This report identifies key facilitators contributing to the persistently high rates of sexual harassment experienced by LGBTQ young people in the workforce. It recommends training and education to increase sexual harassment literacy for employers and employees and improve cultural safety, particularly in sectors of high-risk. 

The report provides a detailed analysis of the types and prevalence of sexual harassment experienced by LGBTQ young people, their awareness of workplace policies and reporting pathways, and the factors that influence their decisions to report or seek support. It highlights the intersectional nature of these experiences, examining how factors like age, gender, sexuality, disability, and ethnic/cultural background contribute to vulnerability and shape responses to harassment. The report also explores the impact of workplace cultures and the role of cisheteronormativity in perpetuating unsafe environments.

It provides recommendations aimed at improving workplace safety, enhancing support systems, and promoting inclusive work environments for LGBTQ individuals.

Key findings

• 77% of LGBTQ young people surveyed had experienced workplace sexual harassment (WSH) and 31% had experienced it more than 10 times.
• Most perpetrators were men who acted alone.
• Most LGBTQ young people chose not to make a formal report and often chose instead to leave their jobs.
• WSH most commonly occurred in the accommodation and food services (30%), retail trade (21%), administration and support services (13%), and financial and insurance services (11%) industries.

Recommendations

• For government:
  • Invest in a national public anti-sexual harassment campaign that targets the workplace, education, health and sports.
  • Improve employers’ and employees’ literacy on workplace sexual harassment, that includes training on the experiences and needs of LGBTQ young people. 
• For business owners and workplace managers:
  • Ensure workplace safety and inclusion of LGBTQ young employees, including the review and evaluation of sexual harassment policies, reporting procedures and training, with a focus on the inclusion of addressing LGBTQ employees’ experiences and needs.
• For schools, universities, professional training institutions:
  • Review and address gaps in sexual harassment policies, reporting procedures and training across all school and post-school education sectors.
  • Include anti-sexual harassment education through the Respectful Relationships Education in Schools (RREiS) program from primary through to secondary schools.