1.4 Methodology (a) Principles underpinning the Inquiry The Inquiry was jointly announced by the Sex Discrimination Commissioner, Kate Jenkins, and the then Minister for Women, the Hon Kelly O’Dwyer MP, on 20 June 2018. The Commission’s methodology for the Inquiry was based on the following principles: The Inquiry was conducted pursuant to the Commission’s functions under the Australian Human Rights Commission Act 1986 (Cth). The focus of the Inquiry was on the systemic issues set out in the Terms of Reference. For this reason, the Commission did not investigate or make findings about individual allegations of sexual harassment as part of the Inquiry. The Commission gathered evidence for the Inquiry through the following key activities to inform the findings and recommendations in this report: • a national workplace sexual harassment survey to understand the prevalence, nature and reporting of sexual harassment in Australian workplaces • an online submissions process • public consultations in all capital cities and some regional cities • targeted roundtables and meetings with key stakeholders • Comprehensive and consultative—the Commission aimed to consult as widely as possible and took measures to ensure that members of the public and a broad range of individuals and organisations from key stakeholder groups were invited to contribute to the Inquiry to hear their views, experiences and suggestions for change. Multiple avenues were available for people to engage with the Inquiry (these are discussed further below). • Voluntary—the involvement of participants in the national workplace sexual survey, consultations and submissions process was voluntary. • Inclusive—the Commission encouraged people from a diverse range of age groups, genders, backgrounds, industries, sectors and occupations across Australia to make a contribution to the Inquiry. • independent economic modelling on the costs of workplace sexual harassment • extensive domestic and international research. Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces • 2020 • 53