Australian Human Rights Commission Annual Report November 2022 It is also notable that although COVID-19 related complaints were very significant, they were ‘in addition to’, rather than ‘instead of’, complaints relating to nonCOVID-19 issues. Notably, complaints under the Sex Discrimination Act were at a 15 year high, as increased public awareness regarding unsafe, gendered workplace practices led to the Commission’s skills and experience being called upon by individuals and organisations. Case Study 3 The complainant was employed as a trade assistant with the respondent commercial bricklaying company. She alleged co-workers sexually harassed her by making comments of a sexual nature including about performing sexual acts on her. The complainant said the comments ceased after she made an informal internal complaint but then further conduct of a sexual nature occurred. The complainant alleged the company had no policies or procedures in place to prevent or respond to sexual harassment in the workplace. The complainant felt unable to return to work. On being notified of the complaint, the company indicated a willingness to try to resolve the complaint by conciliation. The complaint was resolved with an agreement that the company pay the complainant $10,000. The company also undertook to: 63 • implement regular training for managers and supervisors on sexual harassment and relevant policies and procedures • implement regular training for all staff on sexual harassment and discrimination • develop and implement an internal complaints policy and process • retain a law firm to review the company’s policies, procedures and training on sexual harassment, bullying and discrimination.