Section 1: Introduction • the current legal framework • existing measures to address it and examples of good practice • its impacts on individuals and businesses, including its economic impact. This report outlines the Commission’s findings and recommendations. The full list of recommendations is set out at the end of this Executive Summary. The purpose of this Inquiry is to improve how Australian workplaces prevent and respond to sexual harassment, including through an examination of the systemic issues set out in its Terms of Reference. The Commission established a Reference Group to provide advice and guidance for the Inquiry. It included members from across government, business groups, unions, academia and the legal and community sector (see Section 1.4(b) for a list of members). The Commission acknowledges and thanks Reference Group members for their valuable assistance with engaging stakeholders and providing frank and robust advice and guidance on the Inquiry. The Commission received 460 submissions from government agencies, business groups, community bodies and, above all, victims. From September 2018 to February 2019, the Commission conducted 60 consultations as part of the Inquiry, with more than 600 individuals participating in all capital cities and some regional locations across Australia. It also held three roundtables and numerous meetings with key stakeholders. 14 This report is a reflection of the contributions of many individuals and organisations and the Commission is grateful to those who took the time to attend a consultation, write a submission or assist the Inquiry. There is an urgency and demand for change across all corners of society. Australia is also being closely watched internationally. This is Australia’s moment to be a global leader on this important and topical issue. (b) A new approach to addressing sexual harassment in Australian workplaces Overwhelmingly, the Commission heard that the current system for addressing workplace sexual harassment in Australia is complex and confusing for victims and employers to understand and navigate. It also places a heavy burden on individuals to make a complaint. Yet most people who experience sexual harassment never report it. They fear the impact that complaining will have on their reputation, career prospects and relationships within their community or industry. Throughout the Inquiry, the Commission heard of the need to shift from the current reactive, complaintsbased approach, to one which requires positive actions from employers and a focus on prevention.