Preventing and dealing with sexual harassment: for volunteers Your organisation here

The sexual harassment provisions under Part 6 of the Equal Opportunity Act 2010 now apply to volunteers in the same way as they apply to paid staff Sexual harassment and volunteers

This means that: Volunteers have the right not to be sexually harassed by their employer, a paid staff member, another volunteer or a service user Volunteers have an obligation not to sexually harass their employer, a paid staff member, another volunteer or a service user Organisations’ sexual harassment policies will need to cover volunteers

Sexual harassment is… unwelcome conduct of a sexual nature behaviour that could reasonably be expected to make a person feel offended, humiliated or intimidated Sexual harassment can be physical, verbal or written

Examples of sexual harassment: persistent, unwelcome demands or even subtle pressure for sexual favours or dates leering, touching or unnecessary intrusion into someone’s personal space offensive jokes and comments, name- calling, intrusive questions, speculation about another person’s physical appearance or private life Continued…/

Examples of sexual harassment: displaying or sending pornography (especially when it is directed at particular individuals) ranging from material that might be considered mildly erotic through to material that is sexually explicit use of mobile phones (text messaging), s, notice-boards or any other workplace communication method for any of the above. Continued…/

By the way… A single incident is enough to constitute sexual harassment – it doesn’t have to be repeated. It is also against the law to victimise someone because they have made a complaint of sexual harassment.

When is it a criminal offence? Some types of sexual harassment can also be a criminal offence. These include indecent exposure, stalking and sexual assault, as well as obscene or threatening phone calls, letters, s, text messages and posts on social networking sites.

Sexual harassment is not… behaviour which is based on mutual attraction, friendship and respect; if the interaction is consensual, welcome and reciprocated, is not sexual harassment.

Dealing with complaints 1. Self-management – complainant deals directly with the respondent 2. Informal – manager or supervisor assistance 3. Internal complaint– investigation to test allegation. Finding. Recommendation. 4. External complaint– i.e. VEOHRC, Worksafe, Police

If problems arise… Complaints of sexual harassment by anybody associated with this organisation – volunteers, paid staff or service users – will be taken seriously. Our XXX policy offers clear guidance around what happens when a complaint arises… Or call the VEOHRC Advice Line on