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


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


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


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


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).


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


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


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


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


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;


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.


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.






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.


*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:





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.


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


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


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


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)


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;


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.


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


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.


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.


Documents

AUSTRALIAN GREENS ANTI-SEXUAL HARASSMENT POLICY