HBTA Policies and Procedures
Sexual Harassment Policy
policy | principles | procedure
Policy
STU-POL-001 Sexual Harassment Policy
This document is included to ensure that all participants and all staff are aware of the zero tolerance displayed at HBTA for any sexual harassment. All students (whether completing a program through Recognition pathways, distance education, blended delivery or entirely workshop attendance) are required to indicate on the STU-FOR-007 Student Induction Checklist that they have read and understood this document.
Incidents of Sexual Harassment constitute a breach of the Anti-Discrimination Act 1991 (QLD) as amended by the Justice and Other Legislation Amendment Act 2005 (QLD).
All complaints of sexual harassment are taken seriously and shall be addressed according to our Complaints policy. The latest version of that document is available by contacting us if you cannot locate it on this CD through the link above .
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Principles
Sexual harassment includes, but is not limited to:
- making unsolicited and unwelcome written, verbal, physical or visual contact with sexual overtones or with the purpose of soliciting compliance with sexual demands. This can involve:
- suggestive or obscene letters, notes, invitations and jokes
- invitations to participate in viewing pictorial matter, posters, web sites, cartoons or magazines
- display of obscene, suggestive or sexually demeaning images and posters
- derogatory and sexually implicit or demeaning comments, slurs, jokes and stories
- body language and gestures that imply sexual dominance or invite sexual notice, including prolonged staring or eye contact
- physical and tactile means of attracting attention including overt and covert touching, blocking or imprisoning movements
- the use of 'improper touch' during the provision of tactile therapy services
- whistles and other non-verbal means of communication
- requests to another to disrobe or to view normally covered sections of the anatomy
- continuing to express sexual interest after being informed that the interest is unwelcome (Reciprocal and willing attraction is not considered harassment)
- making reprisals, or threats of reprisals, or implying threats of reprisals after receiving a negative response to overt or implied sexual advances
- using sex and sexual harassment to imply withholding of support for satisfactory completion of studies, or suggesting that poor reports and results will be given if reciprocation is not forthcoming
- using sex and sexual harassment as a weapon of reprisal for other relational issues between the two parties
- using sexual advances as a weapon to gain unfair and unwarranted preferential treatment in studies
- engaging in implicit or explicit coercive sexual behaviour as a means of control, or influence impinging upon the career prospects, study outcomes or work environment of staff and/or fellow students
- offering favours or benefits, including preferential treatment, favourable study outcomes, recommendations and or financial inducements in exchange for sexual favours
All individuals who are enrolled with or who work for Healthy Business Training Academy are reminded of the serious social and legal consequences which come from being found in breach of this policy. The list above is not exhaustive, definitive nor exclusive. It is a guide only.
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Procedure
- Each student shall be made aware of this sexual harassment policy as part of their induction program. This policy shall be applied to all functions of the College's administration, training delivery and assessment
- Each student shall, on completion of the induction program, sign the STU-FOR-007 Participant Induction Checklist Form to attest that they understand the policy and procedures with respect to sexual harassment
- All such complaints, whether made to trainers, staff members or fellow students, shall be brought to the attention of the Director of Operations and/or Director of Studies so that the nature of the complaint can be determined and the appropriate complaints procedure implemented
- All complaints shall be investigated according to STU-POL-008 Complaints policy. They will be dealt with confidentially and in a timely manner with due consideration for the facts of the case and the rights and responsibilities of all parties. The relevant State Equal Opportunity Commission or other external agency may also be consulted in the resolution of the complaint
- Any student found to have acted in violation of the above policy shall be subject to the relevant disciplinary process.
- Any student may request to see a counsellor, or have a counsellor present at all interviews, if they are unduly distressed as the result of the sexual harassment or the process of redress of the complaint
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Last updated on July 4, 2008