New DCA data reveals confronting truths about sexual harassment at work

New data from Diversity Council Australia (DCA) has revealed a confronting reality about workplace sexual harassment in Australia: nearly 1 in 4 workers would do nothing if they witnessed sexual harassment – not even check in on the target following the incident.

However, the data also found workplace inclusion can play a significant role in prevention, with workers in inclusive organisations 2 times less likely to experience sexual harassment.

Sexual harassment has been unlawful in Australian workplaces since 1984, yet despite over four decades of investment in policies, awareness raising and training, it remains alarmingly prevalent.

Data from DCA’s Inclusion@Work Index Insights series, released today, found that despite close to 1 in 5 (18%) workers reporting that they experienced sexual harassment at work in the past 12 months, 22% said they did not tell their employer. When they did, formal action was rare:

• the most common response from employers was to apologise to the employee (14%), followed by speaking informally to the harasser (13%), or monitoring the situation (12%)
• only 10% said their employer took disciplinary action against the harasser
• 13% said their employer didn’t take any action that they were aware of
• 10% reported they were punished for speaking up.

Alarmingly, 24% of workers said they would not take any action if they witnessed sexual harassment at work, and only 1 in 3 (33%) workers said they would check in with the target of the harassment after it occurred.

Unchecked behaviour often escalates

According to the data, worker’s experiences of sexual harassment took many forms – ranging from inappropriate comments and intrusive questions to unwanted touching, sexual exposure and sharing intimate images. But one thing is clear: comments, ‘jokes’ and staring can often escalate.

• Workers who experienced sexually suggestive comments or ‘jokes’ were 9 times more likely to report inappropriate physical contact
• similarly, workers who experienced inappropriate staring or leering were around 6 times more likely to report inappropriate physical contact.

Inclusive action as a preventative factor

While a concerning number of workers wouldn’t act if they saw sexual harassment take place at work, early release data from DCA’s upcoming Sexual Harassment and Inclusion@Work report showed that 13% of workers in inclusive organisational environments reported experiencing sexual harassment at work compared to 28% of workers in non-inclusive organisational climates.

In the meantime, to help strengthen this capability, DCA has partnered with Our Watch to produce Being an Active Bystander. Released alongside DCA’s Index Insights 2025-2026: Sexual Harassment at Work, this new resource was designed to help workplaces prevent sexual harassment by leveraging active bystander behaviour.

“Everyone deserves to feel safe and respected at work. However, despite decades of action, our findings show that sexual harassment remains a critical issue for Australian organisations,” said Catherine Hunter, CEO of DCA.

“This data tells us that sexual harassment prevention is not just about individual behaviour, it’s about workplace culture. Meaningful change requires inclusive environments where people feel supported to speak up, harmful behaviour is challenged early, and everyone can feel safe and respected at work.

“We know that inclusion at work is key to minimising organisational risk – our research consistently shows workers in inclusive teams are significantly less likely to experience discrimination and harassment. Later this year, DCA will release an important new report providing further evidence of the link between inclusion and sexual harassment prevention, including practical guidance on how employers can leverage inclusion to ensure everyone can feel safe at work.”

“DCA's research highlights both the scale of the problem and the opportunity for change,” said Patty Kinnersly, CEO of Our Watch.

“Sexual harassment is not inevitable - it’s preventable. By strengthening inclusion and supporting active bystander behaviour, workplaces can shift cultures that allow harassment to persist. We’re proud to work alongside DCA to drive evidence‑based prevention that keeps people safe at work.”

Access Index Insights 2025-2026: Sexual Harassment at Work and Being an Active Bystander via DCA’s website. The Sexual Harassment and Inclusion@Work report, which explores the link between inclusion and sexual harassment, will be released in August.

Media can access related imagery via this Dropbox folder.

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About DCA

Diversity Council Australia is the leading peak body for diversity and inclusion. As an independent not-for-profit and charitable organisation, we provide expert guidance to workplaces, policymakers and the broader community through research, tools, events, advocacy and education. Together with our network of nearly 1,300 member organisations, we shape more equitable workplaces for a stronger economy and fairer society.

Media Contact

Ali Coulton

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