Accounting for the Diversity of Women’s Experiences in Surveys

Sexual harassment of women in the workplace has received growing attention in the past decade and is recognised as a substantial human rights and public health issue, with significant ramifications for workplaces and communities (Willness, Steel & Lee 2007). Nationally, this is reflected in recent legislative amendments:In 2022, the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth), introduced a positive duty on employers and persons conducting business or undertaking (PCBUs).In 2023, the Fair Work Act was amended to prohibit sexual harassment in the workplace, and is now considered as a form of ‘serious misconduct’.These efforts reflect a commitment to eliminating gender-based violence and harassment, and ensuring safe working environments for women.Underpinning and driving these efforts for change is the growing body of research that have sought to bridge the significant gaps in current knowledge pertaining to sexual harassment in the workplace. This includes studies examining the impacts of workplace sexual harassment (Birinxhikai & Guggisberg 2017), its risk factors, preventative measures and responses (Champions of Change Coalition 2021, Healey 2018, Saunders & Easteal 2013, Wynen 2016), and issues around underreporting (MacDermott 2020, Charlesworth, McDonald & Cerise 2011).Since 2003, the Australian Human Rights Commission (AHRC) has also regularly conducted national surveys into workplace sexual harassment, with the fifth iteration released in 2022. The survey has offered important insights and data on the prevalence and nature of workplace sexual harassment in Australia. However, there remain significant gaps in accounting for the breadth of diversity and intersectionality of women’s experiences of violence and harassment. Specifically, migrant and refugee women were captured only through a single variable of ‘language spoken at home.’This gap has prompted the development of an ANROWS-funded study (ANROWS 2022) focusing on migrant and refugee women’s experiences of sexual harassment in the workplace. Utilising a mixed-methods approach of large-scale surveys, focus groups and interviews, the study builds on existing knowledge of workplace sexual harassment to further contribute to the national picture of the diverse experiences of migrant and refugee women.This research brief maps out the role, contribution and limitations of utilising large-scale surveys in gender-based violence research in Australia, specifically in relation to workplace sexual harassment.

近十年来，职场女性性骚扰问题受到的关注度与日俱增，其被认定为一项重大人权与公共卫生议题，对职场与社会群体均造成深远影响（Willness、Steel与Lee，2007）。在国家层面，这一趋势体现在近期的立法修订中：2022年，《2022年反歧视与人权立法修订（职场尊重）法案》（联邦层面，Cth）为雇主以及业务经营者与项目承办者（Persons Conducting Business or Undertaking，PCBUs）设定了积极义务。2023年，《公平工作法》经修订后明确禁止职场性骚扰，且该行为现已被认定为“严重不当行为”。上述立法举措体现了消除基于性别的暴力与性骚扰、保障女性安全工作环境的决心。支撑并推动这些变革举措的，是日益丰富的研究成果——这些研究致力于填补当前职场性骚扰相关认知领域的显著空白。相关研究涵盖职场性骚扰的影响（Birinxhikai与Guggisberg，2017）、其风险因素、预防措施与应对手段（变革倡导者联盟，2021；Healey，2018；Saunders与Easteal，2013；Wynen，2016），以及举报不足相关议题（MacDermott，2020；Charlesworth、McDonald与Cerise，2011）。澳大利亚人权委员会（Australian Human Rights Commission，AHRC）自2003年起定期开展职场性骚扰全国性调查，第五次调查结果于2022年发布。该调查为澳大利亚职场性骚扰的发生率与表现形式提供了重要的见解与数据。然而，在全面反映女性遭遇暴力与性骚扰的多元性及交叉性层面，仍存在显著空白。具体而言，移民与难民女性的相关数据仅通过“家庭使用语言”这单一变量进行采集。这一空白推动了一项由ANROWS资助的研究（ANROWS，2022）的开展，该研究聚焦移民与难民女性在职场遭遇性骚扰的经历。本研究采用大规模调查、焦点小组与访谈相结合的混合研究方法，在现有职场性骚扰研究成果的基础上，进一步丰富了关于移民与难民女性多样化职场经历的全国性研究图景。本研究概要梳理了大规模调查在澳大利亚基于性别的暴力研究（尤其是职场性骚扰相关研究）中的作用、贡献与局限性。