This report follows up our performance audit Access to Public Dental Services in Victoria, tabled December 2016.
Performance audits focus on the efficiency, economy, effectiveness and legislative compliance of public sector agencies, and include recommendations to improve the management and delivery of public services.
| BP3 | Budget Paper 3: Service Delivery |
| CBA | cost-benefit analysis |
| CDA | community dental agency |
| DHHS | Department of Health and Human Services |
| DHSV | Dental Health Services Victoria |
| DWAU | Dental Weighted Activity Unit |
| ICHOM | International Consortium for Health Outcomes Measurement |
Independent assurance report to Parliament
Ordered to be published
VICTORIAN GOVERNMENT PRINTER November 2019
PP No 97, Session 2018–19
Dear Presiding Officers
Figure C1
Training provided to staff—by department
|
Department |
Induction |
Separate sexual harassment training (online) |
Face-to-face training |
|---|
Figure B1
Key legislative requirements and guidance material
|
Instrument |
Requirements / Guidance |
|---|---|
|
Equal Opportunity Act 2010 (Vic) |
Mandatory compliance |
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:
Sexual harassment in the workplace is unlawful and can have significant negative effects on individuals and their employers. In some cases, sexual harassment is also a criminal offence.
A national survey by the AHRC in 2018 showed that sexual harassment is common. One in three people reported being sexually harassed at work in the past five years.
In the Victorian public service, this rate appears to be lower. In 2019, 7 per cent of departmental respondents to the VPSC's PMS said that they had experienced sexual harassment at work in the previous 12 months.