Section 2: The current context for this Inquiry 102 103 104 105 106 107 108 109 110 111 112 113 114 115 88 Art of Mentoring, ‘Cross-Gender Relations in a Post #MeToo World: Does #MeToo Mean the End of Mentoring for Women?’, Spotlight on (Web Page, 2019) <artofmentoring.net/cross-gender-report/>. Diversity Council Australia, Submission 282, Sexual Harassment Inquiry, 34. Deloitte Access Economics, The Economic Costs of Sexual Harassment in the Workplace (Final Report, February 2019) 7. Deloitte Access Economics, The Economic Costs of Sexual Harassment in the Workplace (Final Report, February 2019). Deloitte Access Economics, The Economic Costs of Sexual Harassment in the Workplace (Final Report, February 2019) 5. Deloitte Access Economics, The Economic Costs of Sexual Harassment in the Workplace (Final Report, February 2019) 6. Deloitte Access Economics, The Economic Costs of Sexual Harassment in the Workplace (Final Report, February 2019) 52. Deloitte Access Economics, The Economic Costs of Sexual Harassment in the Workplace (Final Report, February 2019) 38–42. See especially Table 4.3. Screen Australia, Submission 239, Sexual Harassment Inquiry, 3. For an historical overview of international and regionallevel responses to sexual harassment, see Dierdre McCann, Sexual Harassment at Work: National and International Responses (Project Report, International Labour Organization, 2005). See, eg, International Development Committee, United Kingdom House of Commons, Sexual Exploitation and Abuse in the Aid Sector (Eighth Report of Session 201719, 31 July 2019). See, eg, Women and Equalities Committee, United Kingdom House of Commons, Sexual Harassment in the Workplace (Fifth Report of Session 2017-19, July 2018); United States Equal Employment Opportunity Commission, ‘Memoranda of Understanding’, Web Page (Database) <www.eeoc.gov/laws/mous/index. cfm>; Council of Europe, Parliamentary Assembly, ‘Sexism, Harassment and Violence Against Women in Parliaments in Europe’ (Issues Brief, October 2018); Keiran Pender, Us Too? Bullying and Sexual Harassment in the Legal Profession (International Bar Association, 2019); Helen Campbell and Suzi Chinnery, What Works? Preventing and Responding to Sexual Harassment in the Workplace: A Rapid Review of Evidence (CARE Australia, November 2018. United Nations, General Assembly, Sexual Exploitation and Abuse: Implementing a Zero-Tolerance Policy: Report of the Secretary-General, UN GAOR, 73rd sess, Agenda Items 132 and 150, UN Doc A/73/744 (14 February 2019). United Nations, General Assembly, Sexual Exploitation and Abuse: A New Approach: Report of the SecretaryGeneral, UN GAOR, 71st sess, Agenda Items 134, 139 and 149, UN Doc A/71/818 (28 February 2017); United Nations Secretary-General, ‘Zero Tolerance for Sexual Exploitation and Abuse: Fact Sheet on the Secretary- 116 117 118 119 120 121 122 123 ’General’s Initiatives to Prevent and Respond to Sexual Exploitation and Abuse’, United Nations (Fact Sheet, 22 May 2019) <www.un.org/preventing-sexualexploitation-and-abuse/sites/www.un.org.preventingsexual-exploitation-and-abuse/files/fact_sheet_un_ system-wide_sea_initiatives_may_2019.pdf>. António Guterres, ‘United Nations Uniquely Placed to Set World Standard for Preventing Sexual Exploitation, Abuse, Secretary-General Tells High-Level Meeting’ (Media Release, United Nations Secretary-General, SG/ SM/18691-HR/5369, 18 September 2017). Purna Sen et al, Towards an End to Sexual Harassment: The Urgency and Nature of Change in the Era of #MeToo (UN Women, November 2018) 27–8. United Nations Secretary-General’s Circle of Leadership, ‘Collective Statement of the Members of the Secretary-General’s Circle of Leadership on the Prevention of and Response to Sexual Exploitation and Abuse in United Nations Operations’, Preventing Sexual Exploitation and Abuse (Position Statement, 27 September 2018) <www.un.org/preventing-sexualexploitation-and-abuse/content/collective-statementmembers-secretary-general-circle-leadership>. United Nations Secretary-General, ‘Note to Correspondents on Voluntary Compact on Preventing and Addressing Sexual Exploitation and Abuse’, Statements (Press Release, 29 September 2017) <www.un.org/sg/en/content/sg/notecorrespondents/2017-09-29/note-correspondentsvoluntary-compact-preventing-and>. The Ambassadorial Group of Friends to Eliminate Sexual Harassment is co-chaired by France, Israel, Kenya and the Netherlands. See François Delattre, ‘Fight against Sexual Harassment: It’s Time for a #UNToo Movement’ (Speech, Launch of the Group of Friends to Eliminate Sexual Harassment, 13 September 2018) <https://onu.delegfrance.org/Group-of-Friendsto-Eliminate-Sexual-Harassment>. UN Women, A Framework to Underpin Action to Prevent Violence Against Women (2015); Purna Sen et al, Towards an End to Sexual Harassment: The Urgency and Nature of Change in the Era of #MeToo (UN Women, November 2018); International Labour Office, Ending Violence and Harassment Against Women and Men in the World of Work (ILC.107/V/1, International Labour Conference, 2018); International Labour Organization, Ending Violence and Harassment in the World of Work (ILC.108/V/1, International Labour Conference, 2019); UN Women and International Labour Organization, Handbook: Addressing violence and harassment against women in the world of work (2019) 52. UN Women and International Labour Organization, Handbook: Addressing violence and harassment against women in the world of work (2019) 2. Purna Sen et al, Towards an End to Sexual Harassment: The Urgency and Nature of Change in the Era of #MeToo (UN Women, November 2018).