In 2023, the expectations of employees when it comes to their workplace are evolving rapidly. Today’s workforce is increasingly seeking employers who prioritize not only the bottom line, but also the well-being and safety of their employees. Employees are being more discerning about where they work, looking for employers who foster a culture of connection and inclusivity. In this blog post, we will explore why employees in the current Australian market are being choosier about where they work.
A significant factor driving this development are the recent changes to Australian laws and regulations related to sexual harassment in the workplace and support for employees impacted by Domestic and Family Violence (DFV). According to the Not Now, Not Ever report, 25% to 50% of women subjected to domestic violence reported having lost a job at least in part as a result of that violence. Through the implementation of a specialised workplace DFV support program, we can sustain this lifeline to victims whilst reducing the impact on the workplace.
In recent years, there has been a significant movement to address and prevent sexual harassment in the workplace and the impacts of DFV in the workplace. Employees are looking for employers who provide training and resources to raise awareness about these issues, and who have strong policies in place to prevent and address them.
Two major changes to Australian law and regulations have been:
- The Australian Fair Work Act was amended in 2022 to prohibit (or ban) sexual harassment in connection with work, including in the workplace. These changes apply from 6 March 2023 and expand the previous protections around sexual harassment in the workplace. The protection applies to:
- workers including employees, contractors, work experience students and volunteers
- future workers
- people conducting a business or undertaking.
- In Australia from 1 February 2023, employees of non-small business employers (employers with 15 or more employees) can access 10 days of paid family domestic violence leave. This includes part-time and casual employees. This will also apply to small businesses from 1 August 2023.
For example – Jessica, a sales professional, recently changed jobs and chose a new employer that offered broad sexual harassment training for all employees. She was impressed with the company’s commitment to creating a safe and respectful work environment and felt more secure knowing that her employer took these issues seriously. Jessica appreciated the company’s proactive approach in providing resources and support to prevent sexual harassment and promote a healthy work environment, which influenced her decision to join the organization.
Sexual harassment is a significant issue across Australia, in the last 12 months, 1have been sexually harassed and 1 in 3 in the last 5 years. The survey of 10,000 Aussies unveiled that women (41%) were far more likely than men (26%) to experience harassment, and that more than three-quarters of harassers were men (77%). #
For example – Carlos, an HR specialist, who was looking for a new job after experiencing a situation of Domestic and Family Violence in his personal life. He prioritized employers who offered resources and support for employees experiencing domestic violence, such a training for leaders and HR representatives so they were equipped to provide the right support, guidance to specialist support services and policies that provided flexibility for employees dealing with personal challenges. Carlos felt that employers who acknowledged and supported employees going through difficult situations demonstrated empathy and compassion, which were important values to him.
The workplace plays a key role in the collective action against DFV. According to research conducted by the UN, 55-70% of all people experiencing DFV in Australia are in the paid workforce. The workplace plays a vital role in the life of a victim of DFV; it provides a safe haven, purpose, social connections and financial independence. It is for these reasons that it is critical that workplaces acknowledge their role in a victim of DFV’s journey and identify areas where they can lend additional support. A recent study in 2022 by found that 2 in 3 victim-survivors reported that DFV impacted their ability to concentrate at work and 2 in 5 victim-survivors reported that DFV impacted their productivity and ability to enjoy their job.*
(DEI) initiatives
In addition, employees in 2023 are also seeking employers who prioritize diversity, equity, and inclusion (DEI) initiatives. Companies that actively promote diversity, equity, and inclusion in their workforce and create an inclusive environment where employees from all backgrounds feel valued and heard are becoming more attractive to job seekers. Employees want to work for employers who embrace diversity and foster an inclusive culture that celebrates differences and promotes fairness and equality.
For example – Maria, a marketing manager, was considering multiple job offers and ultimately chose a company that had a strong commitment to DEI. She was impressed with the company’s diverse leadership team and their initiatives to promote inclusivity, such as diversity training programs, employee resource groups (ERGs), and diversity recruitment efforts. Maria believed that working in an inclusive environment would not only make her feel more connected and valued, but also contribute to her personal and professional growth.
Conclusion
Employees in 2023 are being choosier about where they work and are looking for more connected employers who prioritize their well-being, safety, and inclusivity. Employers who take meaningful action in areas such as sexual harassment and Domestic and Family Violence training awareness, as well as diversity, equity, and inclusion initiatives, are more likely to attract and retain top talent. As employees demand more from their employers, organizations that prioritize creating a supportive and inclusive work environment will be better positioned to attract and retain the best talent in this changing landscape of work.
WorkHaven supports workplaces to address DFV and sexual harassment in a meaningful and relevant way. We develop resources to provide the right support and provide training and communications services to increase awareness and understanding of these important and sensitive topics. For more information, please click here.
References
# Time for respect: Fifth national survey on sexual harassment in Australian workplaces, AHRC, 2022. https://humanrights.gov.au/time-for-respect-2022
* Workplace sabotage: New study reveals the workplace supports needed to help victim-survivors of domestic and family violence. Dr Emma McNicol, Professor Kate Fitz-Gibbon and Sally Brewer, Monash University, 2022. https://www.monash.edu/news/articles/workplace-sabotage-new-study-reveals-the-workplace-supports-needed-to-help-victim-survivors-of-domestic-and-family-violence
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