Sexual harassment is persistent, prevalent and under-reported in Australian workplaces despite its legal regulation over many decades. The most recent survey data in Australia indicate that the majority of individuals who are subject to sexual harassment at work do not make a formal report or lodge a complaint. The opportunity for voice that organisational processes provide to those who experience sexual harassment at work is a particular focus, given the under-reporting problem. The paper also considers the impact of organisational processes on those who observe the inappropriate behaviour and/or the organisational response. Ultimately, this paper argues that organisations should reduce their reliance on individual complaints by expanding the pathways by which concerns can be raised or observed behaviours addressed that offer alternative voice mechanisms, with an emphasis on problem-solving and early intervention where this is appropriate. The paper also considers different communications strategies, such as approaches to training, the sharing of information about workplace incidents, and leadership on the issue within organisations.

中文翻译：

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澳大利亚工作场所性骚扰报告不足：组织流程是否不足？

尽管几十年来一直受到法律监管，但性骚扰在澳大利亚工作场所持续存在、普遍存在且报道不足。澳大利亚最近的调查数据表明，大多数在工作中受到性骚扰的人没有正式报告或投诉。鉴于报告不足的问题，组织流程为在工作中遭受性骚扰的人提供的发言机会是一个特别关注的焦点。本文还考虑了组织流程对那些观察到不当行为和/或组织反应的人的影响。最终，本文认为，组织应减少对个人投诉的依赖，扩大提出担忧或观察到解决行为的途径，提供替代的声音机制，并在适当的情况下强调解决问题和早期干预。该文件还考虑了不同的沟通策略，例如培训方法、有关工作场所事件的信息共享以及组织内对该问题的领导。