Administrators - What to do now

As an administrator you are responsible for ensuring staff, coaches, players and parents are aware of their responsibilities to act appropriately at all times. No-one should be subject to sexual harassment.

If someone complains about sexual harassment

• Take the complaint seriously. Recognise the possible fear of ostracism and/or victimisation and be prepared to take steps to protect the person complaining from this behaviour.
• Find a place where you can speak to the person confidentially about the nature of their complaint. Support the person to resolve the situation (e.g., arrange a meeting with the person being complained about to talk about their behaviour - this may be enough to solve the problem).
• Undertake a more formal process (as outlined in your sport's Member Protection policy) to determine the substance of the complaint. This might be needed if the person being complained about denies the behaviour.
• If an investigation is necessary contact your state sports organisation for advice and consider getting a skilled investigator to undertake this process.
• Be prepared to stand the person aside during the investigation process if the behaviour is serious (e.g., involves inappropriate touching).
• If the behaviour is found to have occurred, ensure that any consequence for a behavioural breach is consistent with your sports policies.
• Refer the complaint to an anti-discrimination agency for advice or to make a complaint. This might be needed if the complaint involves serious sexual harassment or if the person making the complaint wants to pursue this avenue.

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If you are alleged to be sexually harassing another person

Reflect on your behaviour. Can you identify anything you have said or done that would cause someone to assume you were sexually harassing them? Might you have inadvertently created the wrong impression? If so, take the first opportunity to apologise.

If you can't identify any inappropriate behaviours:

• expect to be treated fairly and given support
• tell your side of the story 
• cooperate with any inquiry
• do not harass or threaten the person who has made the complaint
• recognise that you may be moved to other duties where you will not be in contact with the complainant.

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What happens if a complaint is made to an anti-discrimination agency?

If the complaint falls within legal guidelines, an anti-discrimination agency may bring the parties together to try and resolve the matter. If successful the details of the settlement are private and confidential to those involved in the complaint. If conciliation can't be achieved the complaint may go to a court tribunal which is an open and public process.

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