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Dicks goes on p 27 min Partuzeropas - A range of government agencies and peak bodies support and guide councils, as outlined in Figure 1A.

VPSC is a government agency that aims to strengthen the effectiveness, efficiency and capability of the public sector. Although VPSC does not oversee local councils, it provides valuable resources that councils can use, such as the model policy.

VPSC also runs the People Matter Survey PMS , an annual workforce survey of Victorian public service employees, which covers a range of workplace issues, including sexual harassment.

In August , VEOHRC updated its guidance on complying with the positive duty to eliminate sexual harassment. The Guideline: Preventing and responding to workplace sexual harassment—Complying with the Equal Opportunity Act VEOHRC Guideline sets six minimum standards that employers should meet to fulfil their positive duty to eliminate sexual harassment.

Those standards are for organisations to:. Being victim-centric means giving the complainant a say in the process, ensuring they are properly supported and that they are not penalised for making a complaint.

Residents and ratepayers elect councillors for their municipality every four years. Once elected, councillors are responsible for:.

Sexual harassment by a councillor towards a fellow councillor or an employee of the council is unlawful under the Equal Opportunity Act , just as for employees.

However, as they are not contracted employees, councillors are not subject to the same internal disciplinary procedures as staff. For example, a CEO cannot dismiss a councillor.

The Workplace Injury Rehabilitation and Compensation Act sets out how employees can access compensation for workplace injuries, including those caused by sexual harassment.

This legislation considers councillors to be employees of the council who can access compensation for workplace injuries.

In March , the Local Government Act came into effect, replacing the Local Government Act The new legislation aims to improve local government democracy, accountability and service delivery.

Under section of the Local Government Act , councils must approve a Councillor Code of Conduct within four months of a local government election.

This code sets out expectations for councillor behaviour during each four-year term and may include any other matters that the council considers appropriate, such as internal dispute resolution procedures.

From the October elections, these codes must explicitly reference sexual harassment and include mandatory standards of conduct for councillors.

These standards specifically prohibit sexual harassment. Divisions 5 and 7 of Part 6 of the Local Government Act provide arrangements for dealing with councillor misconduct, including breaches of the Councillor Code of Conduct.

Figure 1B summarises these. The Local Government Act also outlines that the CEO of a council is responsible for managing interactions between staff and councillors.

The Gender Equality Act came into effect in February It aims to improve workplace gender equality in the public sector, including local councils.

It introduces new responsibilities for public sector organisations to measure and improve gender equality, including by reducing sexual harassment.

Gender Equality Action Plans every four years that outline strategies for promoting gender equality based on the results of their workplace gender audits.

The Gender Equality Act also established the role of Public Sector Gender Equality Commissioner, who will help organisations comply with their new obligations and monitor their progress.

Councils do not do enough to understand the prevalence and nature of sexual harassment in their workplaces. We found that sexual harassment happens in every council, across all roles and levels.

More than one in four respondents to our survey reported experiencing it in the last 12 months. Experiences of sexual harassment differ.

Others face different risks because of where they work within a council. Customer-facing staff are the most likely to be harassed by a member of the public.

As outlined in Figure 2A, our survey identified that 28 per cent of surveyed Victorian council employees and 30 per cent of surveyed councillors experienced sexual harassment while at work in the last year.

There were respondents who did not outline whether they were staff or councillors. Of these, 76 32 per cent experienced sexual harassment.

Source: VAGO LG Survey As shown in Figure 2B, we did not find a significant difference in the prevalence of sexual harassment at metropolitan, regional and rural councils.

Although individual council results varied, this could be due to differences in response rate. Three quarters of councils had a prevalence rate between 20 and 35 per cent.

Note: Error bars show the margin of error for each category. See Appendix E for response rates for each category and Appendix F for de-identified individual council results.

Interface councils are the municipalities that form a ring around metropolitan Melbourne. Although survey data is our best source for understanding the prevalence of sexual harassment, it is dependent on response rates.

People who have experienced it may be more likely to complete an optional survey on the topic. One way to account for this is to assume that everyone who did not do the survey did not experience sexual harassment.

This is unlikely, but it helps us understand the minimum rate of sexual harassment in the sector. Based on our results and response rate, at least 7 per cent of the local government sector have experienced sexual harassment in the past 12 months, as outlined in Figure 2C.

Note: Excludes employees from the four non-participating councils and employees without council email addresses. Our survey findings indicate that the rate of sexual harassment in local government is similar to comparable sectors, as outlined in Figure 2D.

AHRC survey results cover a five-year period. Source: VAGO LG Survey ; VPSC PMS Survey ; VAGO Survey ; AHRC National Survey See Appendix E for more detail on these surveys.

Comparing the prevalence of sexual harassment across sectors is hard because sample size, design and response rates can impact the results.

The PMS found that 7 per cent of employees in Victorian public sector departments had experienced sexual harassment, which is much lower than our results.

However, the PMS is broader than our survey, asking employees about a range of workplace issues as well as sexual harassment.

This means there is less risk that the results over-represent the experience of sexual harassment. VAGO also surveyed Victorian public sector employees in , asking only about experiences of sexual harassment.

This found that 29 per cent of surveyed employees had experienced sexual harassment in the previous 12 months.

Our survey of local councils had a similar response rate and survey design, indicating that the prevalence of sexual harassment in local councils is similar to the Victorian public sector.

As shown in Figure 2E, the three most common types of sexual harassment experienced by respondents were:. The AHRC National Survey also found these were the three most common types of workplace sexual harassment.

FIGURE 2E: Types of sexual harassment experienced by VAGO LG Survey respondents. Note: 2 respondents said they had experienced at least one of these behaviours at least once in the last 12 months.

Respondents could select more than one option. Note: Results shown as percentage of respondents who experienced sexual harassment 2 Results do not total per cent because respondents could select more than one answer.

Figure 2G shows that the harasser was most likely to be a co-worker at the same level or a more senior co-worker. FIGURE 2G: What best describes your workplace relationship with the person who sexually harassed you?

I left a fantastic position with higher pay and views of promotion for a lower paid position in a council far from home.

It made me feel like my work was not valued and was not important. It makes me hesitate to take meetings alone.

Incredibly disappointing. I don't want to work with someone like that. The joy goes out of the job. Regardless of the type or context, sexual harassment can have harmful impacts on those who experience it.

Forty-five per cent of respondents who experienced sexual harassment said they were negatively impacted. Figure 2H shows the type of impact respondents said they experienced.

Note: Results are shown as a percentage of respondents who said they experienced sexual harassment 2 Fifty-five per cent of respondents said that it had no impact.

Results in table do not add up to 45 per cent because respondents could select more than one answer. Sexual harassment also affects employees' relationships with their council.

Some survey respondents said that their experiences:. Anyone can experience sexual harassment, but some people are at a higher risk.

Councils should use this information to better target strategies and communication so that they can give the right level of support to staff and councillors.

Note: 9 respondents identified as either male or female. Error bars show the margin of error for each cohort.

Women were also more likely to suffer negative consequences from sexual harassment compared with men. Forty-nine per cent of women who experienced sexual harassment said it had an impact on them, compared to 33 per cent of men.

Does anyone really think that a young female like myself feels comfortable telling my team about it? Especially when my team has often talked about how young people these days are sensitive, and about how women are emotional and can't do certain things.

Another manager has made comments about childcare and that women should just stay home and then we wouldn't need to run childcare.

The AHRC National Survey found that women are at a higher risk of sexual harassment at work. This is true for local government as well.

As shown in Figure 2I, our survey found young women experienced sexual harassment at a greater rate than older and male employees.

For respondents over the age of 44, there was no statistically significant difference between prevalence for women and men.

We received too few responses from respondents with a self-described gender identity to report on levels of harassment for that cohort. The higher rate experienced by young women reflects the gendered nature of sexual harassment.

The VEOHRC Guideline notes that gender inequality is a primary driver of workplace sexual harassment. It creates stereotypes about how women and men should behave that can:.

One marker of gender inequality in the workplace is low numbers of women in senior leadership positions compared to men. According to MAV, in , women made up 60 per cent of local government employees but only 40 per cent of organisational leaders.

Only one sixth of local council CEOs were women. From March , councils will be required to report on the gender make-up of all levels of the workplace and work to improve gender equality under the Gender Equality Act The VEOHRC Guideline notes that this harassment can stem from homophobic, transphobic or hyper masculine work environments.

Sexual harassment from members of the public—such as customers, clients or patients—is a significant risk for councils. Figure 2J shows that harassment from the public happens for all groups, but employees in customer-facing roles are at the greatest risk.

Note: Results are shown as a percentage of respondents who experienced sexual harassment 2 Sexual harassment from the public occurs in a variety of contexts, including in aged care, leisure centres and libraries.

Survey respondents highlighted that councils do not always take this type of harassment seriously, and that there is a culture of accepting harassment from the public as part of the job.

I was shown pornographic images by a customer after he placed his mobile phone down his pants, took a photo of his penis then displayed the image to me which I did not solicit.

I was working in isolation at the time and there were two other males with him. When I reported it to my team leader his exact words were I spend a lot of time out in public alone conducting inspections.

In doing so I am frequently wolf-whistled and glared at and feel extremely vulnerable. I have experienced naked people at work and weird sexual comments from patrons.

I have reported it in line with council procedures however I received no real debrief or response to the incidents.

It seems to be simply seen as something we have to deal with in libraries and not worthy of discussion.

I have had patrons take photographs of me, make overt sexual comments to me and even touch me, sometimes quite inappropriately … management staff in my sector tend to shrug off any mention of sexual harassment as 'not really that bad' or 'just part of dealing with the public'.

Note : We have edited quotes for clarity and brevity. Source : VAGO LG Survey Councils are legally responsible for providing a safe workplace for employees.

This includes addressing the risk of sexual harassment from the public. Under the Equal Opportunity Act councils must take reasonable and proportionate steps to prevent sexual harassment from occurring.

Except for Ararat, the audited councils could do more to include sexual harassment from third parties in policies and complaint procedures.

The audited councils' unreasonable customer procedures focus on loud, rude and violent behaviour. However, as outlined in Section 2.

As a result, staff may believe that they cannot challenge common forms of sexual harassment from the public because council procedures do not cover them.

Councils should also take proactive measures to prevent sexual harassment from the public, such as:. I have seen the rape threats and threatened violence against female councillors and I believe that this prevents women going into or staying in these roles.

As a female councillor … I have experienced sexual harassment from residents and sexist comments, rather than council employees.

There are not any measures to help in this example. I will distance myself from local government and never run for election again.

Forty-one councillors across the state, or 30 per cent of councillor respondents, said they had been harassed at work in the last 12 months.

Although they experienced sexual harassment at a similar rate to council employees, Figure 2L shows that the context of this harassment was different.

In February , the Victorian branch of ALGWA made a submission to the AHRC National Inquiry. The submission highlighted that female councillors were at risk of sexual harassment from constituents, council staff and fellow councillors, including those from other municipalities.

Note: Results shown as percentage of respondents who experienced sexual harassment 41 councillors and 2 staff. Excludes respondents who preferred not to say their role at council.

Sexual harassment of councillors can contribute to a culture where women may not feel respected and safe. Forty-four per cent of female councillors, compared to 19 per cent of male councillors, reported experiencing sexual harassment.

This is a wider gap in prevalence than for employees. Higher rates of sexual harassment for female councillors present a challenge to addressing their under-representation on local councils.

The Victorian Government's Victorian Gender Equality Strategy aims to achieve equal gender representation on local councils by In the council elections, only 38 per cent of elected councillors were women, and 13 municipalities elected just one female councillor.

Councillors' positions as elected officials mean they face different barriers to reporting sexual harassment, which we discuss further in Section 4.

Across the sector, surveyed employees said that a councillor had sexually harassed them in the last 12 months.

Survey respondents told us that the power dynamic between staff and councillors makes it difficult to report sexual harassment.

One councillor greeted women in council by kissing them on the lips … Why would he think this is acceptable? Female council staff were obviously repulsed but could not say anything.

Often, with older male councillors, casual innuendo and uninvited touching is tolerated and seems harder to enforce from a conduct point of view within the organisation.

Of the audited councils, only Ararat and Corangamite Shire Council Corangamite have sexual harassment policies that explicitly apply to councillors.

To prevent sexual harassment, councils first need to understand how common it is and what is driving it in their workplaces.

VEOHRC recommends employers carry out anonymous surveys or review exit interviews to gather this information.

The audited councils do not commonly use workplace surveys to identify rates of sexual harassment. Although all have conducted at least one workplace survey in the last five years, only Frankston City Council Frankston asked employees about sexual harassment.

In a survey, Frankston asked employees whether they agreed that their workplace was free from sexual harassment and gender-based discrimination.

Eighty nine per cent of staff agreed. However, the survey did not ask whether employees had experienced sexual harassment. As a result, it does not tell Frankston how common sexual harassment is, and who is most at risk.

In addition, none of the councils categorise complaints in a way that allows them to identify trends in sexual harassment, which we discuss further in Section 4.

Understanding the prevalence of sexual harassment will also help councils to meet the requirements of the Gender Equality Act From June , councils must measure and report on seven gender equality indicators every two years.

One of these indicators is the prevalence of workplace sexual harassment. Prior to our survey, there was no sector-wide survey in the local government sector about cultural or workforce issues.

None of the state agencies or peak bodies overseeing councils run surveys or collect comparative information about sexual harassment or workplace conduct.

Coupled with a lack of workplace surveys at individual councils, it means that the sector has no visibility of the sexual harassment that occurs in its workplaces.

Sector wide data on sexual harassment would allow councils to:. Councils are not doing enough to fulfil their positive duty to prevent sexual harassment.

Although all audited councils have relevant policies and training, they are not comprehensive enough to be effective.

Audited councils' policies cover broader workplace issues and consequently lack elements that are unique to sexual harassment. Councils also mostly deliver their training through online modules, missing the opportunity to meaningfully engage with staff and challenge outdated views.

Across the sector, training misses key groups, including councillors and casual employees. Council leaders do not regularly promote a culture of respect that does not tolerate sexual harassment.

This further undermines the effectiveness of policies and training and leads to reduced employee trust. A comprehensive sexual harassment policy helps employees understand what sexual harassment is, and where to get help if they witness or experience it.

When we began our audit, none of the audited councils had a standalone sexual harassment policy. Instead, they included their policies and procedures on sexual harassment within broader documents about bullying, appropriate workplace behaviour and discrimination.

Frankston, Latrobe City Council Latrobe and Moreland City Council Moreland do not explain that sexual harassment is unlawful under the Equal Opportunity Act in their policy.

Frankston and Latrobe's policies do not clearly describe formal and informal processes for resolving complaints.

Victims or witnesses may not be confident to report sexual harassment. In response to this audit, Ararat published a new standalone sexual harassment policy in August that complies with the model policy.

Policies are only useful if employees and councillors can find them. Councils should ensure their employees can readily access information about how their council prevents and responds to sexual harassment.

Across the sector, 90 per cent of survey respondents said they knew where to find their council's policy on sexual harassment. This makes it easier for staff and councillors to find relevant information.

Except for Frankston, the audited councils spread information on sexual harassment across at least three documents. This increases the risk that staff will not find the right information about their obligations and rights.

Audited councils do not regularly communicate to staff and councillors about how to find policies on sexual harassment. Audited councils advised us that their staff learn about policies covering sexual harassment when they commence at the council.

Only Frankston routinely communicates to staff and councillors about how and where to find sexual harassment policies.

It does this by including information about the policies in its training, which runs every two years. However, as noted in Section 3.

After our last survey, CEO and other management provided an update that all sexual harassment should be reported. No information was provided about how to report it specifically or the process for how to report it, it was not very reassuring.

The only sexual harassment "training" I was given was an online course I had to do between calls on the job. So it was just another box to tick, and the message I am left with is that council really doesn't take these things very seriously.

The mandated annual re-training on sexual harassment is just a tick box exercise that focuses on the extreme physical assaults, not the day-to-day degrading and demeaning behaviours that need to change.

The MAV survey found that less than half of surveyed councils actively promote their sexual harassment policies. These results show that a lack of communication about policies is a problem across the sector.

More frequent communication would remind staff of their rights and obligations and ensure they know how to access information to support them if they experience or witness sexual harassment.

VEOHRC recommends that organisations take positive steps to train all employees on sexual harassment, including all executives, managers and senior staff, investigators and contact officers.

Four of the audited councils include sexual harassment training in a suite of online training modules covering employees' legal rights and obligations.

For staff who do not have regular access to council IT platforms, such as staff in depots, these councils provide this training face-to-face. Latrobe provides staff with an online training module on appropriate behaviour, but this does not explicitly refer to sexual harassment.

None of the audited councils deliver in-depth face-to-face training on sexual harassment for all staff. Most staff only ever receive training in an online module format, missing out on the advantages of face-to-face training such as:.

Online training is common across the sector. In the MAV survey, 53 per cent of councils said they delivered training specifically on sexual harassment.

Forty-six per cent of these councils reported using online training methods. Twenty-four per cent of survey respondents said they had never received training on appropriate behaviour or sexual harassment at their council.

People who were least likely to have received training on appropriate behaviour were:. Figure 3A shows that survey respondents who had been at their council under a year were the least likely to have received training.

However, there is still a portion of long term employees who said they had never received training at their current council. Note: 9 people answered how long they have worked at their council and whether they have received training.

All five audited councils advised us that new starters must complete their online module on appropriate behaviour.

Despite this, less than half of respondents reported receiving appropriate behaviour training at induction, as shown in Figure 3B. Councillors are not receiving the same amount of training on sexual harassment as employees.

Sixty per cent of councillors said they had not received training on sexual harassment or appropriate behaviour from their council. Except Latrobe, audited councils require councillors to complete online training modules on sexual harassment.

However, councils and stakeholders advised us that it is difficult to ensure councillors complete the training, as they are not contracted employees of the council.

For example, at one council, only one councillor completed the training in — For councillors elected in the October elections and those in future years, the Local Government Act outlines that they must receive induction training within their first six months as councillors.

Councils are responsible for developing their own training, but in relation to sexual harassment it must include:. Across employment types, casual employees were the least likely to have received training on sexual harassment.

Figure 3C shows that employees on contracts were more likely to have received training than casual staff, but they still received it at a lower rate than ongoing employees.

Note: Results shown as percentage of council employees who answered question on training. Casuals may have been less likely to do our survey because they have less access to council computers, and because of stand-downs related to COVID Providing training for casual employees at councils is important, because the nature of their employment may make them less likely to make a complaint when sexual harassment occurs.

The AHRC National Survey found young people in casual work in hospitality and retail were less likely to speak up about sexual harassment because of a fear of losing shifts or employment.

In our survey, casual staff reported experiencing sexual harassment at a lower rate than other employees. Aloha Tube - sex videos updated every 5 minutes.

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