Proactive Avoidance of Sexual Harassment in the Workplace
About the Authors:
ANDREA TWADDLE
Director of employment law at Davidson Twaddle Isaac Lawyers
Andrea is an experienced, highly effective, specialist employment lawyer. Waikato based, she is well known for providing astute, pragmatic advice and conducting high quality, independent workplace investigations into misconduct allegations.
GABBY GATLAND
Law Clerk at Davidson Twaddle Isaac Lawyers
Having competed her Bachelor of Laws degree, Gabby conducts legal research and assists in the preparation of legal documents and advice. She provides confidential legal support to the DTI team.
It is an employer's responsibility to take reasonable practicable steps to ensure that employees have a safe and healthy work environment.
While workplace policies should set the tone of expectations in the workplace, that culture will be influenced by the conduct and behaviours that managers, staff, contractors and customers bring to the environment. The work environment should be free from intimidation and hostile behaviour. The higher the level of sexual harassment tolerance, the harder it is for an individual to raise concerns. Accordingly, it is critical that incidents of harassment are addressed promptly. Where they are not, the culture can become institutionalised and increasingly difficult for the employer to address in an effective manner. Good management will enable an enjoyable workplace environment where staff can relish some "banter" and dynamic discussion, but a clear line is drawn on inappropriate behaviour.
Gabby Gatland
Law Clerk
Director, Employment Law
Davidson Twaddle Isaac Lawyers
07 282 0174
Have you been harassed? - What to do? Where to turn?
Keep a record of incidents you find offensive including dates and times.
Talk it over with someone you trust and who will keep the information confidential. This may help clarify what to do.
Confront the person who is harassing you, and tell them you don’t like their behaviour. You can do this in person, in a letter, or with a union or other representative.
If this doesn’t work, or is inappropriate, you can seek advice and assistance from:
a sexual harassment contact person at work;
a manager or school counsellor;
your union delegate or a lawyer;
a professional disciplinary group;
the police;
Employment Relations (if you have been harassed at work). (0800 209020);
the Human Rights Commission (0800 496 877).
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