First produced in 2018 Reviewed/updated July 2021 AUSTRALIAN GREENS ANTI-SEXUAL HARASSMENT POLICY
First produced in 2018 Reviewed/updated July 2021
AUSTRALIAN GREENS ANTI-SEXUAL HARASSMENT POLICY
AUSTRALIAN GREENS ANTI-SEXUAL HARASSMENT POLICY1. Introduction 3
2. Purpose and Scope 3
3. Definitions 4
4. Principles 5
5. MakingaComplaint 6
6. InformalComplaintProcess 7 7. FormalComplaintProcess 10
8. DisciplinaryAction 13
9. ProceduresforDealingwithCriminalConduct 17
10. ProceduresforRespondingtoComplaintsofVictimisation 18
11. AdditionalSupport 19
12. Takingallreasonablesteps 21
APPENDIX–MemorandumofUnderstanding:AccesstoInternal SexualHarassmentPolicies,ProcessesandBy-Laws 23
2AustralianGreensAnti-SexualHarassmentPolicy
1. INTRODUCTION1.1 TheAustralianGreensrecognisetherightofeveryemployeeandvolunteertobeabletoattendwork,participateintheGreensandtoperformtheirdutieswithoutbeingsubjectedtoanyformofsexualharassment,intimidationor assault.Itistheobligationandresponsibilityofeverymemberoftheorganisationtoensurethattheworkplace,andourpartyactivities,arefreefromsexual harassment.
1.2 TheAustralianGreensrecognisethatsexualharassmentisunlawfulandcanbesubjecttocriminalandcivilsanctions.Wealsorecognisethatitlimitstheabilityofpeopletoparticipatefullyintheirworkplaces,inorganisationsandinourdemocracy,andcanhaveseriousnegativeeffectsbothonthehealthandwellbeingofthepersontargetedbythebehaviour,andonthecultureandmoraleofanorganisation.
1.3 Wearefullycommittedtoeliminatingsexualharassmentintheworkplaceandinourparty.Thispolicyisdesignedtohelpusallachievethataim.
2. PURPOSE AND SCOPE2.1 ThepurposeofthisdocumentistooutlineTheAustralianGreens’positiononsexualharassment,andtostipulatetheformalandinformalprocesses availabletoanymember,volunteeroremployeeoftheAustralianGreenswhoexperiencessexualharassmentorotherformsofsexualviolence.
2.2 ThispolicyhasspecificapplicationtotheconductofnationaleventsandactivitiesforwhichTheAustralianGreenshasresponsibility,andisavailabletosupportindividualmembersandvolunteersofthePartyacrossthecountrywherethereisnootherpolicyinplacewithintheMemberBodywhichwould otherwisehavejurisdictionovertheeventsoractivitieswheresuchapolicyshouldapply.
2.3 ThispolicyisintendedtoapplytoallAustralianGreensrelatedcontextsincluding(butnotlimitedto)anywork-relatedcontext,workfunctions,businesstrips,conferences,meetings,andsocialandvolunteereventsorganisedbytheAustralianGreens.
2.4 WherethispolicyreferencestheAustralianGreensregardingthesituationsandcircumstancestowhichthispolicyapplies,itshouldalsobereadas applicabletosimilarsituationsarisingforotherMemberBodieswithouttheir
3AustralianGreensAnti-SexualHarassmentPolicy
owncomparablepoliciesinplace.
2.5 ThispolicydoesnotreplacetheprocessesandpoliciesofAustralianGreensMemberBodieswheretheyhavecomparablepoliciesinplace.
2.6 ThispolicyonlyappliestoincidentsinvolvingMPsandMPstaffwhereinternalstaffingpoliciesdonotapply.
3. DEFINITIONS3.1 Sexualharassmentisanyunwantedorunwelcomesexualbehaviour,whichmakesapersonfeeloffended,uncomfortable,humiliatedorintimidated.Sexualharassmentisatypeofsexdiscriminationandisunlawful.
3.1.1Sexualharassmentcanoccurinavarietyofsettingsincludingbut notlimitedto:facetofaceencounters,onthetelephoneandonline.
3.1.2Examplesofsexualharassmentincludebutarenotlimitedto:
3.1.2.1 Intrusiveenquiriesintoanindividual’sprivatelife.
3.1.2.2 Referencestotheirsexualityorphysicalappearance.
3.1.2.3 Unwantedbodytouchingorphysicalcontact.
3.1.2.4 Inappropriateorexcessivecommentsonsocialmedia.
3.1.2.5 Leeringorstaring. 3.1.3Behaviourbetweentwoadultsthatisbasedonmutualattraction, consent,friendshipandrespectisnotsexualharassment.
3.2 Sexualorindecentassaultarecriminaloffences.Theyinvolvephysicalcontactwithsomeone,ofasexualnature,withouttheirconsent.Seesection9ofthispolicyformoreinformationabouthowtheAustralianGreensrespondtocomplaintsofconductofthisnature.
3.3 Complainant:thepersonwhoismakingacomplaintofsexualharassment.Mostcommonly,thecomplainantisthepersonallegingsexualharassmentwhomaymakeuseoftheinformaland/orformalcomplaintsprocessesasdetailedinthispolicy.Thecomplainantmayalsobeawitnesstosexualharassmentora
4AustralianGreensAnti-SexualHarassmentPolicy
concernedthirdpartywhoisseekingtomakeuseoftheprocessesinthispolicy.
3.4 Respondent:thepersonallegedtohavecommittedsexualharassment.
4. PRINCIPLES4.1 TheAustralianGreenswillnottoleratesexualharassment,intimidationorassaultunderanycircumstances.Itistheresponsibilityofallmembersoftheorganisationtotreatanycomplaintseriouslyandwithsensitivitywiththe objectiveofreachingafairresolutionandcreatingasafeenvironmentforallourmembers,staff,volunteersandsupporters.
4.2 Federal,TerritoryandStatelegislationstipulatesthatsexualharassmentisunlawfulandestablishesminimumlegalstandardsofbehaviourforall employees.FortheAustralianGreens,thisextendstovolunteersandsupporters,andanyoneattendinganeventorganisedbytheAustralianGreens.
4.3 Anycomplaintsofsexualharassmentwillbetreatedseriously, confidentiallyandpromptlywithsensitivity.SeeSection9inrelationtodealingwithanallegationofcriminalactivity.
4.4 AnyAustralianGreensorganisedeventwillhaveacontactpersonwhosejobistohandleanyformalcomplaintsmade.Ifacontactisnotspecificallynamed,thedefaultcontactpersonsaretheNationalManagerortheAustralianGreensCo-Convenors.
4.4.1Itisourpolicythattherewillbeatleastonefemale-identifying contactpersonatanygivenAustralianGreensevent.
4.5 Disciplinaryactionmaybetakenorrecommendedagainstanyonewhovictimisesorretaliatesagainstacomplainantorarespondent.
4.6 Managersorsupervisorswhofailtorespondtoacomplaintinaccordancewiththispolicymaybesubjecttodisciplinaryaction.
4.7 Allcomplainantshavetherighttoseektheassistanceoftherelevanttribunalorlegislativebodytoassistthemintheresolutionoftheircomplaint.Theseinclude: 4.7.1AustralianHumanRightsCommission
5AustralianGreensAnti-SexualHarassmentPolicy
4.7.2ACTHumanRightsCommission
4.7.3Anti-DiscriminationBoardofNewSouthWales
4.7.4Anti-DiscriminationCommissionofQueensland
4.7.5EqualOpportunityCommissionWesternAustralia
4.7.6 NorthernTerritoryAnti-DiscriminationCommission
4.7.7OfficeoftheAnti-DiscriminationCommission(Tasmania)
4.7.8SouthAustraliaEqualOpportunityCommission
4.7.9VictorianEqualOpportunityandHumanRightsCommission
5. MAKING A COMPLAINT5.1 Ifacomplainantfeelssafeandcomfortabletodoso,theyhavethechoicetoraisetheissuewiththepersondirectlybyidentifyingtheoffendingbehaviour,explainingthatthebehaviourisoffensiveandunacceptableandrequestingthatthebehaviourceaseimmediately.
5.2 Iftheydonotfeelsafeorcomfortabletodotheabove,ortheyarenot satisfiedwiththeresponseoftherespondent,acomplainantmayreportthematterinaccordancewiththeproceduresoutlinedbelow.
5.3 AcomplainantmaypursueanInformalorFormalComplaintProcess.AnInformalComplaintProcessinvolvesamediatedoutcomethataimstostoptheoffendingbehaviour.AFormalComplaintProcessrequiresaninvestigation, officialfindingsandmayresultindisciplinaryaction.
5.4 Thecomplainanthastheoptionofengagingsupportand/orrepresentationthroughouttheprocess.Thecomplainantalsohastherighttodiscontinueacomplaintatanystageoftheprocesswithoutrepercussions.
5.5 Therespondenthastheoptionofengagingsupportand/orrepresentationduringanyinvestigation.Therespondentalsohastherighttorespondfullytoanyformalallegationsmade.
5.6 TheAustralianGreensarecommittedtorespondingtocomplaints
6AustralianGreensAnti-SexualHarassmentPolicy
sensitivelyanddiscreetly.Alleffortswillbemadetorestrictthenumberof peoplewhoareinformedoftheidentitiesofthecomplainant,respondentandparticularsofthecomplaint.ThesepeoplewillnecessarilyincludetheAustralianGreensCo-Convenors,thecomplainant,therespondent,andsupportor representationforeitherparty,butmayincludeotherswherenecessarytocarryouttheInformalorFormalComplaintProcessortakeanyotherstepas requestedbythecomplainantordeterminedtobenecessarytoensurethe safetyofothers. 5.7 Allpartiesprivytoaninformalorformalcomplaintprocessinanycapacitywillberequiredtosignaconfidentialityagreement.Thisdoesnotprecludethecomplainantfromseekinglegaladviceorthesupportofanyotherservice.
5.8 TheAustralianGreensrecognisethatmakingacomplaintofthisnaturecanhaveasignificantimpactoncomplainants.Recognisingtheneedfor naturaljusticeofallparties,theAustralianGreensarecommittedto acknowledgingtheexperienceofthecomplainantandtakingallreasonablestepstoensurethecomplainant’sneedsaremetinrelationtoanyactiontaken.
5.9 Therewillbenopresumptionsofguiltandnodeterminationmadein relationtoanycomplaintuntilafullinvestigationhasbeencompleted.
6. INFORMAL COMPLAINT PROCESS6.1 Ifacomplainantelectstoparticipateinaninformalcomplaintprocess,theappropriatepeopleforthecomplainanttocontactaretheNationalManageroranAustralianGreensCo-Convenororthemanagerorsupervisorofthe complainant.
6.2 TheAustralianGreensCo-Convenorsareempoweredtoconductthe informalcomplaintprocessortodelegatetheconductofthisprocesstoanyothermember/softheorganisationwithappropriateskillsandexpertisein mediationorconciliation.
6.3 InsomecircumstancesthemosteffectivecomplaintprocessmaybeavailableattheStatememberbodylevel.TheAustralianGreensNational ManagerorCo-Convenorswilldiscussthiswiththecomplainantandprovidesupportforthecomplainanttoaccesstheappropriatemechanism—seetheMOU(Appendix).
7AustralianGreensAnti-SexualHarassmentPolicy
6.4 Informalinterventionmaybedonethroughaprocessofeithermediationorconciliationoranyotherprocessasreasonablypracticable.
6.5 Theobjectiveofinformalinterventionistoestablishwhetherbehaviourincontraventionofthispolicyoccurred;cometoasharedunderstandingthatsuchbehaviourisunacceptable,andtoreacharesolutionwherethecomplainantissatisfiedtheoffendingbehaviourwillceaseandwillnotrecommence.
6.6 Thecomplainantmayidentifyanotherobjectivetotheinformal intervention(e.g.aresolutionforaninformationsessionortrainingtooccurinconsentandappropriatebehaviour).
6.7 Wherethecomplainantisnotinapositiontoprovideorrecommend actionsinresponsetoanincident,theAustralianGreensmaydeterminean appropriateresponse,followingconsiderationoftheinformationavailable. Appropriateresponsesmayinclude:
6.7.1ReferringthecomplainttotheFormalComplaintResolutionProcess forinvestigation; 6.7.2Havinganinformaldiscussionwithoneofthepartiestothe complaintabouttheirallegedbehaviour;
6.7.3Organisingatrainingsessionforstaff,membersorvolunteersabout sexualharassment;
6.7.4Orclosingthematterwithoutfurtheraction.
6.8 AtanypointthattheAustralianGreensCo-ConvenorsorNationalManagerreasonablybelieveittobenecessary,theymaystandtherespondentdownfromduties,temporarilysuspendtheirmembershipprivilegesortakeanyothersteptoensurethesafetyofthecomplainantoranyotherparty,insofarastheyareempoweredtodoso,ormakerecommendationstoaMemberBodytotaketheaforementionedsteps,notingthatsuchstepsmustbereasonablegivenallthecircumstances.
6.9 Therespondentmustbeinformedaboutthenatureanddurationofanystepstakenthatrestricttheirparticipationintheorganisation,andthereasonsforthosestepsbeingtaken.
6.10 Duringinformalinterventiontherespondentwillbemadeawareofthe allegationsbeingmadeagainstthem.Thecomplainantwillbegiventhe opportunitytooutlinetheoffendingbehaviouranditsimpact(s)intheirown
8AustralianGreensAnti-SexualHarassmentPolicy
words;andtherespondentwillbegiventherighttorespondtothecomplaintinfull.
6.11 Interventionsatthisstageshouldadoptaconfidential,non-confrontation-alapproachwithaviewtoresolvingtheissue.
6.12 TheInformalComplaintsProcessmaytakeavarietyofformssubjecttothewishesoftheComplainant,butwillmostcommonlyincludethefollowingelements:
6.12.1Therespondentwillbeinformedthatacomplainthasbeenmade andwillbegiventheparticularsofthatcomplaint.
6.12.2Boththecomplainantandtherespondentwillbegiventhe opportunitytobringasupportpersonorrepresentativetoparticipatein theInformalComplaintsProcess.
6.12.3 Boththecomplainantandtherespondentwillbegivenan explanationoftheprocessesusedtoaddresscomplaintsofsexual harassment(i.e.theprocessescontainedwithinthispolicy).
6.12.4Boththecomplainantandrespondentwillbeadvisedon supportservicesavailable(e.g.serviceslistedinsection11.3andany otherrelevantservicesinthecomplainant’sstateorterritory).The complainantandtherespondentcanrequestasupportpersontobe providedbythepartytosupporttheindividualthroughtheinformalor formalcomplaintprocess. 6.13 Thecomplaintwillbeconsideredresolvedwhen:
6.13.1Acommonunderstandingofthefactualcircumstances surroundingthecomplainthasbeenestablished;and
6.13.2Therespondenthastakenresponsibilityfortheoffending behaviourandabehaviourmanagementplanhasbeenestablishedto preventfurtheroffendingbehaviourtothesatisfactionofthemember/s administeringtheInformalComplaintsProcess;and/or
6.13.3Anapologyhasbeengivenbytherespondent;and/or
6.13.4Thecomplainantissatisfiedthattheircomplainthasbeen resolved;or
9AustralianGreensAnti-SexualHarassmentPolicy
6.13.5Thecomplainantwithdrawstheircomplaint;or
6.13.6ThecomplaintisreferredtotheFormalComplaintResolution Process.
6.14 Arecordwillbekeptofagreementsordecisionsmadeaspartofthe InformalComplaintProcess.ThisrecordwillbekeptconfidentiallyandsecurelybytheAustralianGreensSecretaryandmaybereferredtoiftheagreementisnotkept,thebehaviourrecurs,orfurthercomplaintsaremadeagainstthe respondent.Theexistenceoftherecordisnotinitselfadisciplinaryactionbutmaybeusedinfuturedisciplinaryactionsiffurthercomplaintsaremade.A recordofthecomplaintwillnotbekeptonthecomplainant’srecord.
7. FORMAL COMPLAINT PROCESS7.1 IfacomplainantelectstoparticipateintheFormalComplaintProcess,thecomplainantshouldcontacttheNationalManageroranAustralianGreensCo-Convenororthemanagerorsupervisorofthecomplainant.
7.2 Thecomplainantcanwithdrawtheircomplaintatanytimethroughouttheprocess.
7.3 TheAustralianGreensCo-Convenorsareempoweredtoconductthe FormalComplaintProcessortodelegatetheconductofthisprocesstoany othermember/softheorganisationwithappropriateskillsandexpertisein mediationorconciliation.
7.4 InsomecircumstancesthemosteffectivecomplaintprocessmaybeavailableattheStatememberbodylevel.TheAustralianGreensNational ManagerorCo-Convenorswilldiscussthiswiththecomplainantandprovidesupportforthecomplainanttoaccesstheappropriatemechanism—seetheMOU(Appendix).
7.5 IftheAustralianGreensCo-Convenorsdeterminethatitwouldbemore effectiveorappropriatetoco-optanexternalfacilitatortoinvestigateand administertheFormalComplaintProcesstheyareempoweredtodoso. 7.6 AtanypointthattheAustralianGreensCo-ConvenorsorNationalManagerreasonablybelieveittobenecessary,theymaystandtherespondentdownfromduties,temporarilysuspendtheirmembershipprivilegesortakeanyothersteptoensurethesafetyofthecomplainantoranyotherparty,insofarastheyare
10AustralianGreensAnti-SexualHarassmentPolicy
empoweredtodoso,ormakerecommendationstoaMemberBodytotaketheaforementionedsteps,notingthatsuchstepsmustbereasonablegivenallthecircumstances.
7.7 TheFormalComplaintProcessmustbeinstigatedwithin14daysofacomplaintbeingreferredregardlessofwhentheincidentoccurred.An investigationshouldbecompleted,andfindingsissued,within30daysoftheFormalComplaintProcessbeingimplemented.Thistimeframemaybe extendedwiththeagreementofthecomplainantandrespondent,orifjustifiablecircumstancespreventthefullprocessbeingsatisfactorilycompletedwithinthistimeframe.Ifthetimeframeisextendedthecomplainantandrespondentwillbeinformedoftherevisedtimeframeforcompletionandreasonsfor extension.
7.8 TheFormalComplaintResolutionProcessrequires:
7.8.1Aninvestigationtobecarriedoutintothecomplaint;and
7.8.2Afindingoffactastowhethertheallegedbehaviouroccurredonthe balanceofprobabilities;and
7.8.3Adeterminationregardingwhetherthebehaviourreferredtoin7.8.2 constitutessexualharassment;and
7.8.4Arecommendationastoanydisciplinaryactiontobetakenagainst therespondentand/orsupporttobeprovidedtothecomplainanttobe actionedbytheAustralianGreensCo-Convenors,NationalManageror recommendedtotherelevantMemberBodywhereappropriate.
7.9 Aspartofaformalinvestigation:
7.9.1Boththecomplainantandtherespondentwillbegiventhe opportunitytobringasupportpersonorrepresentativetoparticipatein theFormalComplaintsProcess.
7.9.2Boththecomplainantandtherespondentwillbegivenan explanationoftheprocessesusedtoaddresscomplaintsofsexual harassment(i.e.theprocessescontainedwithinthispolicy).
7.9.3Boththecomplainantandrespondentwillbeadvisedonsupport servicesavailable(e.g.serviceslistedinsection11.3andanyother relevantservicesinthecomplainant’sstateorterritory).Thecomplainant andtherespondentcanrequestasupportpersontobeprovidedbythe
11AustralianGreensAnti-SexualHarassmentPolicy
partytosupporttheindividualthroughtheinformalorformalcomplaint process. 7.9.4 Interviewswithpartiesinvolved(whichmayincludethecomplainant, therespondent,andanywitnesses)toobtaininformationregardingthe complaint.
7.9.5 Interviewingwilltakeplacewitheachpartyseparately.Eachparty askedtoparticipateinaformalinvestigationisentitledtohaveasupport personpresentifdesired.
7.9.6Theinvestigatorwillcomprehensivelyandaccuratelydocumentall informationobtainedduringtheinterviewsincludingthepartiesinvolved, timing,location,andnatureofconductcomplainedagainst.
7.9.7Theinvestigatorwillalsodocumentthetime,nature,partiespresent andinformationgivenoftheinterviewsthemselves.
7.9.8Iftheinvestigatorconsidersitappropriateforthesafeandefficient conductofaninvestigation,workplaceparticipants,orpartymembersor volunteers,maybestooddownfromtheirduties,orprovidedwith alternativeduties,duringaninvestigationinwhichcasetheywillbepaid theirnormalpay(ifany)duringanysuchperiod.
7.9.9Throughouttheinvestigationprocess,allpartiesinvolvedinthe investigationwillberegularlyupdatedabouttheinvestigation.
7.9.10Thefindingsastowhethersexualharassment,intimidationor assaulthasoccurredwillbedeterminedonthebasisoftheevidence,and onthebalanceofprobabilities.
7.9.11Recommendationsregardingdisciplinaryactionmustbemadeby theinvestigatorifitisdeterminedthatsexualharassment,intimidationor assaulthasoccurred.Thesearecontainedinsection8below.
7.10 Wherethecomplainantisnotinapositiontoprovideorrecommendactionsinresponsetoanincident,theAustralianGreensmaydetermineanappropriateresponse,followingconsiderationoftheinformationavailable.Appropriateresponsesmayinclude:
7.10.1Investigatingthecomplaintwiththeinformationavailabletothe AustralianGreensandtakingdisciplinaryactionaccordingtosection8 below;
12AustralianGreensAnti-SexualHarassmentPolicy
7.10.2Havingadiscussionwithoneofthepartiestothecomplaint abouttheirallegedbehaviour;
7.10.3Organisingatrainingsessionforstaff,membersorvolunteers aboutsexualharassment;or
7.10.4Closingthematterwithoutfurtheractionifthereisinsufficient informationtoproceed,orifthematterhasbeenotherwiseresolved, discontinuedorifthematteristransferredadifferentcomplaints mechanism.
8. DISCIPLINARY ACTION8.1 Onthebasisofanyfinding,possibleoutcomesoftheinvestigationmay includeanumberofrecommendations,butwillnotbelimitedto,anycombinationofthefollowing:
8.1.1 counselling;
8.1.2disciplinaryactionagainsttherespondent(e.g.suspension(of volunteerdutiesand/orofmembershiprights),probation,dismissal, initiationofexpulsionproceedings);
8.1.3officialwarningsthatarerecordedsecurelyandlodgedwiththe AustralianGreensandtherelevantMemberBody;
8.1.4disciplinaryactionagainstthecomplainantifthereisstrongevidence thatthecomplaintwasvexatiousormalicious;
8.1.5formalapologiesandundertakingthatthebehaviourwillcease;
8.1.6conciliation/mediationconductedbyanimpartialthirdpartywhere thepartiestothecomplaintagreetoamutuallyacceptableresolution;
8.1.7reimbursinganycostsassociatedwiththeharassment;
8.1.8re-creditinganyleavetakenasaresultoftheharassment;and
8.1.9restrictionsonamembervolunteeringorworkingonacampaign,or attendingmeetings,foradefinedperiod.
13AustralianGreensAnti-SexualHarassmentPolicy
8.2 Oncompletionoftheinvestigation,allpartieswillbeinformedabouttheinvestigationfindingsandtheoutcomeoftheinvestigation,includingnextsteps.
8.3 Theoutcome,andanypossibledisciplinaryorotheractionwillbeinformedby:
8.3.1 theseverityandfrequencyoftheallegedharassment;
8.3.2theobjectiveweightoftheevidence;
8.3.3thewishesofthecomplainant;
8.3.4thelevelofunderstandingoftheconduct,contritionand commitmenttomodifybehaviouronthepartoftherespondent;and
8.3.5whethertherehavebeenanypriorincidentsorwarnings,including thosethatwereresolvedinformally.
8.4 Everycomplaintmustbeinvestigatedfully,andanydisciplinaryactionrecommendedmustbebasedonthefullfactualcircumstancesoftheparticularcomplaint.However,Table8.5belowwillbereferredtoforguidanceaboutappropriatedisciplinaryactionsinresponsetorelevantconduct.
8.5 Disciplinaryactionmatrix
Severity of harassment* **
Examples of conduct Possible disciplinary action
Other considerations
*NB: this is not an exhaustive list
Minor Unwantedadvancesofaverbalnature includingasking complainantoutondates;unwantedorinappropriate complimentsand/orunwantedand inappropriatebodylanguage,staring, gesturesetc.
Formaltrainingor guidanceon appropriatebehaviour;warningissuedthatbehaviourmustdesist;apologyand/or conciliation.
Thedistress experiencedbythecomplainant,whetherthecomplainantisregularlyworkingorvolunteeringwiththerespondent,thelevel ofinsightand contritionexpressedbytherespondent.
14AustralianGreensAnti-SexualHarassmentPolicy
Severity of harassment* **
Examples of conduct Possible disciplinary action
Other considerations
*NB: this is not an exhaustive list
Moderate Explicitlysexualcomments,complimentsorcontactthatcausesdistressandispartofanongoingpatternofbehaviour.
Anyoftheaboveplus:suspensionfromdutiesand/ortheparty;implementationofaprobationperiodiftherespondent is to resumeduties/activities;prohibitionfromactivitiesthatinvolvecontactwiththecomplainant;formalapology;formalwarningwithfurtherdisciplinaryactionifbehaviourdoesnotdesist;expulsionoranyothernecessarystepsiftherespondentrefusestocomplywithanydirectivesgivenaspartoftheFormalComplaintProcess.
Asabove;andanyhistoryofharassmentthatwasconsidered‘minor’innature.
Serious*** Anyunwantedphysicalcontactthatissexualinnature;anyunwant-ed and inappropriate conductthatissexualin nature and is humiliating,degradingordistressing;anyconductthatisaccompaniedwiththreats(tophysicalsafety,reputation,employment,volunteeringetc.)
Suspension or expulsionfromtheparty;suspensionorprohibitionfromparticipatingincertaincampaign,volunteeringorworkdutiesoractivities;formalapology;referraltoappropriate perpetrator counsellingservices.
Asabove;andthesafetyofanymember,volunteer,stafforsupporteroftheAustralianGreenswhomaybeincontactwiththerespondent.
15AustralianGreensAnti-SexualHarassmentPolicy
*Thisisnotintendedtosuggestthatanyformofsexualharassmentisnotserious,harmfulordistressing.Thecategoriesaremerelyguidelinestoassesstheseverityofcertainformsofconductinanattempttoprovideguidanceonappropriatedisciplinaryactionstopromoteconsistencyandtransparency.TheAustralianGreens’recogniseeveryperson’sexperienceofsexualharassmentwillbedifferent.
**Otherfactsmaychangethecategorisationofparticularconduct,forexampleasignificantpowerimbalancebetweentheparties(e.g.age,positionintheparty,asupervisoryrole,vulnerabilityofthecomplainant)maymeanthatconductthatwouldotherwisebeassessedasminorharassmentcategoryshouldbetreatedmoreseriously.
***Conductthatis‘serious’mayalsobecriminal.Ifthisisfoundtobethecaseonthebalanceofprobabilities,thedisciplinaryactionmustreflectthecriminalnatureoftheconduct.
8.6 Followinganinvestigationconcerningasexualharassmentcomplaint,theAustralianGreensCo-Convenorsand/ortheNationalManagerwill:
Severity of harassment* **
Examples of conduct Possible disciplinary action
Other considerations
*NB: this is not an exhaustive list
Potentially criminal
Anyallegationofcriminalconduct(sexualassault,indecentassaulte.g.touching(orthreateningtotouch)aperson’sbodyinasexualmannerwithoutconsent.Itcanincludeactinginathreateningmannerinperson,byphoneorelectronicmeans,forexamplebymakingsexualinnuen-do,orotherstatementsoractionsdesignedtointimidateorinducefearinaperson(e.g.stalking).
Suspension or expulsionfromtheparty,suspensionorprohibitionfromparticipatinginallcampaign,volunteeringorworkdutiesoractivities;formalapology;referraltoappropriatelegalprocessesifthecomplainantwishes,referraltoappropriateperpetratorcounsellingservices
AnydirectivesorrecommendationsfromPoliceifappropriate;andthesafetyofanymember,volunteer,stafforsupporteroftheAustralianGreenswhomaybeincontactwiththerespondent.
16AustralianGreensAnti-SexualHarassmentPolicy
8.6.1Followupwiththepartiesinvolvedtomonitorthesituationandtheir wellbeingwithinonemonthoftheformalfindingbeingissued.
8.6.2Educateandremindallemployeesandvolunteersoftheir obligationsandresponsibilitiesinrelationtoprovidingaworkplacefree fromsexualharassmentwithinonemonthoftheformalfindingbeing issued.Whereappropriate,employees,volunteersandmembersshould beinformedthattherehasbeenaformalinvestigation,findingandthat theconductwasunacceptable.
8.7 Iftheinvestigationdeterminesthatsexualharassmenthasoccurred,theAustralianGreensCo-ConvenorsorNationalManagermustforwardasummaryofthecomplaintandtheactiontakentotheAustralianGreensSecretarytobeplacedintherespondent’srecordwithin14daysofthefindingbeingissued.Undernocircumstanceswillarecordofthecomplaintbeplacedonthecomplainant’srecord.
Note:iftherecommendationrequiresdisciplinaryactiontobecarriedoutbyaMemberBody(inthecaseofsuspension,expulsionetc.)itwillbethedecisionoftheMemberBodywhetherthisstepistaken.SeetheMOU(Appendix).
9. PROCEDURES FOR DEALING WITH CRIMINAL CONDUCT9.1 Someconductmaybecriminalinnature(e.g.rapeorotherformsofsexualassault,stalking,indecentexposure,physicalmolestation,obscenephonecalls,threatstoharm).
9.2 TheAustralianGreensisunabletoresolvemattersofacriminalnatureinternally.However,theAustralianGreensiscommittedtosupportinginanywaypossibleanycomplainantwhowishestoreportanymattertothepolice. 9.3 Aninternalinvestigationcanbecarriedoutonlyforthepurposeofestablishingthenatureoftheconductonthebalanceofprobabilitiesandtakingappropriatedisciplinaryactionwhereitisfoundthattheallegedconductoccurred.
9.4 Wherethecomplainantreportsthemattertothepolice,theAustralianGreenswillcooperatefullywiththepolice(includinganyrequeststosuspendorpauseinternalprocessesuntiltheconclusionofthepoliceinvestigation).
9.5 ComplainantswillbeadvisedbytheAustralianGreensCo-Convenorsof
17AustralianGreensAnti-SexualHarassmentPolicy
theoptionofpolicesupportorintervention,andtheAustralianGreens’willingnesstocooperatefullyinanyinvestigationthatmayensue.
9.6 ItisnottheobligationordutyoftheAustralianGreenstoreportsuchmatterstothepoliceonbehalfofthecomplainantunlesstheconductfallswithinmandatoryreportingrequirementsincertainjurisdictions.*However,theAustralianGreensrecognisetheneedtobalancetherightofacomplainanttohavetheirconfidentialityprotectedandwishesrespected,withadutyofcaretothesafetyofothers.
*E.g.childabuseordomesticviolenceintheNorthernTerritory
10. PROCEDURES FOR RESPONDING TO COMPLAINTS OF VICTIMISATION10.1 TheAustralianGreensarecommittedtoeliminatingsexualharassmentwithinourparty.Partofmeetingthisgoalrequiresensuringthatvictimsofsexualharassmentcanmakecomplaintswithoutbeingfurthervictimised.
10.2 Assuch,thevictimisationorretaliationagainstanypersonwhocomplainsofconductwhichfallswithinthispolicyisprohibited(whetherornotthatcomplaintresultedinafindingthattheoffendingbehaviourhadoccurred).
10.3 Ifacomplainantcomplainsofvictimisationasaresultoftheircomplaint,thestepsdescribedinsections6and7ofthepolicywillbefollowedtoinvestigate.
10.4 Disciplinaryactionwillbetakenagainstanyonewhoisfoundtohavevictimisedorretaliatedagainstapersonwhohascomplainedofsexualharassment.Thisdisciplinaryactioncouldtaketheformof:
10.4.1Counselling;
10.4.2Disciplinaryactionagainsttherespondent(e.g.suspension(of volunteerdutiesand/orfromtheparty),probation,dismissal,initiationof expulsionproceedings); 10.4.3Officialwarningsthatarenotedintheparty’smemberand volunteerdatabases;
10.4.4Disciplinaryactionagainstthecomplainantifthereisstrong
18AustralianGreensAnti-SexualHarassmentPolicy
evidencethatthecomplaintwasvexatiousormalicious; 10.4.5Formalapologiesandundertakingthatthebehaviourwillcease;
10.4.6Conciliation/mediationconductedbyanimpartialthirdparty wherethepartiestothecomplaintagreetoamutuallyacceptable resolution;
10.5 Theoutcome,andanypossibledisciplinaryorotheractionwillbeinformedby:
10.5.1Theroleandresponsibilitiesoftherespondent(e.g.ifthe respondentisinapositionofpowersuchasamanagerorsupervisororis amember,volunteer,peer);
10.5.2Theobjectiveweightoftheevidence;
10.5.3Thewishesofthecomplainant;
10.5.4Theseverityoftheconduct;
10.5.5Thelevelofunderstandingoftheconduct,contritionand commitmenttomodifybehaviouronthepartoftherespondent;and
10.5.6Whethertherehavebeenanypriorincidentsorwarnings.
11. ADDITIONAL SUPPORT11.1 TheAustralianGreensCo-ConvenorsandNationalManager,andanyotherpersonwhoisgivendelegatedresponsibilitytorespondto,orassistwith,allegationsofsexualharassment,willbeprovidedwithformaltrainingtoperformthesedutieseffectivelyandwithsensitivity.
11.2 Anypersonwhomakesacomplaintofsexualharassmentwillbeadvisedthattheycanalsoapproachtheirunion,theHumanRightsCommissionortherelevantstateorterritoryanti-discriminationagencyforinformationandconfidentialadvice.
11.3 Anypersonwhomakesacomplaintofsexualharassmentwillbeprovidedwithinformationaboutserviceproviderswhomaybeabletoofferadditionalsupport.Thesemayinclude(notethatthisisnotanexhaustivelistof
19AustralianGreensAnti-SexualHarassmentPolicy
allsupportservices):
11.3.1National:
1800RESPECTcounsellingservice:www.1800respect.org.au
RapeandDomesticViolenceServicesAustralia: www.rape-dvservices.org.au AnotherCloset:http://www.anothercloset.com.au/
11.3.2AustralianCapitalTerritory
VictimSupport:www.victimsupport.act.gov.au/home
CanberraRapeCrisisCentre:http://www.crcc.org.au/
11.3.3NewSouthWales
NSWHealth(containsadirectoryofsexualassaultsupportservicesin NSW)
11.3.4NorthernTerritory
NorthernTerritoryGovernment(containsadirectoryofsexualassault supportservicesinNT)
11.3.5Queensland
QueenslandGovernment(containsadirectoryofsexualassaultsupport servicesinQueensland)
11.3.6SouthAustralia
YarrowPlace:http://www.dvrcv.org.au/yarrow-place
11.3.7Tasmania
SexualAssaultSupportService:https://www.sass.org.au/(Southern Tasmania)
LaurelHouse:http://www.laurelhouse.org.au/(NorthandNorth-Western Tasmania)
20AustralianGreensAnti-SexualHarassmentPolicy
11.3.8Victoria
VictorianCentresAgainstSexualAssault(CASAs)(containsadirectoryof sexualassaultsupportservicesinVictoria):https://www.casa.org.au/
VictorianAidsCouncil:https://vac.org.au/andsubsidiarywebsite switchboard.org.au
11.4 Anyrespondenttoacomplaintofsexualharassmentwillbeprovidedwithinformationaboutserviceprovidersavailabletothem.Thesemayinclude:
11.4.1DVConnectMen’sLine:1800600636
11.4.2Men’sLineAustralia:1300798978https://mensline.org.au/ (containsalistingofmen’sbehaviouralchangeprogramsinAustralia) 11.4.3InVictoria:VAC,1800134840(VACalsorunstheReVisioning Men’sBehaviourChangeProgramforsame-sexandsame-gender attractedmenwhouseviolence)
11.4.4InTasmaniaandVictoria:Switchboardswitchboard.org.au Phone:1800184527
11.4.5Men’sreferralservice,1300766491
12. TAKING ALL REASONABLE STEPS12.1 TheAustralianGreensacknowledgethelegal,aswellasmoral,responsibilitytotakeallreasonablestepstopreventsexualharassmentintheworkplaceandtheorganisation.Assuch,theorganisationcommitstothefollowing:
12.1.1Circulationofthispolicytoallemployees,officebearersand Convenorsofnationalworkinggroupswithinthepartyaswellasensuring thepolicyispubliclyavailable;
12.1.2Developmentofa‘FirstResponder’guidetobemadeavailable onGreenhousetoanymemberwhomaybethefirstcontactpointof someonewhohasexperiencedsexualassaultorharassment;
21AustralianGreensAnti-SexualHarassmentPolicy
12.1.3Formaltrainingtobedeliveredtonationalofficebearersand theNationalManagertoensuretheeffectiveimplementationofthis policy;
12.1.4OfficeBearersareencouragedtodevelopacriticalincident registeroranycriticalincidentswhichoccurwithintheirstates,andany incidentswhichfallwithinthepurviewofthispolicy.
12.1.5Regularmonitoringofcomplianceandtheeffective implementationofthispolicywilltakeplaceeverysixmonthsata nationalOfficeBearersGroupmeetingwheretheAustralianGreenscan reportbackabouthowcomplaintshavebeenundertakenandresolved. Westronglyencouragefeedbackfromcomplainantswhowishtoprovide theirfeedbackeitherthroughtheirpartymechanismsordirectlytothe OfficeBearersGroup;
12.1.6Regularmonitoringofcomplianceandtheeffective implementationofthispolicywilltakeplaceatleastannuallyatthe meetingofMemberBodyConvenorsandSecretaries.
22AustralianGreensAnti-SexualHarassmentPolicy
APPENDIX – MEMORANDUM OF UNDERSTANDING: ACCESS TO INTERNAL ANTI-SEXUAL HARASSMENT POLICIES, PROCESSES AND BY-LAWSBetween:
AustralianGreensNationalCounciland
AustralianGreensPartyRoomand
AustralianCapitalTerritoryGreensand
GreensNewSouthWalesand
NorthernTerritoryGreensand
QueenslandGreensand
TheGreensSouthAustraliaand
TasmanianGreensand
VictorianGreensand
TheGreens(WA)
1. PREAMBLE1.1 TheAustralianGreens,allofourMemberBodiesandallofourParliamentaryRepresentativesarecommittedtoprovidingasafeenvironmentforallmembersandvolunteers.Wewillnottoleratesexualharassment,assaultorviolenceunderanycircumstances.
1.2 Allcomplaintsofsexualharassmentwillbetakenseriously,handledefficiently,andtreatedwithrespectandconfidence.
1.3 ThepurposeofthisMemorandumofUnderstandingistoensurethatallparticipantsinthecontextofAustralianGreensactivitieshaveaccesstoprocessesthatareavailabletoapersonwhohasexperiencedSexual
23AustralianGreensAnti-SexualHarassmentPolicy
Harassmentwithinthosespaces.Thisincludes,butisnotlimitedto,AustralianGreensonlinespacesandorganisedactivities.
2. PURPOSE2.1 ThepurposeofthisMemorandumofUnderstanding(‘MOU’)istoensurethatthereisasharedunderstandingoftheresponsibilitiesofthenationalorganisationandtheMemberBodieswithrespecttohandlingcomplaintsaboutsexualharassment,intimidationandassaultarisingoutofNationalActivities.
3. ROLE OF MEMBER BODIES3.1 MemberBodies,astheorganisationswithwhichindividualsholdmembership,havethegreatestscopetorespondtoallegationsregardingconductoftheirmembers.
3.2 AllMemberBodiescommittodevelopinginternalprocessestomanagecomplaintsofsexualharassment,assaultorintimidation.EachMemberBodywillprovidetheAustralianGreenswithacopyoftheirprocessestoaddresscomplaintsinrelationtosexualharassmentassaultorintimidation.
3.3 AllMemberBodiescommittoensuringthattheirprocessesarecapableofrespondingtocomplaintsarisingoutofnationalactivities,includingcomplaintsraisedbyeventattendees,volunteers,supportersandmembersofotherMemberBodies.
3.4 AllMemberBodiescommittoensuringthattheirprocessesallowforasupportpersontoaccompanyacomplainantthrougheachstageoftheircomplaintsprocess.
3.5 AllMemberBodiescommittoensuringthattheNationalCouncilisinformedoftheoutcomeofanycomplaintsreceivedthatariseoutofnationalactivities.
4. ROLE OF THE AUSTRALIAN GREENS4.1 TheAustralianGreenswillprovidesupportforcomplainantstoaccesstheappropriateMemberBody’scomplaintprocessesforcomplaintsarisingoutofnationalactivities.
24AustralianGreensAnti-SexualHarassmentPolicy
4.2 IntheeventthataMemberBodydoesnothaveaprocesstodealwithcomplaintsofsexualharassment,assaultandintimidation,theAustralianGreenswillbeprovideaprocesstomanagethosecomplaintswheretheyarisefromanationalactivity.
4.3 WheretheAustralianGreensconductacomplaintsprocess,theycommittoensuringthattherelevantMemberBody/iesareinformedoftheoutcomeofanysuchprocess.
4.4 IntheeventthataMemberBodydoesnothaveaprocesstodealwithcomplaintsofsexualharassment,assaultandintimidation,theAustralianGreenswillprovidethatmemberbodywithsupportindevelopingthatcomplaintsprocess.
5. CONCLUSION OF COMPLAINTS PROCESSES5.1 Attheconclusionofanycomplaintsprocess:
5.1.1TherelevantMemberBodyandtheAustralianGreenswillco-operate toensurethattheoutcomesofthatprocessareacteduponataStateand NationalLevel;and
5.1.2ThenationalorganisationandMemberBodieswillcooperateon developingresponsestoensurethesafetyofallparticipantsatfuture nationalactivities.
25AustralianGreensAnti-SexualHarassmentPolicy