Sexual Harassment Practice

This practice applies to all employees working in Australia

1.0 Policy Related Items

Stantec is committed to providing a safe environment for all its employees • Code of Business
free from discrimination on any ground and from harassment at work Conduct Policy
including sexual harassment. Stantec operates a zero-tolerance policy for
• Grievance Practice -
any form of sexual harassment in the workplace and treats all incidents
Australia
seriously. All allegations of sexual harassment will be promptly
investigated. Any person found to have sexually harassed another will • Disciplinary
face disciplinary action, up to and including dismissal from employment. Procedures Practice -
All complaints of sexual harassment will be taken seriously and treated Australia
with respect and in confidence. No one will be victimised for making such
a complaint. Responsibility lies with every member of staff to ensure that
sexual harassment does not occur.

Stantec encourages employees to assist in the prevention of sexual

harassment in the workplace. Staff are encouraged to report any
concerns about unwelcome behaviour before it becomes a serious
sexual harassment complaint.

This policy applies to conduct that takes place in any work-related

context, including conferences, work functions, work-related social
events, and business trips.

2.0 Sexual Harassment

Sexual harassment is unwelcome sexual conduct which makes a person
feel offended, humiliated and/or intimidated where that reaction is
reasonable in the circumstances. Sexual harassment in employment is
unlawful under the Sex Discrimination Act 1984 (Cth).

Sexual harassment consists of unwelcome sexual advances, requests for

sexual favours, and other verbal or physical conduct of a sexual nature
which may include situation where:

• Submission to such conduct is either explicitly or implicitly made a

term or condition of employment.
• Submission to or rejection of such conduct by an individual is used
as a basis for employment decisions affecting such individual.
• Such conduct has the purpose or effect of interfering with an
individual's work performance or creating an intimidating, hostile, or
offensive employment environment.

2.1 Examples of prohibited conduct

2.1.1 Sexual harassment may include, but is not limited to the following:

• staring or leering,
• unnecessary familiarity, such as deliberately brushing up against you
or unwelcome touching,
• suggestive comments or jokes,insults or taunts of a sexual nature,

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 Sexual Harassment Practice
This practice applies to all employees working in Australia

• insults or taunts of a sexual nature

• intrusive questions or statements about your private life
• displaying posters, magazines, or screen savers of a sexual nature
• sending sexually explicit emails or text messages
• accessing sexually explicit internet sites on work equipment or during work time
• requests for sex or repeated unwanted requests to go out on dates.
• behaviour that may also be considered to be an offence under criminal law, such as physical assault,
indecent exposure, sexual assault, stalking or obscene communications.
• Implying or withholding support for an appointment, promotion, or change of assignment or suggesting
that a poor performance report will be prepared if sexual advances are resisted.

2.1.2 Coercive sexual behaviour used to control, influence, or affect the career, salary, and/or work environment
of another employee includes the following:

• Offering or granting favours or employment benefits, such as promotions, favourable performance

evaluations, favourable assignments, favourable duties or shifts, recommendations, or reclassification, in
exchange for sexual favours.
• Retaliating against employees who complain (or attempt to complain) about the behaviours described
above.

Behaviour that is based on mutual attraction, friendship and respect is not sexual harassment.
Anyone can be a victim of sexual harassment, regardless of their sex and of the sex of the harasser. Stantec
recognises that sexual harassment may also occur between people of the same sex. It is important to
recognise that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is
directed.

3.0 Practice

3.1 Sexual Harassment complaint procedure

Sexual harassment can occur at any level of the organisation, can be experienced by both men and women,
and may involve a co-worker, volunteer, supervisor, manager, service provider, client, or customer. Lack of
intent is no defence in sexual harassment cases.

Any employee who believes that they are being harassed, discriminated against, or bullied by a manager,
colleague, or other individual with whom they come in contact as a result of their employment with Stantec
must immediately inform their line manager or a Human Resources representative of the incident(s), providing,
where possible, the following information:

• Description of the offensive behaviour

• Identity of the alleged offender
• Date(s) the incident(s) took place,
• Details of any discussions with the alleged offender about the offensive behaviour
• Surrounding circumstances
• Witnesses to the offensive behaviour or other people who may have first-hand knowledge of the
incident(s) or surrounding circumstances.

The initiation of a complaint in good faith will not reflect in any way on the recruitment, hiring, transfer,
promotion, or other terms and conditions of employment of the complainant.

Managers, upon receiving a complaint, are to immediately forward this information to a Human Resources
representative. Managers who fail to take appropriate corrective action when aware of harassment of a person
may be subject to disciplinary action.

Formal investigations may be conducted internally (by HR Manager or HR Business Partner) or by an external
investigator, depending on the nature of the complaint.

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 Sexual Harassment Practice
This practice applies to all employees working in Australia

Investigation of a complaint normally includes interviews of the parties involved, which may include the
complainant, the respondent, and any witnesses, to obtain information regarding the complaint. In determining
whether the alleged conduct constitutes harassment, investigators are to consider the record as a whole, as
well as the total circumstances. Complaints will be investigated in a timely manner.

If the investigator considers it appropriate for the safe and efficient conduct of an investigation, workplace
participants may be stood down from work or provided with alternative duties during an investigation in which
case they will be paid their normal pay during any such period.

Throughout the investigation process, all parties involved in the investigation will be regularly kept informed
about the investigation.

Confidentiality will be maintained as far as possible while recognising other legal and business obligations of
Stantec. Records are to be kept and filed in a confidential and secure place.

On the basis of the findings, possible outcomes of the investigation may include, but will not be limited to, any
combination of the following:

• Counselling.
• Disciplinary action against the harasser (e.g., warnings, dismissal).
• Disciplinary action against the person who complained if there is strong evidence that the complaint was
vexatious or malicious.
• Formal apologies and confirmation that the behaviour will cease.
• Conciliation/mediation conducted by a HR representative or an impartial third party where the parties to
the complaint agree to a mutually acceptable resolution.

On completion of the investigation, all parties will be informed about the investigation findings and the outcome
of the investigation as appropriate and in line with confidentiality obligations.
Following an investigation concerning a sexual harassment complaint (irrespective of the findings), the
Manager and/or HR representative will:

• consult with the parties involved to monitor the situation and their wellbeing; and
• educate and remind all employees and volunteers of their obligations and responsibilities in relation to
providing a workplace free from harassment.

An employee's response to incidents of harassment, bullying or discrimination is not limited to the above
procedures. In some circumstances, it may be appropriate to contact outside authorities, such as the police.
An employee has the right to file a complaint with the Australian Human Rights Commission and with
appropriate state agency (for example, the Equal Opportunity Commission in WA, The Victorian Equal
Opportunity and Human Rights Commission, Anti-Discrimination NSW, etc.).

4.0 Associated Policies

• The Stantec Code of Business Conduct addresses acceptable employee conduct.

• The Stantec Grievance Practice which outlines the procedure by which concerns, or complaints will be
managed.
• The Stantec Disciplinary Procedures Practice deals with disciplinary action which may be taken.

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