Preventing Sexual Harassment in Harvest Crews: Give Hosts and Employers a Shared Plan

A new crew is shown the work area, transport arrangements and supervisor’s number. Before work begins, there is another question to answer: if inappropriate conduct involves that supervisor, how can a worker raise it safely? Sexual harassment prevention for farm workers needs a plan that works across the host and employing business.

Put prevention into the work arrangements

The Australian Human Rights Commission explains the federal positive duty under the Sex Discrimination Act. It requires reasonable and proportionate measures to eliminate covered unlawful conduct as far as possible. Sexual harassment is part of that broader duty; prevention is an ongoing responsibility.

The Commission’s quick guide sets out principles and standards covering leadership, culture, knowledge, risk management, support, reporting and response, and monitoring. Measures should fit the organisation and its risks. The examples are not an identical checklist every farm must copy.

Map where a worker may find it difficult to speak

Before a crew arrives, the host and employer can examine the actual arrangements: isolated tasks, supervisory power, changing worksites, shared transport, accommodation and language barriers. Discuss how these could affect a worker’s ability to ask for help. Do not assume a number printed in an induction folder will be usable in every circumstance.

A practical discussion can ask whether workers have private access to the contact method, whether the contact is available outside the immediate supervisor’s chain, and what happens when the worker moves to another site. Seek worker input without asking people to disclose personal experiences in a group meeting.

Agree responsibilities before a concern arrives

Name the host and employer contacts, including an alternative if the usual contact is involved. Agree how an urgent concern will reach the right person, how support is offered and how information is handled. Explain the limits of confidentiality accurately; avoid promising that information can never be shared where a response requires it.

For the crew, provide clear examples of expected behaviour and accessible information about how to raise a concern. Our respectful workplace guide and raise-a-concern guide can support that conversation. A signed acknowledgement is a record of receiving information, not proof that prevention measures are effective.

Test whether the route works

In a hypothetical induction review, a worker can name the supervisor but cannot identify another contact. The employer adds a private contact route, explains it in a language the worker understands and checks that it can be used from the site. No actual complaint is needed to discover and repair that communication gap.

Review the arrangements when sites, supervisors or transport change. Ask whether workers know the route and whether concerns receive an appropriate response. Keep any review reporting proportionate and protect private information rather than circulating individual stories as training examples.

The Commission’s employer resources provide further prevention and response material. Our Victorian psychosocial hazards article addresses a related OHS framework. The federal positive duty and Victorian OHS responsibilities need their own accurate treatment.

Sources and further reading

• The positive duty in the Sex Discrimination Act — Australian Human Rights Commission
• Quick Guide for Complying with the Positive Duty — Australian Human Rights Commission
• Workplace sexual harassment resources for employers — Australian Human Rights Commission

Official sources checked on 14 October 2026. Practical examples are hypothetical.

About the author

Hari Yellina is Chief Executive Officer at Orchard Tech. His articles explain practical workforce planning for Australian agricultural businesses.

AI-generated illustration of a fictional planning meeting; it does not depict a complaint or real Orchard Tech staff.