Other forms of discrimination and disadvantage that create power imbalances in the workplace and in society, can also drive sexual harassment. When people experience multiple forms of intersecting discrimination and harassment, for example on the basis of gender, race, disability or sexuality, this is referred to as ‘intersectional’ discrimination. The Commission was told that ‘intersectionality’ is an important factor in understanding workplace sexual harassment and how to address it.16 Other cultural and systemic factors that contribute to the prevalence of workplace sexual harassment that were raised in consultations and submissions included: • the culture or ‘climate’ of a workplace, including the critical role of leadership in setting workplace culture17 • a lack of understanding about what constitutes sexual harassment18 • use of alcohol in a work context.19 People who experience workplace sexual harassment The Commission heard, and research also indicates, that women experience higher rates of workplace sexual harassment than men. Beyond this, research on the experiences of different groups of people is limited. However, there is increasing evidence that sexual harassment affects some groups of people in disproportionate ways. In addition to gender, other factors may increase the likelihood that a person may experience workplace sexual harassment. Workers who may be more likely to experience sexual harassment in the workplace include: • young workers aged less than 30 years20 • lesbian, gay, bisexual, transgender, queer or intersex (LGBTQI) workers • Aboriginal or Torres Strait Islander workers21 • workers with disability22 • workers from culturally and linguistically diverse (CALD) backgrounds23 • migrant workers or workers holding temporary visas • people in working arrangements described as ‘precarious’ or ‘insecure’.24 The Commission also heard that the existing research on the factors that make an individual or groups vulnerable to sexual harassment is very limited, and that further research is required to better understand this. Harassers Existing research has shown that in most incidents of workplace sexual harassment the harasser was male.25 However, given the limited research on harassers beyond this, it is difficult to identify any typical characteristics of a person who engages in sexual harassment. Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces • 2020 • 19