A recent study led by Monash University, funded by Australia’s National Research Organisation for Women’s Safety (ANROWS), highlights the risks of tech-based harassment in work settings.
The survey involved more than 3000 Australians aged between 18 and 65 and revealed that one in four Australians admitted to engaging in workplace sexual harassment.
The findings also exposed that one in seven employees engaged in tech-based forms of workplace sexual harassment while one in five admitted to engaging in-person sexual harassment at work, indicating the need for updated policies and awareness.
The study challenges traditional views, showing that harassment is often driven by a desire to control, humiliate, or even frighten the victim.
Those who admitted to tech-based sexual harassment at work said they did it to “hurt the feelings of” or “annoy” others, which aligns more with bullying than playful behavior.
This suggests that prevention, education, and responses to workplace sexual harassment, including tech-based harassment, need to take such problematic understandings and views into account.
The study sheds light on the rise of tech-based sexual harassment at work, which has been accelerated by the COVID-19 pandemic, with nearly two-thirds of those admitting to engaging in tech-based sexual harassment reporting it started after working from home became commonplace.
Remote working conditions such as working from home and working outside regular business hours have impacted how people engage in workplace sexual harassment.
The changing nature of the workplace also means colleagues are now interacting more often through technology, which can blur the boundaries of work and professionalism.
What might be considered unprofessional or inappropriate conduct in a physical office setting may not immediately be seen in the same way in digital communication, such as a text message.
There is a need for workplaces to ensure policies relating to sexual harassment cover working-from-home contexts.
This highlights a crucial gap in many workplaces: a lack of clear policies to address harassment in virtual settings.
Recent changes to Australian law now place a legal obligation on employers to proactively eliminate sexual harassment, and the Australian Human Rights Commission has new powers to investigate and enforce compliance.
However, greater awareness and clarity of how workplace tech-based sexual harassment is defined is a crucial starting point.
