On 21 September 2022 the WA Authorities tabled its response (Response) to the ‘Sufficient is Sufficient’ report (Report) made by the Western Australian Parliament’s Neighborhood Growth and Justice Standing Committee following the Inquiry into sexual harassment in opposition to ladies within the FIFO mining business (Inquiry).
The Response was tabled by the Minister for Industrial Relations, Minister Johnston, and supported by the Minister for Girls’s Pursuits, Minister McGurk. It accepts there are points throughout the sector however makes clear that the WA Authorities considers no devoted authorized reform is warranted to implement the Report’s suggestions.
The WA Authorities’s technique
Whereas the WA Authorities typically accepted the entire Report’s suggestions (by both supporting, supporting in precept or noting these), a key theme within the Response is that the Authorities sees that major obligation to make sure workplaces are protected, wholesome and accountable rests with business, which incorporates sexual harassment threat administration. Such an strategy is suitable and in line with the risk-based nature of security legal guidelines, that are more and more utilised to threat assess and management sexual harassment hazards at enterprise-level.
The WA Authorities’s technique seems to be to help business to drive a cultural shift within the mining sector. The Response acknowledges work already underway in different areas, together with:
- present avenues for many who expertise sexual assault and harassment at work;
- work in progress to coach business and evaluation present regulation, particularly by the Psychological Consciousness, Respect and Security Program (MARS Program), and Elizabeth Shaw of PWC’s evaluation of DMIRS;
- present platforms that allow third get together reporting of sexual harassment and WorkSafe WA’s 24/7 reporting line (however there’s a dedication by the WA Authorities to evaluation and promote these);
- work being undertaken by federal Parliament to implement the rest of the suggestions of the Australian Human Rights Fee’s Respect@Work report;
- Protected Work Australia’s updates to the mannequin Work Well being and Security rules concerning psychosocial hazards, following the Boland evaluation; and
- the 163 suggestions made by the Regulation Reform Fee WA’s evaluation of the Equal Alternative Act 1984 (WA), together with the removing of the drawback take a look at.
The broadly mentioned Report suggestions for an business register of offenders and proposal for a redress scheme don’t look like precedence areas. The WA Authorities seems focussed on enhancing company interface and regulatory steering. For instance, the WA Authorities has dedicated to:
- develop a memorandum of understanding between DMIRS/WorkSafe WA and the WA Police on the administration of sexual harassment incidents at workplaces. This memorandum of understanding will define the jurisdictional duties of every organisation, in addition to embrace a protocol for resolving issues the place there may be ambiguity;
- produce new steering on non-disclosure agreements and a Code of Follow concerning mining and building lodging;
- evaluation Equal Alternative Act 1984 (WA) steering, to clarify the deliberate reforms, as soon as applied; and
- an ‘Sufficient is Sufficient’ conference within the first a part of 2023, as a method to drive cultural change throughout the mining business.
The Response appropriately acknowledges that there’s vital nationwide momentum to remove sexual harassment from workplaces. There’s much more work to be achieved, however by no means have there been extra instruments and momentum to realize change. We’re hopeful the additional measures outlined within the Response, whereas restricted, can be one other step towards a world the place it’s a social norm for workers to work in workplaces which can be free from sexual harassment, in the best way that drink driving and never carrying seatbelts have been eradicated from accepted cultural practices inside society.
|Authorities||1 – Set up a discussion board for victims of historic office sexual harassment.||Assist in precept. Notes present avenues and commits to funding a group authorized and advocacy service to offer steering to affected Western Australians.|
|Authorities||10 – Instruct DMIRS to work with WorkSafe WA to organize common audits.||Assist in precept. WorkSafe restricted to sexual harassment, as sexual assault is felony. References the MARS program as an avenue for information assortment.|
|Authorities||11 – Decide the best-placed entity to change into central coordinator and file keeper.||Supported. Authorities Acknowledges WorkSafe because the central coordinator and file keeper. Notes the Shaw evaluation to help DMIRS in enhancing its enforcement mannequin.|
|Authorities||12 – Direct DMIRS to discover additional choices which don’t compromise any complainant’s anonymity||Supported. WorkSafe has a crew of specialist inspectors. Current surveys and audits such because the mentally wholesome workplaces audit device. New triaging space at WorkSafe. Notes s 155 of WHS Act for regulator to require audits.|
|Authorities||13 – WorkSafe to make use of business affect and guarantee acceptable data sharing association between DMIRS and WAPOL.||Supported in precept. WorkSafe along side business to develop up to date steering on office investigation and coaching necessities. MOU will define jurisdictional duties and set up protocols to resolve issues the place there may be ambiguity.|
|Authorities||14 – Trade funded rollout of constant third get together reporting platforms||Supported in precept. Helps full evaluation of present platforms by MAPAC. Promotion of WorkSafe’s 24/7 reporting line. Promotion by way of the MARS program.|
|Authorities||15 – DMIRS to work with mining peak our bodies to develop training and coaching for bystanders.||Supported. Authorities working with business already. Peak Physique Grants Program. MARS Program.|
|Authorities||17 – DMIRS to research and monitor use of NDA’s||Supported. Authorities will instruct accordingly. Notes parallel with suggestion 38 of Respect@Work. Will work with the Cth, and steering could also be launched by Protected Work Australia.|
|Authorities||18 – DMIRS has an efficient and complete information administration system.||Supported. Authorities has funded DMIRS as such. DMIRS security administration system modernisation program.|
|Authorities||19 – Public standing updates of the formal data sharing association between WAPOL and DMIRS.||Supported. Impending MOU will define the accountability and DMIRS will present updates.|
|Authorities||20 – Reform the equal alternative act and take away the drawback take a look at.||Supported. LRCWA evaluation of the Act tabled on 16 August 2022. Authorities broadly accepted most suggestions, together with removing of the drawback take a look at.|
|Authorities||21 – Constant and complete definition of sexual harassment throughout regulatory framework||Supported. Equal Alternative Act to undertake identical definition as included in Cth Intercourse Discrimination Act. Additionally upcoming modification of mannequin rules to incorporate a definition of sexual harassment. Commits to an modification of the WA rules. DMIRS to then replace its publications.|
|Authorities||22 – Common updates from authorities.||Supported. Minister to offer updates on present ongoing critiques.|
|Authorities||23 – Growth of complete requirements and pointers to result in the mixing of sexual harassment into work well being and security follow.||Supported. Authorities recognises sexual harassment is a piece well being and security problem. Minister for IR dedicated to adopting the mannequin WHS rules coping with psychosocial dangers as really useful by the Boland Overview as soon as adopted by Protected Work Australia. WHSC has developed codes of follow referring to psychosocial harms. DMIRS to evaluation its codes of follow. Authorities to host an ‘Sufficient is Sufficient’ conference to assist drive cultural change throughout WA in first a part of 2023.|
|Authorities||24 – Set up professional group inside WorkSafe WA.||Supported. Awaiting provision of professional recommendation from the Regulatory Functionality Overview to completely inform response which is able to embrace consideration of WorkSafe Victoria’s strategy. Present an replace earlier than the top of the yr.|
|Trade||2 – Critical repercussions together with dismissal for any one who has tried to hunt sexual favours for benefit.||Famous. Notes current strengthening of WA Legal guidelines together with improve of WAIRC powers to be in keeping with FWC. Additionally introduction of the WHS act.|
|Trade||3 – Discover methods to forestall perpetrators merely discovering reemployment.||Famous. Trade is accountable to make sure protected, wholesome and respectful workplaces|
|Trade||4 – Implementation of average consuming requirements.||Famous. Aligns with Nationwide Well being and Medical Analysis Council Alcohol Tips.|
|Trade||5 – Bettering gender steadiness.||Famous. Helps gender steadiness. Wil discover potential regulatory adjustments to help in enhancing transparency of gender participation.|
|Trade||6 – Scale back dangers that are exacerbated by excessive charges of labour rent and subcontracting||Famous. Request MAPAC to think about amendments to the Mines Security Administration System Code of Follow.|
|Trade||7 – Develop a framework to help all firms to evaluation tradition.||Famous. Assets exist already for business, for instance WorkSafe assets for office tradition evaluation. WorkSafe will proceed to coach and is upskilling inspectors with particular coaching on psychosocial hazards. Notes MARS program.|
|Trade||8 – Set up acceptable customary for lodging||Famous. Minister for Industrial Relations to request WHSC and MAPAC to develop a Code of Follow for mining and building lodging.|
|Trade||9 – Guarantee coaching is accredited, match for objective and delivered by appropriate practitioners.||Famous. Notes the MARS program and improvement of Respect in Mining coaching program.|
|Trade||16 – Set up inside and exterior choices for reporting and acquiring help.||Famous. Notes that reporting obligations fall upon the PCBU and that it’s going to proceed to coach to make sure reporting obligations are completely understood. Promotion of WorkSafe reporting line.|