FlexiQLD

Everyone should feel safe at their place of work. The objective of this survey is to gather opinions and perceptions about your experiences at your current workplace particularly those related to the important matters of Harassment and Sexual Harassment.

There are no right, or wrong answers and you are encouraged to use this survey as an opportunity to provide your employer with genuine feedback about your experience.

Your answers will remain anonymous and confidential – and the survey has been designed so that no responses can be attributed to any individual. The responses will however be used to helping your employer to continuously review and shape its workplace policies, procedures and strategies with the view to preventing the occurrence of workplace harassment, sexual harassment in the workplace.

Important note: This survey is confidential, and your workplace will not be able to identify individual respondents. Steps will be applied to ensure participation is de-identified.  

Key Definitions about terms used in this Survey

Sexual Harassment

Sexual Harassment is any unwanted, unwelcome, uninvited or offensive behaviour of a sexual nature where it is possible that a reasonable person would find the behaviour offensive, humiliating or intimidating or other behaviour that creates hostile sexualized work environment.

It may include, but is not limited to:

1. Uninvited and unnecessary physical contact or gestures;
2. Sex based insults, taunts or teasing;
3. Sex based jokes comments or innuendo;
4. Displays of sexually graphic material;
5. Transmitting offensive emails or SMS messages or visual images;
6. Accessing sexually explicit material via internet sites and/or in front of others;
7. Sexual advances;
8. Requests for sexual favours;
9. Lewd jokes or wolf whistling;
10. In some cases seemingly consensual sexual acts and / or sexual relationships can be deemed sexual harassment particularly where it can be established that one person’s power and authority over the other is an attribute that contributed to the occurrence of the relationship. This is because of circumstances such as inducements or advantages (ie. wealth, promotions, supply of substances) that would arise out of the relationship whether promised or not, as well as threats relating to actions or acts of harm (ie. demotions, job losses) that would arise if the relationship did not exist.

Harassment

Harassment means any unwelcome behaviour which a reasonable person in the circumstances would find offensive, humiliating or intimidating. The fact that no offence was intended does not mean that harassment has not occurred. If the behaviour has the effect of being offensive, humiliating or intimidating, then that is how it will be regarded. Harassment found to have occurred because of a specific characteristic defined under Anti-Discrimination legislation (ie. race, gender, age, impairment, sexual orientation, sexuality, religion, culture etc.) is unlawful and may lead to prosecution under the Act.

Harassment behaviour does not need to be repeated and therefore may occur as a single act, or as a series of incidents. It may be subtle or openly hostile and occur in private or public settings.

Examples of harassment may include, but are not limited to:

1. Gossiping about a person or subjecting them to ridicule, teasing, or mockings because of their cultural, religious or other background;
2. Asking intrusive and/or offensive questions about another person’s private life, including their religion, family or other matters;
3. Openly displaying pictures, graffiti or other written materials which might be offensive to a person because of their religion, culture, race etc.
4. Sending communications via phone, email or computer networks which may be threatening abusive or offensive;
5. Ridiculing another person’s behaviour, trait, beliefs or characteristics.

The survey will take approximately 10 to 15 minutes for you to complete: