WorkHaven is built on a foundation of corporate expertise, lived experience and knowledge. In this insight, two members of the team share their experiences of sexual harassment in the workplace and their reflections on how the workplace could have made a difference to prevent this behaviour and provide support to employees who were affected.
Sexual harassment in the TV and media industry
Looking back at my career in the TV and Media industry in the 1990s, I can’t help but reflect on the pervasive issue of sexual harassment in the workplace. It was often just seen as “the norm” back then, something that many women had to endure as they pursued their careers.
I remember my first job as a receptionist at the headquarters of a political party after graduating from university. I was excited to start my career and save money to buy my own professional camera. But I soon realized that I was working with senior male politicians who didn’t always treat me with respect. Some of them would make inappropriate comments about my appearance, like asking if I wanted to work in politics because I had “the legs for it.” It made me uncomfortable, and I felt the need to change how I dressed at work, avoiding skirts and dresses altogether.
Later on, I got a job as an assistant producer for a production company, where I was the only female among six male staff members. As I progressed in my career and became a director at the age of 25, and faced resistance from older male crew members. I was shocked to discover that the male cameraman and editor had created a “perve” reel of footage featuring female body parts that they found attractive, which they added to whenever they came across such footage. It was demeaning and objectifying, and it made me realize how pervasive the issue of sexual harassment was in my industry.
I remember a young female receptionist who started at our company and wore a skirt on her first day. Overhearing some crew members talking about her looks and making inappropriate comments, I decided to share my own experience from my previous job with her and advised her to wear pants instead. She thanked me for the advice and began to wear pants to work.
As a director, I often found myself facing harassment while on filming assignments. I recall one instance where I was given a pink hard hat to wear on a construction site and was subjected to catcalls and wolf whistles, while my male cameraman, who was with me, was treated with respect. It was frustrating and disheartening to be treated differently simply because of my gender.
One of the most challenging experiences I had with sexual harassment was when I was working as a producer in Sydney with two male journalists. One of them was consistently late for his report, making our programs late, and would come into the studio with snide remarks and rude sexual jokes. I repeatedly asked him to be on time, but he dismissed my concerns, saying it was my problem. I didn’t know who to turn to or speak with, as all the staff I worked with were male. This went on for three months until I came up with the idea of leaving the camera rolling while he made sexual remarks to me. I showed the footage to his boss, and he was eventually dismissed. But I often wonder if I would have been believed if I hadn’t had that footage.
Sexual harassment in the retail industry
I worked in the head office of a large retail chain. The company’s warehouse was located on the same site. Part of my role involved organising product samples and I often had to grab stock from the warehouse. It was a task I came to dread, as each time I walked into the space, I was met with catcalls, wolf whistles and sexually—orientated comments. At the time, I didn’t recognise it as sexual harassment. I just thought it was an uncomfortable reality. But it made me feel embarrassed, self-conscious and intimidated. I used to fear walking into the warehouse and would avoid this task wherever possible.
When I raised it with my Manager, he disregarded my concerns and I was told this was “just how things were” at that workplace. In hindsight, I now see that this behaviour was sexual harassment. The behaviour not only affected my confidence, but also made me feel uncomfortable in the workplace. It also impacted my ability to do my job properly. I wasn’t the only member of staff who experienced this situation.
Had my workplace leant in and provided support by addressing the behaviour, it would have reduced the distress for female workers, created a more respectful workplace and enabled me to do my job to my best ability. Looking back, I realise that in the past, sexual harassment was unfortunately seen as normal in the workplace. It was something that many women had to endure silently in order to pursue our careers. It’s disappointing that it took so long for the issue to gain the attention and awareness it deserved.
Whilst both of these stories happened a few years ago, the sad reflect remains that sexual harassment is still prevalent today. In the last 12 months, one in five people have been sexually harassed. A 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%). * In 2018, workplace sexual harassment imposed a number of costs. $2.6 billion in lost productivity, or $1,053 on average per victim. $0.9 billion in other costs, or $375 on average per victim. **
However, it is positive to see that government, workplaces and communities are now taking steps to address this important topic. There is more awareness and advocacy for ending sexual harassment in the workplace, including legislation to protect people from this behaviour. But there is still a long way to go. No one should have to tolerate harassment in their workplace, and it’s important to continue speaking up, sharing our stories, and working towards a safer and more respectful work environment for everyone.
The workplace plays such an important role to prevent sexual harassment, generate awareness and provide the right support for employees. To learn more about WorkHaven’s training, resources and communications to address this topic, please visit our website or email [email protected]
References
* Time for respect: Fifth national survey on sexual harassment in Australian workplaces, AHRC 2022.
** The economic costs of sexual harassment in the workplace March 2019 Deloitte Access Economics Pty Ltd
Recent Comments