Responding to Reports – Respect In Hospitality

Responding to Reports of Sexual Harassment

When sexual harassment is reported in the workplace, immediate action is critical to ensure the safety and well-being of everyone involved. Here’s a clear process to follow for handling such incidents effectively.

In Case of Immediate Danger

If a worker or anyone in the workplace is in immediate danger, call 000 immediately

Key Steps in Responding to Sexual Harassment Reports

Act Promptly and Ensure Safety

Take immediate steps to ensure the safety of the complainant and any other workers involved.
Provide any necessary support and resources right away.

Consult with the Complainant

Discuss with the complainant how they wish to proceed: whether formally, informally, or through another approach.
Understand what support they need and ensure their preferences are respected.

Communicate the Process Clearly

Inform all relevant parties (the complainant, the accused, and any witnesses) of the steps being taken.
Be transparent about what to expect during the investigation process.

Protect Against Victimisation

Ensure that no one involved in the complaint is subject to retaliation, bullying, or intimidation.

Provide Support and Representation

Make sure all parties are aware of their rights to support and representation during the process.

Maintain Confidentiality

Treat all information with confidentiality to protect the privacy of everyone involved.

Fair Treatment for All

Ensure that all parties are treated fairly and with respect throughout the investigation.

Document All Actions and Decisions

Keep thorough records of all actions taken and decisions made. Ensure that documentation is securely stored.

Post-Incident Review and Prevention

After handling a report, it’s essential to evaluate and improve your workplace risk management systems:

Review Risk Factors

Identify factors that may have contributed to the harassment and take steps to reduce or eliminate these risks.

Evaluate the Process

Assess what worked well in your response and identify areas for improvement.

Update Prevention Measures

Use data from reports to strengthen your prevention and response strategies, ensuring a safer work environment.

Resources for Hospitality Employers

NSW Code of Practice: Sexual and gender-based harassment – SafeWork NSW Code of Practice – Sexual and gender-based harassment | SafeWork NSW
Positive duty explained (PDF 147.79KB) – SafeWork NSW Respect at Work: Positive duties explained (nsw.gov.au)
Work health and safety approach to sexual harassment (PDF 158.47KB) – SafeWork NSW WHS approach to sexual harassment poster (nsw.gov.au)
Reporting options guide for workplace sexual harassment (PDF 427.48KB) – SafeWork NSW Reporting options for NSW workers: workplace sexual harassment
24/7 Support services guide: workplace sexual harassment (PDF 236.64KB) – SafeWork NSW 24/7 Support services guide: workplace sexual harassment | NSW Government
Australian Human Rights Commission Resource: workplace harassment, discrimination and victimisation | Australian Human Rights Commission Resource: workplace harassment, discrimination and victimisation | Australian Human Rights Commission

The Australian Human Rights Commission provides comprehensive guidelines on internal complaint handling in its Ending Workplace Sexual Harassment and Respect@Work: Community Guide.

ahrc_respectwork_community_guide_2020.pdf (humanrights.gov.au)

Be sure your incident management policies are regularly reviewed and developed in consultation with employees.

Free Critical Incident Response for HII Customers

Hospitality Industry Insurance (HII) provides customers with free immediate psychological support for workers affected by traumatic events including sexual harassment, regardless of workers’ compensation claim status. This service offers timely access to professional help, ensuring your team receives the care they need when it matters most.