Discrimination & Sexual Harassment at Work - Teacher Resource Kit

1 Discrimination & Sexual Harassment at Work - Teacher Resource Kit

Queensland’s future workforce needs to
know that Queensland laws value and protect
their human rights. Giving young people a
clear understanding of both their rights and
responsibilities to others , equips them to be
able to enter a workplace with knowledge of
appropriate workplace behaviours.
Many high school students are already in

the workforce working part time, doing work
experience and/or working in a voluntary capacity.
This package has been developed primarily to

target students in years 10 to 12 who are already
in the workforce or will be entering the workforce
in the near future.
... is to equip students withtioan laws

basic knowledge of discrimiue na
in Queensland and su bs eq ntly raise
awareness and understandin g of both
their rights and respon ilities
sib
in the workplace.
Discrimination & Sexual Harassment at Work - Teacher Resource Kit 3

Not all discrimination is against the law. There are
certain grounds/attributes that are covered by
Queensland law.
There are 16 attributes covered by the Qld
Anti-Discrimination Act 1991. (see fact sheet 2)
Discuss:
The selected attributes below and their meanings.
The law in Queensland says that people must not

treat you unfairly because of your:
Impairment Relationship Status

You are a person with You are married,
a disability which also single or defacto
covers mental illness and
disease
Race Parental Status

You or someone in your You have children
family is from onother or you do not have
country or you are children
Aboriginal
Sexuality Sex
You choose a partner You are a man or a
who is the same sex woman
Family Responsibilities Pregnancy

You have family You are pregnant
members to care for
Age Religious Belief or

You are too young or too Activity
old You have certain
religious beliefs
Discrimination law also protects you from other things.

You do not have to put up with unfair treatment at work.
Everyone should be responsible for their behaviour and
treat each other with respect.
If you are having issues at work you should talk to
someone and let them know what is going on. Try talking
to your immediate supervisor. You may like to have a
support person with you such as your parents or a friend.
Sometimes issues can be resolved very quickly by having a
discussion with all of the parties involved. If not, you can put
your complaint or concerns in writing to your employer. It is
then up to your employer to investigate the issue and come
up with a resolution.
There are many external agencies that help with work
issues and they can usually provide you with information
confidentially. You can lodge a formal complaint with
external agencies, such as the ADCQ too. (see fact sheet 7)
If you are being treated unfairly at work and it is not
because of your race, religion or any of the other attributes,
it may be workplace bullying. You do not have to put up with
bullying at work . It is important that you tell someone who
can help.
Discuss:
What can you do if you think you are being sexually
harassed or treated unfairly at work?
What is the best option??
You need to decide what option is best for you. You may
need to use a few of the options if issues persist.
Have you had any experiences of dealing with issues like
this at your work?

We help resolve We promote
complaints of human rights,
discrimination and educate the community
sexual harassment and deliver training
People who feel they have been Through the delivery of training
discriminated against or sexually courses, ADCQ aims to prevent
harassed can lodge a complaint discrimination and sexual
with the ADCQ. harassment.
If a complaint is accepted, a We offer training to businesses,
complaint manager assists the community groups and the
parties to resolve the issue public sector to create a better
using the conciliation process. understanding of discrimination
ADCQ is not a court, and laws in Queensland and
does not take sides or give promote fairer workplaces.
legal advice.
We also speak at community
We provide a free, confidential meetings, conferences and
and impartial process to assist events to raise awareness of
parties to reach a mutually human rights issues and the law.
acceptable resolution.
If a complaint cannot be
resolved at ADCQ, the person
with the complaint may
choose to refer it to a public
hearing for a decision through
the Queensland Civil and
Administrative Tribunal (QCAT).
For more information about ADCQ

go to www.adcq.qld.gov.au phone 1300 130 670 email info@adcq.qld.gov.au

There are 16 prohibited attributes (grounds or characteristics) of discrimination under the
Queensland Anti-Discrimination Act.
It is unlawful to discriminate against a person on the basis of any these attributes or characteristics.
• Sex: male or female
• Relationship status: single, married, divorced, widowed, de-facto
• Pregnancy: is or is capable of being pregnant, expressed desire to be pregnant,

perceived likelihood of becoming pregnant
• Parental status: whether or not a person is a parent (includes step, adoptive, foster parent
or guardian)
• Breastfeeding: a mother breastfeeding her child (permitted everywhere)
• Age: the age, or perceived age, of a person (young or old)
• Race: colour, descent, ancestry, ethnicity, ethnic origin, nationality, national origin
• Impairment: A condition (previous or existing) illness or disease, physical, intellectual or sensory

disability, condition that impairs thought process and perception of reality, reliance on wheelchair or
assistance dog, total or partial loss of a bodily function, malformation or disfigurement
• Religious belief or activity: holding or not holding, engaging in or not engaging in or refusing to
participate in a religious belief or activity
• Political belief or activity: engaging in or refusing to engage in political activities; holding or not holding
political views
• Trade union activity: being a member or not a member of a union
• Lawful sexual activity: a person’s status as a lawfully employed sex worker
• Gender identity: a person’s identification as a member of the opposite sex or as indeterminate sex
and seeking to live as a member of a particular sex
• Sexuality: heterosexuality, homosexuality, bisexuality
• Family responsibilities: to care for or support any member of a person’s immediate family
(e.g. child, partner, grandparent, parent, sibling, stepchild, adopted child etc)
• Association with: a person who is associated with any other person with one or more of the
above attributes.

WORK EXAMPLES
direct Discrimination
You are asked at a job interview if you have
children. When you tell the interviewer that
you have four children, he makes a remark
about you needing time off work if they’re
sick and says you won’t be suitable for
the position.
(parental status, family responsibilities)
You answer a job advertisement for a

receptionist. You’re told over the phone
that because you are a man, you’d be
wasting your time. (sex)
You are a young Aboriginal man. When

you apply for a labouring job, the boss said
he ‘won’t employ blacks because they’re
always going walkabout’. (race)
WORK EXAMPLES
Indirect Discrimination
An employer has a policy of not letting any
staff work part-time.
(People with children or family
responsibilities may be unable to comply
with this policy and be disadvantaged)
A requirement for a job is that all

applicants have ten years experience in
the field.
(A young person could be well qualified but
is ineligible for the job)
An employer says that a counter sales

assistant can’t sit down at all whilst at work.
(This may discriminate against an employee
who is unable to stand for long periods
because of an impairment eg: back injury)

WORK EXAMPLES
Cassie works in the deli department of
the local supermarket after school and
on week-ends.
The duty manager always tells her
rude jokes, makes vulgar gestures with
salamis and regularly asks her for a
‘quickie’ in the cold room.
She has done nothing to make him think
that she’s interested in him and has told
him to stop it, because she doesn’t like it.
Kieran is an apprentice plumber. When

he commenced work he was subjected
to a ‘workplace initiation’.
He was approached by his older co-
workers and restrained while they
pulled down his trousers and covered
his genitals with grease.
He feels embarrassed, intimidated and
humiliated by the incident.
Marie is a first year apprentice

mechanic. The other staff are older and
mostly men.
Marie has a boyfriend and her co-
workers make rude and vulgar
comments to her about her relationship.
A cartoon depicting her and her
boyfriend having sex was put on the
notice board, and she saw the word
A person can make a complaint to the ADCQ ‘slut’ chalked on a piece of equipment
if they are being sexually harassed or have which she uses.
been sexually harassed.

A person making a complaint to
WRITTEN COMPLAINT MAY BE REJECTED the ADCQ needs to show that
(12 months) at any stage they’ve been treated less fairly on
the basis of one of the attributes
covered and in one of the areas
(eg: work), than someone else
(without the attribute) in the
same or similar circumstances.
All complaints made to ADCQ
RESPONDENT NOTIFIED must be in writing and be
asked for response submitted within 12 months of the
alleged contravention occurring. If
a complaint is lodged outside the
12 month timeframe, it may be
accepted at the Commissioner’s
discretion if there are reasonable
grounds for the delay.
CONCILIATION Complaints must set out
(at conference) reasonably sufficient details and
provide enough information to
indicate an alleged breach of the
Act. Once a complaint has been
accepted, the person complained
about is asked for their views
on it, and these are provided to
SETTLEMENT AGREED the complainant. Sometimes the
NO SETTLEMENT
BY BOTH PARTIES may be referred to a complaint can be resolved at
agreement signed public hearing at QCAT this stage.
and registered
If not, the parties are brought
together for a conciliation
conference to attempt to
obtain an agreement.
The aim of the complaint process
is to resolve the matter through
COMPLAINT CLOSED DECISION MADE conciliation to the satisfaction
of all parties. If resolution
cannot be reached through
conciliation, the matter can be
referred to Queensland Civil and
Administrative Tribunal (QCAT)
for a public hearing.

The following case studies are based on matters which have been received by the Anti-Discrimination
Commission Queensland.
They are provided as a guide to the range of outcomes which can be achieved and kinds of issues raised.
A young woman alleged that when her hours The complainant alleged that her employer,
in her casual job were reduced she was told a financial institution, had discriminated
it was because she was too old and it cost too against her on the ground of pregnancy.
much to employ her. It was alleged that on return to full time
She said her co-workers were given some work, the complainant’s position was not
of her hours and that a junior was employed made available and the position had been
after her hours were reduced. advertised and filled.
The respondent denied the allegations but Post conference negotiations resulted in
agreed to resolve the matter, paying the agreement that the complainant be made
complainant $7,000. redundant with a payout of $15,958.
The complainant was employed at an early An Aboriginal man lodged a complaint against
childcare centre as a group leader. his employer and three fellow workers.
A couple of months into her employment the He overheard a conversation in their meal
employer advised her that her contract would break that was extremely derogatory to
not be renewed past her probation period. Aboriginal women. Racist comments about
When she enquired as to the reason, she sporting teams were also made in his
was told that it was due to her age and that presence. He complained to his employer.
parents had commented that they didn‘t feel At the conciliation conference the employer
comfortable leaving their child with someone admitted that the workers who had made the
so young. The complainant was 22. comments had not been made aware of the
The respondents denied that age was a company‘s discrimination policies.
consideration and argued it was more to do They agreed to pay the compensation and
with the complainant’s level of maturity. provide an apology as well as instigate a
Despite this dispute, the complaint settled better induction process.
for $850.40 compensation (economic loss)
and an agreement that the organisation
would implement a discrimination and sexual
harassment policy within the workplace.

The complainant was a man who arrived in
Australia as a refugee from EI Salvador in
A man claimed that his employer had
1984. He alleged race discrimination during
introduced a new rule that all staff were
his ten months employment as a labourer in a
required to work on Saturdays.
manufacturing business.
He claimed that the rule had forced him
He claimed that his supervisor would call
to resign as he was unable to work on
him highly offensive names on a daily basis,
Saturdays due to his devout practice as a
would become impatient or make fun of the
Seventh Day Adventist.
complainant’s English language skills, and
generally treated him less favourably than The employer claimed that they had not
other workers. intentionally treated the complainant
unfairly on the basis of his religion.
The complainant resigned his employment
following racial harassment by his supervisor. In conciliation the employer apologised
for any hurt and humiliation that the
At the conciliation conference the supervisor
complainant may have suffered.
provided an emotional apology to the
complainant acknowledging that he had The employer also agreed to pay the
treated him unfairly. complainant $5,000 to cover his loss of
wages and general damages.
Although the company wished for the
complainant to return to their employment, the
complainant accepted a later offer of $12,500
compensation and an apology for hurt and
humiliation experienced by him.
A woman alleged a manager sexually

harassed her when working for a club over a
period of several years.
The allegations included touching her breasts,
A woman alleged she was sacked by her
leering and that comments of a sexual nature
employer because she was a lesbian.
were made about her body.
The respondent found it offensive that she
She stated she had complained to
and her partner had once held hands when
management several times and that the
they left his premises and he had also written
complaints were ignored.
religious quotes condemning homosexuality in
a book she was reading. The matter was resolved by conciliation
with the employer and the manager paying
The matter settled with compensation of
$15,000 to the complainant.
$1,000 .

Attributes:
pmiraientm.............................................. crea...........................................
trenapal tustas..................................... gea.............................................
gnaerpcyn................................................. xes..............................................
he words liigreosu leebif........................................ liseyxuat.................................

Unscramble tattributes, milfamy onsirespiesilit...............................................................................
to reveal thethe attribute ionslatipreh attsus.......................................................................................
then match deFinition
to the Definitions:
1. You have children or you don’t have children.
ANSWER:
2. You are a man or woman.
ANSWER:
3. You are too young or too old.
ANSWER:
4. You are pregnant.
ANSWER:
5. You have immediate family members to care for.
ANSWER:
6. You have a disability, mental illness or disease.
ANSWER:
7. You are married, single or defacto.
ANSWER:
8. You or someone in your family is from another

country or you are Aboriginal.
ANSWER:
9. You have certain religious beliefs.
ANSWER:
10. You choose a partner who is the same sex.
ANSWER:

Attributes:
pmiraientm Impairment crea Race
trenapal tustas parental status gea Age
gnaerpcyn pregnancy xes Sex
How did you liigreosu leebif Religious Belief liseyxuat Sexuality

milfamy onsirespiesilit Family Responsibilities
score? ionslatipreh attsus Relationship Status
1. You have children or you don’t have children.
ANSWER: Parental Status

2. You are a man or woman.
ANSWER: Sex
3. You are too young or too old.
ANSWER: Age
4. You are pregnant.
ANSWER: Pregnancy
5. You have immediate family members to care for.
ANSWER: Family Responsibilities

6. You have a disability, mental illness or disease.
ANSWER: Impairment
7. You are married, single or defacto.
ANSWER: Relationship Status

8. You or someone in your family is from another
country or you are Aboriginal.
ANSWER: Race
9. You have certain religious beliefs.
ANSWER: Religion
10. You choose a partner who is the same sex.
ANSWER: Sexuality

t c h t h e p h r ases in
ma it h t h o s e in
column A w
A B
n B t o c o m plete
colu m pe
All teenagers are not reliable workers
each stereoty
Italians are dumb
People with a disability are loud and obnoxious
All old people swear and are rebellious
All Jewish people are helpless
All Asians are all caring people
Christians are greedy and money hungry
Parents with young children are good at Maths
All Americans only eat pizza and pasta
Blonde women are cranky
Now circle all the NEGATIVE stereotypes.
Can you think of any other common stereotypes?

er
Did you discov
ypes?
A B these stereot k
thin
And can you
?
of any others
All teenagers swear and are rebellious
Italians only eat pizza and pasta
People with a disability are helpless
All old people are cranky
All Jewish people are greedy and money hungry
All Asians are good at Maths
Christians are all caring people
Parents with young children are not reliable workers
All Americans are loud & obnoxious
Blonde women are dumb

1. Not getting a job because you have a very strong
Indian accent.
What type of
discrimination
ANSWER:
?
could this be
2. Doing your job really well but not getting a
promotion because you are diabetic.
ANSWER:
3. Having your bra strap flicked or your skirt lifted by

a co-worker.
ANSWER:
4. Being left out of conversations and excluded

because you take part in Hindu rituals.
ANSWER:
5. Being given all the dirty jobs and being teased

because you are the youngest at work.
ANSWER:
6. Being given less hours because you are pregnant.
ANSWER:
7. Being denied the opportunity to leave work early to

take your sick mother to the doctor.
ANSWER:
8. Being given the sack because you are not able to

work on Sunday mornings as you have to go to church.
ANSWER:
9. You are refused entry to a beauty therapist course.

You are considered unsuitable because you are male.
ANSWER:
10. You are Aboriginal. A salesperson in a shop follows

you round the racks and asks to check your bag but
ignores non-Aboriginal shoppers.
ANSWER:

1. Not getting a job because you have a very strong
h e r e a r e m a ny types Indian accent.

T n... Race
d is c r im in a t io ANSWER:
of
uld
how many correctly? 2. Doing your job really well but not getting a
you identify co
promotion because you are diabetic.
ANSWER: Impairment
3. Having your bra strap flicked or your skirt lifted by
a co-worker.
ANSWER: Sex (also sexual harassment)

4. Being left out of conversations and excluded
because you take part in Hindu rituals.
ANSWER: Religious Belief

5. Being given all the dirty jobs and being teased
because you are the youngest at work.
ANSWER: Age
6. Being given less hours because you are pregnant.
ANSWER: Pregnancy
7. Being denied the opportunity to leave work early to
take your sick mother to the doctor.
ANSWER: Family Responsibilities

8. Being given the sack because you are not able to
work on Sunday mornings as you have to go to church.
ANSWER: Religious Belief

9. You are refused entry to a beauty therapist course.
You are considered unsuitable because you are male.
ANSWER: Sex
10. You are Aboriginal. A salesperson in a shop follows
you round the racks and asks to check your bag but
ignores non-Aboriginal shoppers.
ANSWER: Race

1. Sexual harassment is against the law.
e a d t h e s t a tements TRUE / FALSE

R UE
and circle TR 2. Sexual harassment only happens to girls and women.
or FALSE TRUE / FALSE
3. If it’s a joke and you’re having a laugh about someone,

it’s not sexual harassment.
TRUE / FALSE
4. You have a right to complain about sexual

harassment, even if it involves your boss.
TRUE / FALSE
5. Sexual harassment can be touching but it can also

involve words, pictures and actions.
TRUE / FALSE
6. Employers are legally responsible for sexual

harassment committed by their workers.
TRUE / FALSE
7. To be sexual harassment, the victim has to be of the

opposite sex to the harasser.
TRUE / FALSE
8. Spreading false rumors about someone’s sex life on

Facebook is not sexual harassment.
TRUE / FALSE
9. If a person has accepted sexual attention in the past,

they can’t complain about it now.
TRUE / FALSE
10. If a girl wears revealing clothes she can’t complain

about being sexually harassed.
TRUE / FALSE

1. Sexual harassment is against the law.
e a d t h e s t a tements TRUE / FALSE

R UE
and circle TR 2. Sexual harassment only happens to girls and women.
or FALSE TRUE / FALSE
3. If it’s a joke and you’re having a laugh about someone,

it’s not sexual harassment.
TRUE / FALSE
4. You have a right to complain about sexual

harassment, even if it involves your boss.
TRUE / FALSE
5. Sexual harassment can be touching but it can also

involve words, pictures and actions.
TRUE / FALSE
6. Employers are legally responsible for sexual

harassment committed by their workers.
TRUE / FALSE
7. To be sexual harassment, the victim has to be of the

opposite sex to the harasser.
TRUE / FALSE
8. Spreading false rumors about someone’s sex life on

Facebook is not sexual harassment.
TRUE / FALSE
9. If a person has accepted sexual attention in the past,

they can’t complain about it now.
TRUE / FALSE
10. If a girl wears revealing clothes she can’t complain

about being sexually harassed.
TRUE / FALSE

What can Tracey do?
Tracey is 16 years old. She works at a fast food outlet. She is quiet and doesn’t make friends easily. The other girls at work
usually ignore her or whisper to each other when she is around. They have started making comments to her about the way
she dresses and the size of her breasts. One of the girls at work made up a story about Tracey and a boy hooking up at a
party. She posted it on Facebook. Tracey is very upset and doesn’t want to go back to work.
What can Anand do?

Anand is of Aboriginal descent. He works for a builder. One of his co-workers, Brian, is always going on about Aboriginal
benefits and says things like “Abos are lazy. They don’t have to work. The government gives them too much money.” Anand
is uncomfortable about the things he says and usually either ignores him or walks away. One day, Anand and Brian had a
disagreement about the job they were working on. Brian called Anand “a no good black fella”. Anand is angry and upset.
y do?
What can the ns
ptio
Discuss the o down
and write ions
your suggest
What can Liarna do?
Liarna has a part-time job at a plant nursery. She works 3 afternoons a week and all
day Saturday.
A couple of weeks ago, Liarna’s dad was in an accident and it will be some time
before he can work and do jobs around the house. Liarna’s mum lives in another town
so Liarna has to help out more and also drive her younger brother to sports events
and to friends’ places. Liarna told one of her co-workers about her dad’s accident.
She said that if Liarna missed any of her shifts because of this she would probably
lose her job. Liarna is very concerned because she doesn’t want to lose her job.

What can Tracey do?
Tracey is 16 years old. She works at a fast food outlet. She is quiet and doesn’t make friends easily. The other girls at work
usually ignore her or whisper to each other when she is around. They have started making comments to her about the way
she dresses and the size of her breasts. One of the girls at work made up a story about Tracey and a boy hooking up at a
party. She posted it on Facebook. Tracey is very upset and doesn’t want to go back to work.
The girls at work appear to be bullying Tracey. This could also be sexual harassment because they have made reference
to her breasts and one girl has made up a story about her being with a boy (sexually) and posted it on Facebook. Tracey
may not wish to deal with this herself. She could talk to her parents or other adults about how to deal with this and
ask for their support. She could approach her supervisor and ask for it to be dealt with by the supervisor. Even though
the comments made on Facebook may not have been made during work time the supervisor should still deal with them.
Tracey could make a written complaint at work or she could make a formal written complaint to an outside agency.
Tracey needs to decide what option is best for her. The employer is responsible for training and having policies in place
so that staff are fully aware of what is unacceptable behaviour at work.
What can Anand do?

Anand is of Aboriginal descent. He works for a builder. One of his co-workers, Brian, is always going on about Aboriginal
benefits and says things like “Abos are lazy. They don’t have to work. The government gives them too much money.” Anand
is uncomfortable about the things he says and usually either ignores him or walks away. One day, Anand and Brian had a
disagreement about the job they were working on. Brian called Anand “a no good black fella”. Anand is angry and upset.
Brian appears to be treating Anand unfairly because of his race. Negative comments
and name calling can be discrimination. Anand may choose to approach Brian and try
to sort out this issue. He may choose to report it to his supervisor and ask him to
y do?
What can the ns
deal with the issue. Anand may choose to make a formal written complaint at work.
Most workplaces have a complaint system where they will investigate complaints,
ptio
Discuss the o down
talk to the people involved and come up with a resolution. Anand may choose to
make a complaint with an outside organisation such as the Anti-Discrimination
and write ions Commission Queensland. The employer is responsible for training and having policies
your suggest in place so that staff are fully informed about discrimination at work.
What can Liarna do?

Liarna has a part-time job at a plant nursery. She works 3 afternoons a week and all
day Saturday.
A couple of weeks ago, Liarna’s dad was in an accident and it will be some time
before he can work and do jobs around the house. Liarna’s mum lives in another town
so Liarna has to help out more and also drive her younger brother to sports events
and to friends’ places. Liarna told one of her co-workers about her dad’s accident.
She said that if Liarna missed any of her shifts because of this she would probably
lose her job. Liarna is very concerned because she doesn’t want to lose her job.
If Liarna did lose her job this could be discrimination based on family responsibilities.
The manager should attempt to make a “reasonable adjustment” to accommodate
Liarna’s changed circumstances and her family responsibilities. Liarna is not sure
how her manager will treat her and may be worrying unnecessarily based on what
her co-worker has said to her. It would be a good idea if Liarna had a conversation
with her manager about her current situation and discussed her options for work
for the next few months. If the manager is aware of her situation he or she may be
able to make the necessary reasonable adjustments for her at work. If Liarna did
lose her job because of her family responsibilities she could lodge a formal written
complaint with an organisation like the Anti-Discrimination Commission Queensland.

ADCQ is committed to ensuring
children and young adults understand
discrimination by providing education
and information resources.
Please contact ADCQ for more
information about this Resource Kit as
well as other materials we have available.
adcq.qld.gov.au | 1300 130 670

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1 Discrimination & Sexual Harassment at Work - Teacher Resource Kit

2 Discrimination & Sexual Harassment at Work - Teacher Resource Kit

Many high school students are already in

This package has been developed primarily to

... is to equip students withtioan laws

Discrimination & Sexual Harassment at Work - Teacher Resource Kit 3

The law in Queensland says that people must not

Impairment Relationship Status

Race Parental Status

Family Responsibilities Pregnancy

Age Religious Belief or

Discrimination law also protects you from other things.

Discrimination & Sexual Harassment at Work - Teacher Resource Kit 7

Discrimination & Sexual Harassment at Work - Teacher Resource Kit 11

For more information about ADCQ

Discrimination & Sexual Harassment at Work - Teacher Resource Kit 13

• Sex: male or female

• Relationship status: single, married, divorced, widowed, de-facto

• Pregnancy: is or is capable of being pregnant, expressed desire to be pregnant,

• Breastfeeding: a mother breastfeeding her child (permitted everywhere)

• Age: the age, or perceived age, of a person (young or old)

• Impairment: A condition (previous or existing) illness or disease, physical, intellectual or sensory

• Trade union activity: being a member or not a member of a union

• Lawful sexual activity: a person’s status as a lawfully employed sex worker

• Sexuality: heterosexuality, homosexuality, bisexuality

14 Discrimination & Sexual Harassment at Work - Teacher Resource Kit

You answer a job advertisement for a

You are a young Aboriginal man. When

A requirement for a job is that all

An employer says that a counter sales

Discrimination & Sexual Harassment at Work - Teacher Resource Kit 15

Kieran is an apprentice plumber. When

Marie is a first year apprentice

16 Discrimination & Sexual Harassment at Work - Teacher Resource Kit

Discrimination & Sexual Harassment at Work - Teacher Resource Kit 17

18 Discrimination & Sexual Harassment at Work - Teacher Resource Kit

A woman alleged a manager sexually

Discrimination & Sexual Harassment at Work - Teacher Resource Kit 19

he words liigreosu leebif........................................ liseyxuat.................................

1. You have children or you don’t have children.

2. You are a man or woman.

3. You are too young or too old.

4. You are pregnant.

5. You have immediate family members to care for.

6. You have a disability, mental illness or disease.

7. You are married, single or defacto.

8. You or someone in your family is from another

9. You have certain religious beliefs.

10. You choose a partner who is the same sex.

22 Discrimination & Sexual Harassment at Work - Teacher Resource Kit

How did you liigreosu leebif Religious Belief liseyxuat Sexuality

score? ionslatipreh attsus Relationship Status

1. You have children or you don’t have children.

ANSWER: Parental Status

ANSWER: Family Responsibilities

ANSWER: Relationship Status

23 Discrimination & Sexual Harassment at Work - Teacher Resource Kit