Name: Sexual and Gender-Based Harassment Risk Assessment
Brand: BlueSafe Online
SKU: prod_01M3GMK5GK92JNQSCEE955JV7V
Price: 79.50 AUD
Availability: InStock

Product Overview

This risk assessment addresses sexual and gender-based harassment risks across workplace leadership, work design, physical environments, third-party interactions and digital work. It supports the identification of factors that may enable harmful conduct, discourage reporting or affect the response to concerns.

Activities & Risks Covered

This assessment addresses activities and risks including:

Review governance and leadership arrangements
Consult workers and identify harassment risks
Assess work design and supervision
Review workplace and accommodation design
Manage third-party and contractor interactions
Assess travel, events and digital work risks
Review reporting and protection from victimisation
Assess response, investigation and support processes
Review competency and communication arrangements
Monitor, assure and review controls

Who is this for?

Suitable for organisations seeking to assess sexual and gender-based harassment risks affecting workers, contractors and other workplace participants.

Activities & Hazards Covered

Activity	Potential Hazards
Governance and leadership	Leaders do not treat sexual and gender-based harassment as a WHS risk, resulting in inadequate resources, unclear accountability and reactive responses. Senior personnel, influential workers or high-performing individuals are excused or protected when harmful conduct is raised. Workplace culture normalises sexist, sexualised, discriminatory or gendered behaviour, including jokes, comments, images, online posts and exclusion.
Consultation and risk identification	Workers and HSRs are not consulted about hidden, normalised or location-specific harassment risks. Consultation methods exclude casual workers, shift workers, remote workers, young workers, contractors, culturally and linguistically diverse workers or workers with disability. Risk assessments overlook intersectional vulnerability, power imbalances, insecure work, gender imbalance and the interaction with bullying, violence, fatigue, workload and poor support.
Work design and supervision	Work is designed with isolated work, inadequate staffing, poor supervision, uncontrolled client contact or excessive reliance on junior or insecure workers. Hierarchical reporting lines, manager control over rosters or career opportunities and unclear role boundaries prevent workers from raising concerns. High job demands, fatigue, low job control, poor support or organisational change contribute to conflict, harmful behaviour or a reluctance to report.
Workplace and accommodation design	Poorly designed, poorly lit or unsecured workplaces, amenities, car parks, change rooms, accommodation and access routes increase the opportunity for unwanted conduct. Workers have limited visibility, restricted access to help or inadequate private facilities when working alone, after hours or away from the usual workplace. Uniform, amenities or accommodation arrangements fail to account for worker privacy, dignity, gender diversity or personal security.
Third-party and contractor management	Customers, clients, patients, suppliers, visitors or contractors engage in harassment, discrimination, sexualised conduct, threats or gendered violence toward workers. Contracts, service agreements and site rules do not set behavioural expectations, escalation arrangements or consequences for harmful third-party conduct. Multiple duty holders fail to coordinate controls for shared workplaces, client sites, labour-hire arrangements, events or project work.
Travel, events and digital work	Work travel, accommodation, conferences, training, social activities and alcohol-related functions create poorly supervised settings with increased power imbalance or boundary risks. Remote work, email, messaging, video meetings, collaboration platforms and social media are used for unwanted sexualised, discriminatory or intrusive conduct. Workers are unclear whether conduct outside normal hours or outside the usual workplace is covered by workplace behavioural standards.
Reporting and protection from victimisation	Workers do not report because they fear retaliation, loss of shifts, career harm, disbelief, loss of privacy or escalation by the alleged perpetrator. Reporting is limited to a direct manager, is inaccessible to some workers or does not allow confidential, informal or anonymous options. Reports are not recorded, triaged or acted on consistently, allowing repeated exposure and missed organisational warning signs.
Response, investigation and support	Affected workers remain exposed to the alleged perpetrator or unsafe work setting while a report is considered. Responses are delayed, dismissive, biased or overly focused on individual conflict rather than the underlying system failures. Poorly managed investigations cause further harm through repeated questioning, unnecessary disclosure, lack of procedural fairness or failure to implement corrective action.
Competency and communication	Workers, managers and contractors do not recognise sexual or gender-based harassment, hostile work environments, discrimination, online harassment or gendered violence. Training is generic, one-off or relied upon as the main control while higher-order work design and supervision controls are absent. Supervisors lack confidence to respond to disclosures, intervene in harmful conduct or apply escalation arrangements consistently.
Monitoring, assurance and review	The organisation assumes no reports means no harassment is occurring and fails to test whether workers trust the system. Controls are not checked after complaints, work changes, incidents, events, travel or evidence of repeated harmful behaviour. Trend analysis focuses on individual allegations without identifying recurring risk factors, locations, roles, supervisors, third parties or control failures.

Need to tailor this risk assessment?

Use the BlueSafe Portal to add site-specific activities, hazards, controls, responsibilities and review details before the assessment is put into use.

Acceptance Guaranteed: If your client or principal requests changes during document review, BlueSafe will help revise the document at no extra cost and support resubmission until it is accepted.

Legislation & References

The template includes references relevant to the documented work, including:

Work Health and Safety Act 2011 (Cth), including primary duty of care, officer due diligence and worker consultation duties.
Work Health and Safety Regulations 2011 (Cth), psychosocial-risk provisions, including regulation 55D on control measures.
Work Health and Safety (Sexual and Gender-based Harassment Code of Practice) 2025 (Cth).
Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024 (Cth).
Sex Discrimination Act 1984 (Cth), including the positive duty to take reasonable and proportionate measures to eliminate, as far as possible, relevant unlawful conduct.
Occupational Health and Safety Act 2004 (Vic).
Occupational Health and Safety (Psychological Health) Regulations 2025 (Vic).
Psychological Health Compliance Code (Vic), including sexual-harassment risk-control guidance.
For state and territory workplaces, confirm the applicable local WHS or OHS Act, regulations and any adopted or approved psychosocial-hazard or sexual and gender-based harassment code before implementation; Model Codes are not automatically adopted in every jurisdiction.

Standard Risk Assessment Features (Click to Expand)

Activity-specific hazard identification and control measures
Initial and residual risk ratings
Assigned responsible persons for each activity
Risk matrix and assessment classification
Consultation, sign-off and review sections

Sexual and Gender-Based Harassment Risk Assessment

Activities covered include

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