New national data has highlighted persistent challenges in addressing workplace sexual harassment across Australia, with implications for high-risk sectors such as mining, where remote operations and male-dominated workforces can intensify cultural and safety issues.
Research released by Diversity Council Australia (DCA) through its Inclusion@Work Index Insights 2025–2026 series shows that nearly one in four workers would take no action if they witnessed sexual harassment in the workplace, including failing to check on the affected individual.
The findings come despite sexual harassment being unlawful in Australian workplaces since 1984 and decades of investment in compliance, training and awareness programs.
The data indicates that 18 per cent of workers experienced sexual harassment in the past 12 months.
Of those affected, 22 per cent did not report the incident to their employer.
Among those who did report, formal consequences for perpetrators were limited.
The most common employer responses included offering an apology, informal discussions with the alleged harasser, or monitoring the situation.
Only a small proportion of cases resulted in disciplinary action, while some workers reported that no action was taken or that they experienced negative consequences for speaking up.
The findings are particularly relevant to the mining industry, where fly-in, fly-out (FIFO) work arrangements, isolated sites and hierarchical team structures can create environments where reporting barriers are heightened.
Previous inquiries into the resources sector have already identified underreporting and cultural challenges as ongoing risks, and the DCA data reinforces the need for systemic change beyond compliance frameworks.
The research also shows that inaction by bystanders remains a critical gap in prevention.
Some 24 per cent of workers indicated they would not intervene in any way if they observed harassment, and only one-third said they would check in with the affected colleague.
This lack of intervention allows inappropriate behaviour to persist and escalate.
DCA’s data demonstrates a strong link between early-stage behaviours and more serious incidents.
Workers exposed to sexually suggestive comments or jokes were significantly more likely to report inappropriate physical contact.
Similarly, those who experienced persistent staring or leering faced a higher likelihood of physical misconduct.
These patterns highlight the importance of addressing low-level behaviours before they develop into more serious violations.
Importantly, the research identifies workplace inclusion as a key protective factor.
In inclusive organisational environments, 13 per cent of workers reported experiencing sexual harassment, compared to 28 per cent in non-inclusive workplaces.
For industries such as mining, where workforce diversity and inclusion remain ongoing priorities, the findings suggest that cultural transformation can directly reduce risk.
In response, DCA has partnered with violence prevention organisation Our Watch to release a new resource aimed at strengthening active bystander behaviour in workplaces.
The initiative is designed to support employees in recognising and safely responding to inappropriate conduct, complementing broader organisational strategies.
The findings align with growing regulatory and investor scrutiny on environmental, social and governance (ESG) performance in the mining sector.
Companies are increasingly expected to demonstrate not only compliance but also proactive cultural leadership, particularly in safeguarding workers in remote and operationally complex environments.
Further research examining the relationship between inclusion and sexual harassment prevention is scheduled for release in August, with practical guidance expected to support employers in embedding safer and more accountable workplace cultures.
