Sexual harassment: not on
By Kath Gelber
Sexual harassment on the job came under more public scrutiny last week in the wake of the surprise resignation of NSW police minister Terry Griffiths. It is alleged he sexually harassed his staff.
Griffiths conceded, "I have recently been made aware that my manner of dealing with some members of my staff has caused them considerable and unnecessary stress". Griffiths, a renowned conservative, called in his first speech to the NSW parliament for a "return to basic Christian values".
The "considerable" stress Griffiths caused his staff prompted five women employees to take stress leave and declare they wanted the problem sorted out before they would consider returning to work.
Although no formal charges have been laid, accusations by former employees, detailed in the Sydney Morning Herald, include him grabbing staff, locking the door when they were alone with him in a room, rubbing up against staff and kissing them.
Sexual harassment on the job should never have to be tolerated. It was only after a considerable time that these women found the courage to take steps to prevent the harassment from recurring. This incident has highlighted the unwillingness of many to speak out about it.
There are surely many more working women who find themselves in similar situations. Women tend not to speak out for fear of losing their jobs. In this instance, the women were employees of the NSW public service and were able to take advantage of secure job conditions which allowed them to take time off without loss of pay or their jobs.
Women employed in industries which do not have the same conditions or job security are faced with an even greater difficulties. How do you speak out when your job is under threat? How do you fight sexual harassment, when to take time off means a loss of income or your job?
Migrant women and women from non-English speaking backgrounds face many obstacles which can prevent them defending themselves in this situation. Lack of culturally and linguistically appropriate facilities leaves many unable to act in their own defence.
The majority of casual or part-time workers are women who generally do not belong to a union and who lack job security. For these women, speaking out against sexual harassment in today's tight job market is often not possible.
The actions taken by the women working for Griffiths have done a lot to raise community awareness that sexual harassment on the job is simply not on. But much more has to be done to make sure that all women workers feel confident about stopping unwanted sexual attention.