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Jan Breckenridge
Gendered violence in universities
Sexual assault and sexual harassment are prevalent in universities and carry a profound impact for students, faculty, and staff. Since 2016, there has been a significant number of policy and prevention initiatives to respond to sexual assault and sexual harassment in Australian universities. In February 2016, Universities Australia (the national peak body for universities) launched Respect. Now. Always., an initiative designed to prevent sexual assault and sexual harassment in universities and improve university response and support to those affected.
In 2017, the Australian Human Rights Commission’s Change the Course report found that 1 in 5 university students experienced some form of sexual harassment in a university setting. The report recommended ways that university staff can support students affected by gendered violence, as students often disclose their experiences to a staff member. This included ensuring that relevant staff members receive training in responding to disclosures of sexual assault and sexual harassment. Similarly, the 2021 National Student Safety Survey (NSSS) identified ways in which university staff can support the wellbeing of students affected by sexual assault and sexual harassment, including preparing staff to appropriately respond to disclosures.
What these reports did not do is focus on university staff experiences of sexual assault and sexual harassment and appropriate responses to staff.
What is the role of university staff in supporting students affected by sexual violence and sexual harassment?
There is a lack of any definitive empirical evidence of how university staff can be involved in changing the culture of universities. This should not be confused for a lack of importance. UNSW currently employs over 7,000 staff members, who may themselves experience gendered violence or may play a support role for students and/or colleagues. As demonstrated by the Change the Course findings and recommendations, university staff are positioned to play a key role in culture change and support for those affected. As such, the role of university staff in combating sexual misconduct and gendered violence on campus cannot be ignored.
It is vital that universities provide clear information about how staff can seek support and support those affected by gendered violence. Staff may impact a university’s culture by engaging in governance arrangements and participating in education and training designed to increase knowledge of gendered violence, as well as university-specific triage pathways. Most universities see staff as a key first responder to student disclosures of gendered violence and set up processes for staff to respond to disclosures competently and compassionately.
What about responses to staff who are affected by sexual violence and sexual harassment?
Unfortunately, university sexual violence including sexual harassment is often framed as a student only issue. This cannot be the case. In 2023, the Australian National Tertiary Education Union (NTEU) conducted a survey of university staff experiences of sexual harassment, sexism and gender-based bias. The survey found that 1 in 3 university staff had experienced sexual harassment in their workplace. This highlights the need to respond to both staff and students affected by sexual violence and sexual harassment.
The impact of Respect@Work on organisational responses, including universities
Respect@Work: Sexual Harassment National Inquiry Report (2020) recommended the adoption of new framework to more effectively prevent, and respond to, workplace sexual harassment in Australia. The new framework recognises that a more holistic approach is necessary for organisations, which includes universities. The framework looks beyond policies, training and complaint-handling procedures to recognise that sexual harassment is primarily driven by gender inequality and power imbalance. It provides guidance about steps that can be taken within workplaces to better prevent and respond to sexual harassment.
UNSW Sydney leadership in responding to staff and students
UNSW Sydney is leading through the development of a Gendered Violence Strategy and Action Plan that focuses on prevention and response to gendered violence for staff and students. Universities not only have the responsibility to make their campuses safe and welcoming places for all students, staff and visitors, but they must be catalysts for cultural change throughout society. With this Gendered Violence Strategy and Action Plan, UNSW is taking a whole-of-organisation approach to achieve their bold vision to Stop. Empower. Support. in our community.
UNSW, Sydney has committed to:
Stop gendered violence on our campuses through prevention and education.
Empower our people to create a safe and respectful community by calling out inappropriate behaviour where it is safe to do so, and with the expectation that students and staff model respectful behaviour.
Support our students and staff to raise their concerns, report incidents, and seek support when they need it.
The success of any responses to sexual violence and sexual harassment in universities requires leadership and appropriate resources being made available to support every person affected.
Author bio:
Professor Jan Breckenridge is the Head of the School of Social Sciences and the co-convenor of the Gendered Violence Research Network (GVRN) at UNSW. In 2021, she was appointed to the National Sexual Harassment in the Workplace Working Group of the National Women’s Safety Alliance. In 2022, she was appointed to the Research Advisory Committee of the National Centre for Action on Child Sexual Abuse. In 2023 she was appointed to National Women’s Safety Alliance –Sexual Violence Working Group. She has always oriented her research towards maximum impact in innovative social policy development, best practice service provision and outcome measurement of effectiveness.
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