Sexual harassment
Sexual harassment is common in New Zealand and Australian workplaces.It is unlawful and breaches the Human Rights Act and the Employment Relations Act. The New Zealand Human Rights Act defines two types of sexual harassment. The first involves requests for sexual activity with an implied or overt promise of preferential treatment, or the threat of detrimental treatment if the request is refused. The second is more general, involving behaviour of a sexual nature that is unwelcome and is either repeated or significant enough as a single incident to have a detrimental effect on a person. (Section 62. The Human Rights Act, 1993).
Typical Effects on Individuals and Organisations
Psychological Impact: Victims of sexual harassment often experience anxiety, depression, and a decline in self-esteem. These psychological burdens can lead to increased absenteeism and reduced engagement, further straining the workplace environment.
Decreased Productivity: When employees feel unsafe or uncomfortable, their ability to focus on work diminishes. This can lead to lower overall productivity, decreased creativity, and a reluctance to collaborate with others.
High Turnover Rates: Organisations that fail to address sexual harassment effectively may face higher turnover rates. Retaining talent becomes challenging when employees feel unsupported or unsafe, leading to increased recruitment and training costs.
Damaged Reputation: Companies known for tolerating harassment can suffer reputational damage, impacting their ability to attract talent and retain customers. In today’s socially conscious environment, a negative reputation can have long-lasting financial consequences.