Every worker deserves to be safe at work. We’re sick and tired of hearing about hospo workers facing sexual harassment and gendered violence at work.

What’s going on?

Recent reporting by the ABC, The Age, and The Sydney Morning Herald have exposed the prevalence of sexual harassment, sexual assault, and misogynistic workplace cultures in some renowned hospitality venues. Focusing on testimonies from current and former employees of NSW-based Swillhouse Group and Merivale, these reports highlighted the experiences of women workers who encountered workplace sexual harassment and assault, and had their complaints mishandled or ignored by management.

One case from the Swillhouse Group involved a worker who was transferred to a different venue with a pay cut after reporting sexual harassment, while two other workers left their jobs after the company failed to act upon repeated complaints of sexual harassment made against a colleague. In one Merivale venue, a worker continued to be rostered on shift with her perpetrator after reporting the incident to management.

Research shows it’s the same culture in South Australia. The union for hospo workers, United Workers Union, published a report last year titled Hospo’s Harassment Problem that found, through survey submissions from 444 South Australian hospitality workers that 47% of respondents had experienced sexual harassment at work. Another study of South Australian hospitality workers conducted by Not So Hospitable and The University Melbourne revealed that nearly half of victim-survivors saw no action taken by management after reporting harassment, and some even faced reduced hours or termination.

A safe workplace – it's your right and your boss’ duty!

These findings point to a systemic issue of employer inaction in response to workplace sexual harassment and highlights the need for changes in the hospitality industry to ensure workers are empowered and protected.

Employers have a legal duty under Occupational Health and Safety laws to maintain safe and healthy workplaces. They also have a positive duty in Victoria and nationally to not only address sexual harassment as it happens, but also take reasonable steps to prevent sexual harassment from occurring in the first place.

Last year, the Victorian government updated the guidelines for assessing liquor licence applications for late-night venues in inner Melbourne. The Commission is now required to evaluate whether the venue has a plan in place to prevent and respond to gender-based violence, including sexual harassment. In May of this year, the government announced as part of its "Changing Laws and Culture to Save Women's Lives" response that Responsible Service of Alcohol (RSA) training will include instruction on identifying and preventing sexual harassment and assault in venues.

New South Wales also took an important step to address sexual harassment in the hospitality industry by introducing mandatory training on sexual violence awareness for bar staff and security. South Australia is also in the process of implementing new training to help staff better identify and respond to sexual harassment.

These measures are a positive step forward - but they alone won't fix the problem. Employers and venues must be held accountable for failing to address sexual harassment and allowing unsafe workplace cultures to flourish. These reports have highlighted that employers are failing to uphold their legal duties. 

What can we do:

Empower workers to force change. 

Hold employers accountable.

Sexual harassment is an occupational health and safety issue that can be stopped. Union women have been campaigning to make workplaces safe and free from sexual harassment and gender-based violence.

What we need:

• Mandated sexual harassment and gender-based violence prevention training as part of the Victorian RSA course now!
• Venue Management plans developed in consultation with workers and their unions aimed at preventing and responding to sexual harassment and gender-based violence at venues
• Real consequences for liquor license holders who fail to meet their legal obligations to provide a safe workplace free from sexual harassment and gender-based violence.
  

What you can do:

Join your union! Are you a worker at a hospo venue and want to know more? Get in touch at [email protected]

- Mya Nipperess, Women's Organiser and former Hospo Worker