Section 1: Introduction 1.3 Terms of Reference The National Inquiry into Sexual Harassment in Australian Workplaces (Inquiry) is being conducted pursuant to sections 11(1)(a), 11(1)(e), 11(1)(f), 11(1) (g), 11(1)(j), 11(1)(k) and 11(1)(p) of the Australian Human Rights Commission Act 1986 (Cth). The Inquiry will review and report on: • a national survey of the prevalence, nature and reporting of sexual harassment in Australian workplaces, by sector • online workplace-related sexual and sex-based harassment and the use of technology and social media to perpetrate workplacerelated sexual and sex-based harassment • the use of technology and social media to identify both alleged victims and perpetrators of workplace-related sexual harassment • the drivers of workplace sexual harassment, including whether: » some individuals are more likely to experience sexual harassment due to particular characteristics including gender, age, sexual orientation, culturally or linguistically diverse background, Aboriginal and/ or Torres Strait Islander status or disability 52 » some workplace characteristics and practices are more likely to increase the risk of sexual harassment • the current legal framework with respect to sexual harassment • existing measures and good practice being undertaken by employers in preventing and responding to workplace sexual harassment, both domestically and internationally • the impacts on individuals and business of sexual harassment, such as mental health, and the economic impacts such as workers’ compensation claims, employee turnover and absenteeism, and • recommendations to address sexual harassment in Australian workplaces. In conducting the Inquiry, the Commission will have regard to the economic impact of sexual harassment in the workplace, drawing on economic modelling. Additionally, three years after the release of the Inquiry report, the Australian Human Rights Commission will: • conduct an assessment of any changes in the prevalence, nature and reporting of sexual harassment in Australian workplaces since the Inquiry, and • make any further recommendations necessary to address sexual harassment in the workplace.