Section 1: Introduction The use of the term ‘harasser’ is not intended to suggest that there has been a finding of unlawful sexual harassment under anti-discrimination legislation, or of guilt in relation to a criminal offence (or breach of any other relevant law). The report also sometimes uses terms such as ‘respondent’, ‘alleged harasser’ and ‘perpetrator’, in the context of formal reporting, complaints and other legal or administrative processes or proceedings. Women and men People of diverse genders are affected by workplace sexual harassment. In this report, the terms ‘women’ and ‘men’ are used inclusively. In some instances, the use of these terms reflects the specific language used in submissions, consultations or other source material referenced. Worker This report uses the broad term ‘worker’ to describe a person who undertakes work in any capacity, including work that is paid or unpaid, full-time, part-time, casual, permanent or temporary, or where they are self-employed. 60 It is intended to include people engaged in a wide variety of work arrangements, including as employees or under other arrangements defined by relevant laws, people working in ‘non-standard’ arrangements, including temporary or agency work, on-call work, labour hire, independent contracting, or forms of other non-permanent or non-regular work in the so-called ‘gig’ or ‘sharing economy’. It includes people working with temporary migration status in Australia, with full or partial work rights attached to their visa, or who may be unauthorised to work but do so. It also includes people who may be in training, apprentices, interns, students and volunteers. The report considers people’s experiences of sexual harassment while working in a wide range of work arrangements in Section 3.5, ‘People who experience sexual harassment in the workplace’, and discusses legal definitions, coverage and protections for workers in Section 5, ‘The legal and regulatory framework’.