Evidence summaries
Comcare regularly initiates and publishes literature reviews, evidence scans and evidence summaries on emerging workplace issues and trends.
We review the latest literature available on a range of topics to support early intervention and prevention activities across our jurisdiction. We use the literature to create reports that help guide evidence-based initiatives.
Our research is guided by the four main research themes in our Research Plan Towards 2026 (PDF, 6.7 MB).
Our research projects each support a theme which contribute to our purpose of enabling safe and healthy work. Our four themes are:
- Enabling healthy and safe work
- Facilitating mentally healthy workplaces
- Fostering work participation
- Adapting to the future of work
These research themes enable us to prioritise potential research opportunities that align with the needs of our jurisdiction.
Read our latest literature reviews, evidence scans and evidence summaries below.
Systems for respect: Interventions to reduce workplace sexual harassment
Comcare conducted an evidence review on workplace sexual harassment interventions. Comcare reviewed 14 studies on the effectiveness of interventions to reduce and prevent workplace sexual harassment.
What we found
A multi-pronged approach is most effective in preventing and addressing workplace sexual harassment. Single interventions, such as training, can have a positive effect on single outcomes, but they are less effective when used in isolation – especially if the organisational culture overlooks gender-based harassment.
A range of interventions, including comprehensive policies, complaints systems, and wide-reaching training and education needs to be supported by strong leadership that models anti-harassment and gender-equal values and behaviours.
Complaints systems
Workplaces with formal complaints systems had a lower incidence of workplace sexual harassment. Complaints systems are more likely to be effective when:
- workers believe complaints will be taken seriously and investigated
- offensive behaviour is discussed with perpetrators
- appropriate action is taken
- complainants’ privacy is respected
- complainants aren’t encouraged to drop complaints
- complainants are kept informed about the progress of their case
Sexual harassment policies
Comprehensive, clear policies can increase workers’ understanding and reporting of workplace sexual harassment. But policies alone are not enough, especially in masculine and hierarchical work cultures. Policies are more likely to be effective when:
- the organisational culture condemns workplace sexual harassment and supports workers at all levels to address it
- they are explicitly ‘zero tolerance’ – this is associated with higher reporting.
Training
Training can improve knowledge of workplace sexual harassment to increase people’s skills and confidence to respond to and report these inappropriate behaviours. Training also helps to build trust in leadership and reduce unwanted sexual conduct.
Training is more likely to be effective when the content of training is right – regardless of whether the training it conducted in-person or online.
Bystander interventions
Bystander interventions occur when actors who are not the direct targets of workplace sexual harassment get involved. Overall, they are limited in preventing further harassment or redressing harm, although there are factors that contribute to their effectiveness.
Bystander interventions are more likely to be effective when:
- the intervention is immediate and assertive
- bystanders feel comfortable to intervene because they believe the organisation does not tolerate gender-based harassment and can deal with the situation fairly
- managers and senior staff proactively create a culture that enables bystander intervention and reporting.
Beyond the office: Considerations and practical approaches for working safely at home
Australia’s office-based workplaces have changed dramatically since the COVID-19 pandemic began in 2020. Hybrid working is now the norm and preference for the majority of office-based staff. The flexibility that comes with hybrid approaches has many benefits for employers and employees, however there are WHS risks that need to be considered and managed by employers on behalf of employees.
Read the full Literature Review (PDF, 11.6 MB) or the Abridged Summary (PDF, 1.6 MB).
Latest Workplace Trends - Research Alert
The Latest Workplace Trends – Research Alert highlights topics of recent interest in Work Health and Safety and workers’ compensation. The issues have emerged from a 6-month review of grey literature, including national Work Health and Safety (WHS) conference topics, and OHS-specific peer-reviewed journal publications.
The latest edition is available now.
