Manager becomes aware of the incident. Stan speaks to:
- Kim
- the employee who was wolf-whistled at
- Kim’s manager
- the supervisor.
In all these conversations, Stan reinforces that the company has zero tolerance for sexual harassment and gendered violence. When speaking to the manager and supervisor, Stan also explains that as leaders they have a responsibility to set the tone for the workplace. He says their actions were inappropriate and potentially harmful. He arranges for them to undergo coaching. The coaching focuses on:
- appropriate behaviours in the workplace
- how to recognise and respond to sexual harassment and gendered violence.
Stan meets with Kim to discuss how she can be supported following the incident. The employee who was wolf-whistled at is also offered support through the HR team and Employee Assistance Program.
After working with the people directly involved in the incident, Stan turns his mind to systematic changes. He first consults with the health and safety representatives (HSRs). They agree to establish a project to review and update the sexual harassment and gendered violence policies and procedures. Stan also reviews the complaint and dispute resolution processes in consultation with the HSRs. A new training program about sexual harassment is rolled out across the organisation. The CEO also speaks about the importance of respectful workplace relationships at the next all-staff meeting.