Acronyms

Independent assurance report to Parliament

Ordered to be published

VICTORIAN GOVERNMENT PRINTER May 2020

PP No 130, Session 2018–20

Independent assurance report to Parliament

Ordered to be published

VICTORIAN GOVERNMENT PRINTER November 2019

PP No 97, Session 2018–19

Independent assurance report to Parliament

Ordered to be published

VICTORIAN GOVERNMENT PRINTER November 2019

PP No 95, Session 2018–19

Mode of Training

Figure C1
Training provided to staff—by department

Figure B1
Key legislative requirements and guidance material

We have consulted with DELWP, DET, DHHS, DJCS, DJPR, DoT, DPC, DTF, VEOHRC, VPSC and WorkSafe Victoria, and we considered their views when reaching our audit conclusions. As required by the Audit Act 1994, we gave a draft copy of this report, or relevant extracts, to those agencies and asked for their submissions and comments.

Responsibility for the accuracy, fairness and balance of those comments rests solely with the agency head.

Responses were received as follows:

Departments have a duty under the Equal Opportunity Act 2010 to take steps to eliminate sexual harassment in the workplace. This is a positive duty, which means they are legally obligated to take reasonable and proportional steps to provide a working environment that is free from sexual harassment. To do this, departments need to have effective prevention strategies, as shown in Figure 4A.

Figure 4A
Prevention strategies

When staff make a sexual harassment complaint, departments should respond quickly and effectively. To do this, all departments need a response framework that:

To address sexual harassment in their workplaces, departments must first understand its prevalence. They can then: