The Role of Data Transparency in Combatting Workplace Harassment
This standard revolves around the collecting and handling of data concerning sexual harassment in an organisation or business.
Collecting relevant and actionable data is a key element to enable organisations and businesses to combat harassment. Having such data available should reveal the nature and scope of problems in the particular organisation.

The AHRC has set out how organisations should model data collection and the subsequent stages of carrying out the positive duty.
There are three aspects to an organisation’s handling of data related to sexual harassment.: monitoring, evaluation, and transparency.
MONITORING: WHAT AND HOW TO COLLECT
The guidelines emphasize that businesses and organisations should not rely only on reports of unlawful conduct as this is bound to present an inaccurate picture as there is always under-reporting. Data should be collected from multiple sources, preferably by experienced professionals who can extract valuable insights while maintaining anonymity and privacy throughout the process.
Sources could include actual victims, bystanders, managers, customers, and industry-wide data.
The collected data should include both quantitative and qualitative aspects (characteristics, feelings, thoughts) to provide a comprehensive picture of the state of sexual harassment in the organization.
EVALUATION: HOW TO USE THE DATA
Data should be assessed in order to determine the effectiveness of implemented measures. The data should inform: the identification of risks; the effectiveness of existing measures implemented to eliminate unlawful conduct; the improvement of processes; the evaluation of workplace culture and the role of leadership in creating inclusive and respectful workplaces.
TRANSPARENCY
Organisations are bound to disclose de-identified or aggregated data about sexual harassment to leaders, managers, workers, and stakeholders. Making the data available and accessible will help leaders and managers understand where the problems lie and enable them to formulate appropriate strategies. For workers, seeing the data will help install trust in the organisations approach to handling these matters.
According to the AHRC, transparency involves being:
- Open about the risk of unlawful conduct
- Visible in actions taken to prevent and respond to unlawful conduct
- Honest about the circumstances and outcomes of reports
- Fair in ensuring that the drive for transparency does not interfere with natural justice when investigations are underway
- Supportive in that transparency should not undermine privacy or the health and well-being of people involved in any instance of sexual harassment.
Practical guidelines
to equip leaders and organisations with the tools they need to meet the positive duty:
Diverse Data Sources
Create reporting from various channels, including victims, bystanders, managers, customers, and industry-wide data.
Professional Handling
Comprehensive Data
Continuous Evaluation
Transparent Reporting



Promote Trust
Demonstrate openness, visibility, and fairness in addressing sexual harassment, fostering trust among workers and stakeholders.
By following these practical recommendations, your organisation can cultivate a more respectful and inclusive work environment while effectively addressing issues related to sexual harassment.