Workplace sexual harassment is far more prevalent in certain Australian industries, the latest figures from the Australian Human Rights Commission reveal. Its 2022 survey found that a third of Australians have experienced some form of workplace sexual harassment.
There are three industries, however, that stand out for a disproportionate amount of incidents. In this article, we look at why these industries are particularly bad and look at recent news articles of shocking harassment incidents within each.
Some of the incidents that we will cover are particularly objectionable. It includes a hospitality worker who was allegedly raped by a colleague, and another who had to deal with “rapey customers.”
The 2022 “Time for Respect: Fifth national survey on sexual harassment in Australian workplaces” took responses from over 10,000 employees. They were asked if they had experienced workplace sexual harassment in the preceding five years. Those who answered yes were then asked about the details of their most recent experience.
While 33% of surveyed workers reported a sexual harassment incident, the rate for women was much higher. 41% of women reported an incident, while 26% of men did.
You can read our article for a detailed breakdown of the survey’s key findings.
The Australian Human Rights Commission survey found that this sector had the most disproportionate amount of workplace sexual harassment incidents. Retail workers make up 10% of the Australian labour force – with over 1.3 million workers. According to federal government statistics, 55% of retail workers are women. The median age of retail workers is 33.
The survey revealed these workers experienced 14% of reported workplace sexual harassment incidents in Australia in the five years preceding 2022. Data modelling by the Australian Human Rights Commission estimated that 40% of retail workers experienced a harassment incident during this period. The survey revealed that 86% of harassers were men.
In 2024, the Australia’s National Research Organisation for Women’s Safety (ANROWS) and the University of Sydney published a revealing study into the retail sector. Its “Just Another Day in Retail” report found that nearly half of female retail workers (48%) had experienced sexual harassment at work. This compared to one in four male retail workers (25%). The figures took into account reported incidents in the five years preceding 2024.
The report highlighted that sexual harassment in retail is often considered “common and normalised.” ANROWS claimed that this was influenced by industry norms like the saying “the customer is always right.” One of the unique factors of harassment in retail is that it often comes from customers. The ANROWS report found that over a third (36%) of sexual harassment incidents in retail originated from customers.
The ANROWS study found that the most common form of harassment in retail were:
An example of the kind of sexually suggestive comments female retail workers receive was highlighted in a 2024 Sydney Morning Herald article. Twenty-three-year-old Rebecca Donaldson told the masthead that while stacking shelves male customers have said to her “It’s nice watching you; I like seeing you bend down.”
Like the ANROWS report highlighted, Ms. Donaldson said that the common edict of “the customer is always right” influenced her attitude to harassment. She said that she thought copping such abuse was “just part of the job.”
The ANROWS report pointed out that young women are a particularly vulnerable group in retail. This is because they are often working their first jobs. Also, because they often lack the confidence or knowledge of their rights to report incidents effectively. There is also the fear that they will lose shifts or their job if they make a complaint.
The Australian Human Rights Commission survey found that the accommodation and food services industry (otherwise known as hospitality) also had a disproportionately high rate of workplace sexual harassment. The sector accounted for 9% of reported workplace sexual harassment incidents in the five years prior to 2022.
Just under a million employees make up Australia’s hospitality sector, accounting for 7% of the labour force. The vast majority in this industry work in cafes or restaurants and the median age is 25 years old.
Data modelling by the Australian Human Rights Commission estimated that 34% of retail workers experienced a harassment incident. The survey revealed that 86% of harassers were men.
Like retail, the prevalence of precarious employment, including casual and shift work, make hospitality workers vulnerable to sexual harassment. Job insecurity is often a key motivator to not report incidents. Also, many employees work late night shifts in venues where alcohol is served. This increases the likelihood of inappropriate behaviour from both customers and colleagues.
There are also power imbalances at play. Supervisors and managers often hold significant sway over the shifts and employment of junior staff.
Recent investigations have brought to light serious allegations of sexual harassment in prominent Australian hospitality groups. In September 2024, the Sydney Morning Herald reported serious claims against Swillhouse, a high-profile Sydney hospitality empire that owns popular venues in the CBD.
Among the disturbing allegations was that a female bartender was raped inside the toilets of Restaurant Hubert in 2013. This took place after she was made a cocktail with 10 different gins. She told the Sydney Morning Herald that this made her “completely blackout drunk.” The victim said she then “came to with him raping me in the women’s bathrooms.”
Other former staff members alleged that employees were encouraged to have sex with patrons and use drugs on duty. After these claims made the press, Swillhouse CEO Anton Forte issued an apology, acknowledging “juvenile and regrettable behaviour” from staff. He also admitted that former employees may have felt unsupported and at risk.
The company subsequently removed a policy allowing staff a free “knock-off drink” and committed to prioritising a “culture of safety and wellbeing.” This came while SafeWork NSW launched a probe into its operations.
Another prominent Sydney hospitality group, Merivale, came under fire for sexual harassment allegations in 2024. The company operates over 80 restaurants, pubs and bars in Sydney and the east coast of Australia.
An ABC investigation in September 2024 revealed allegations from former staff members of exploitation and a pervasive culture of sexual misconduct. One particularly egregious claim involved explicit CCTV footage of patrons engaging in sexual acts in a lift, publicly urinating and exposing themselves at Merivale venues. This was allegedly turned into a video and played without warning to hundreds of staff at a company awards night in 2017. At one point in the video, the words “Big Brother is always watching” was displayed.
A staff member filmed the video when it was played at the awards night and later sent the footage to the ABC. She said that the video was played at the awards night for about five minutes, causing “uncomfortable laughs and the sound of shock” from employees in attendance. The staff member left Merivale shortly after the video was shown at the awards night. She described the company as “one of the most toxic places I’ve ever worked.”
Another former worker at Merivale’s Coogee Pavilion bar and restaurant alleged she was drugged and raped by a colleague in 2018. She told the ABC that despite reporting the incident to Merivale’s head office, she was allegedly forced to continue working with the perpetrator. The victim claimed that because there was no police report for the incident, management told her there was nothing they could do.
She told the ABC that the perpetrator was “much bigger than me” and “pinned me against the wall.” The victim alleged her colleague then raped her, despite ” making it very clear that I wanted him to stop.” She claimed that the perpetrator came up to her during a lunch break at work the next week, held her leg and sought confirmation that “we’re fine.”
In a separate sexual harassment incident, a female employee who worked at the Hemmesphere bar in the Sydney CBD claimed that she had been assaulted by two male patrons. She said she had been serving them when one of them “grabbed me and pushed me against the wall and was trying to kiss me.”
When she tried to escape, the other man “grabbed me with his arm around the neck,” the victim told the ABC. When she escaped his hold, she complained to her manager, saying the patrons had been “really rapey.” The manager allegedly told her that that was a “strong term to use” then “got frustrated and walked away.” The victim claimed her manager said that the men were “allowed” to stay at the venue and that she still had to serve them drinks.
The Australian Human Rights Commission survey found that the third most overrepresented sector for sexual harassment was arts and recreation services. This sector accounted for 3% of reported sexual harassment incidents in the five years prior to 2022. The sector’s workforce represents 2% of employees nationally.
There are over 270,000 arts and recreation workers in Australia, who have a median age of 33. The sector covers those working in sports and physical recreation, the performing arts, at gambling establishments, amusement parks and horse racing venues.
Data modelling by the Australian Human Rights Commission estimated that 44% of arts and recreation services workers experienced a harassment incident. This is well above the national estimated average of 33%. In addition, the survey found that women were disproportionality targeted. 72% of victims were estimated to be women, and only 14% were men.
Like retail and hospitality, many roles in this sector involve highly casualised employment. This can create significant power imbalances, with workers, particularly those who are young, feeling pressured to tolerate inappropriate behaviour. They may do this in an effort to secure opportunities or maintain professional relationships.
The Australian music industry, a significant component of the arts and recreation sector, has faced intense scrutiny over allegations of sexual harassment and assault. A prominent example is Taiwanese-Australian singer Deena Lynch, known as Jaguar Jonze. She alleged she was sexually assaulted by two musicians, Matthew Khabbaz and Jesse Sewell, at a Brisbane club in 2019.
Ms. Lynch first made the claim on social media in 2020 and in a television interview in 202. She claimed the two men had felt her underneath her underwear. She also claimed they kissed her without consent and later pressured her not to tell anyone.
The two men then stood trial in 2022. During proceedings, the court heard about the text messages Ms. Lynch sent to her then-boyfriend on her way home from the club. She explained to him she would be getting an Uber back and that “it was getting way too feral without you.” She also messaged, “No one cares I have a boyfriend. It’s so f**ked.” Ms. Lynch then texted her boyfriend that she would walk along Ann Street in Brisbane’s Fortitude Valley before catching an Uber, letting him know “just in case.”
Ms. Lynch later told her boyfriend that Mr. Khabbaz had “behaved inappropriately” and that she felt like “they were making her feel uncomfortable.” The court was also told that Ms. Lynch later cried at home when her brother asked what was wrong. She, however, did not explain what had happened at that time.
Widespread allegations of sexual harassment and cases like that of Ms. Lynch prompted calls for reform within the arts and entertainment sector. In response, the federal government announced in January 2023 the establishment of a new federal body to tackle sexual harassment in the sector. Ms. Lynch herself was instrumental in formulating this policy response, serving on an advisory panel.
This body aims to crack down on sexual harassment, bullying and mistreatment by receiving complaints, developing codes of conduct and facilitating referrals to authorities. Organisations receiving government funding will be required to meet new workplace safety standards, with the threat of funding withdrawal for non-compliance.
No one should have to endure sexual harassment at work, and you don’t have to face it alone. At Australian Workplace Discrimination Representatives, we stand with employees who have been mistreated, offering support and representation to help you seek justice.
We are workplace advocates who have handled over 10,000 cases nationwide. From the moment you contact us, your story is treated with care, confidentiality and urgency. Whether you are unsure what steps to take or are ready to make a claim, we can guide you through the process.
Contact us now on 1800 333 666 for a free and private conversation about your situation.
