Medicus April 2016

C O V E R S T O R Y

H arassment can cover a wide spectrum of inappropriate behaviours. Some may be merely breaches of common courtesies, whilst others may fall under the umbrella of “unlawful harassment”. Unlawful harassment is in Australia covered by anti- discrimination laws. These laws regulate behaviours specifically in the areas of employment, education, clubs, accommodation and the provision of goods, services and facilities. By regulating workplace behaviour through legislation, the law recognises an individual’s employment as one of the most significant considerations next to family and loved ones. The amount of time spent at work and the inability of most people to simply “walk away from the job” make it paramount to ensure that workplaces are safe and free from harassment. Harassment is generally defined as unwelcome behaviour which offends, humiliates or intimidates a person. It will constitute unlawful harassment where a person is subjected to such behaviour in certain circumstances (e.g. at work) for a reason which is prohibited under the relevant anti-discrimination legislation.

Sexual harassment is a legally recognised form of sex discrimination. In Western Australia, sexual harassment in the workplace has been outlawed for over 30 years, by both Commonwealth and State legislation. The definition of sexual harassment under both legislative instruments is similar, referring to unwelcome sexual advances or requests for sexual favours or any unwelcome “conduct of a sexual nature”. Sexual harassment under the Equal Opportunity Act 1984 (WA) also requires that the complainant is disadvantaged, or has reasonable grounds for believing he or she will be disadvantaged, by taking objection. The Sex Discrimination Act 1984 (Commonwealth) requires the “reasonable person” test to be met, asking: would a reasonable person in the position of the complainant, taking into account his/her age, cultural, social and religious background, position and general attributes, have anticipated that the complainant would be offended, humiliated or intimidated. Conduct of a sexual nature covers a wide spectrum ranging from inappropriate behaviours to criminal offences. Examples include touching, hugging, cornering or kissing,

NO EXCUSES, please! Sexual harassment is commonly perceived to require repeated conduct. This is not so. A single act is capable of constituting sexual harassment, so long as the following criteria are met:- 1. Was the conduct sexual in nature? 2. Was it unwelcome?

3. Does it meet the reasonable person test ( Sex Discrimination Act ), or was the harassed person disadvantaged or had reasonable grounds for believing that they would be disadvantaged at work ( Equal Opportunity Act )? Under either instrument, the third test is easily satisfied where the harasser is in a position of power vis-a-vis the harassed person, such as an employer, supervisor, or mentor in a training program.

reprisals or victimisation, are all reasons why the law also does NOT require the aggrieved person to tell the harasser that the conduct is unwelcome.

It is the aggrieved person who decides whether the conduct is unwelcome. The harasser’s intention is irrelevant. It is similarly irrelevant that the same conduct may not have been unwelcome to others or even an accepted feature of the workplace in the past. What may be perceived as “fun” by one person, may be offensive to another, subject only to the “reasonable person” test.

This power imbalance, as well as possible age differences and fear of

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