BHP terminates over 100 staff for sexual and racial harassment
Mining giant BHP has released statistics relating to sexual and racial harassment for the 2025 financial year.
During FY2025, 102 cases of sexual harassment and 24 cases of racial harassment were established by BHP following investigations across its global operations. 100 individuals responsible for sexual harassment and 20 responsible for racial harassment had their employment terminated, removed from site if a contractor, or resigned.
Of the 102 established sexual harassment cases:
- 31 involved sexualised and indecent touching
- 36 involved sexually aggressive comments, stalking, grooming or image-based harassment
- 33 involved other forms of sexual harassment, including sexualised conversations or jokes
- 1 involved gender-based harassment
- 1 involved creating a hostile work environment based on sex
Bullying, sexual harassment and workplace burnout
A new national study has highlighted the widespread problem of workplace bullying in Australia. The research found that:
- 71% of Australians have experienced bullying at some point in their lives.
- 27% experienced bullying in the workplace.
- 42% stated that their management informed them of anti-bullying policies.
- 25% reported that such policies were not enforced.
- 23% were unaware of any policy at all.
Experts believe that bullying and sexual harassment are key drivers of employee burnout. They place psychological strain on victims, causing them to enter a constant state of hypervigilance which drains significant mental energy and reduces the capacity to focus and perform. This can lead to high staff turnover, escalate workers’ compensation claims, and cause reputational damage.
Despite the serious consequences, many workplace leaders lack awareness about the signs and realities of bullying and sexual harassment. To address these risks, training and education for everyone in the workplace must be an ongoing commitment.
New study on building inclusive and diverse workplaces in mining
A new study from Edith Cowan University (ECU) has revealed that mining companies have made progress in hiring more women but must focus on building inclusive workplace cultures where women feel valued, safe, and supported.
The study found that five WA mining companies had set 63 targets focused on hiring and promoting more women, but only three related to inclusion efforts, such as helping women feel safe, respected, and supported once they were in the workforce. Researcher Dr McGrath said organisations must address this critical gap to ensure that all employees feel valued and empowered.
The study also revealed that the key drivers of progress included safety, respect, and setting goals. However, communication remained an issue, with many employees unaware of existing initiatives.
KPMG, Deloitte, PwC dismiss staff over misconduct
Three of the four big consulting firms have begun disclosing misconduct complaints after a series of reports in The Australian Financial Review detailed how they handled sexual harassment and other issues. In FY2025:
- KPMG substantiated 32 complaints, including 19 code-of-conduct breaches and 12 cases of sexual harassment. It exited 16 staff and issued 16 written warnings for misconduct.
- Deloitte substantiated 101 misconduct cases, resulting in 14 exits, 21 staff being counselled, and 66 receiving reprimands. It stated that the top three substantiated concerns were disrespectful treatment, policy violations, and harassment.
- PwC exited five staff and gave 16 written warnings in the 2024 calendar year.
Although EY is yet to release its 2025 financial results, a landmark 2023 external review of its workplace found that staff felt overworked, bullied and harassed by partners and senior management.
EEO Specialists works with organisations to enable safe and respectful workplaces. We offer a range of in-person workshops as well as online courses. If you would like to have a confidential discussion about workplace behaviour and compliance, please or email franca@equalopportunitytraining.com.au
Solicitor recommended to be struck-off for professional misconduct
A solicitor in Victoria who was found to have sexually harassed and bullied his employees has been recommended to be struck-off the roll of Australian lawyers.
Last month, the Victorian Civil and Administrative Tribunal found that the solicitor’s conduct amounted to 13 counts of professional misconduct and one count of unsatisfactory professional conduct. It ordered that he be reprimanded, his name removed from the roll of practitioners and that he pay the Commissioner’s costs of $40,000.00.
The Victorian Legal Services Commissioner said the case sets a significant precedent and should serve as a warning for those who hold on to antiquated behaviours in the law.
JLL Australia sacks CEO amid misconduct scandal
The CEO of JLL Australia was dismissed following revelations that he reinstated a senior executive against whom a sexual harassment claim had been substantiated. The concerns were compounded by other misconduct such as inappropriate behaviour at a strip club and offensive messaging.
JLL’s global headquarters has launched an independent investigation led by law firm Clyde & Co. The firm withdrew from a national diversity award and is now in a leadership transition.
What can we learn from this? Strong leadership accountability and transparent handling of misconduct allegations are non-negotiable – especially when cultural damage and reputational risk are on the line.
Waitress sexually assaulted by boss awarded $150,000 damages
The owner of a Queensland restaurant was ordered to pay $140,000 in general damages, $10,000 in aggravated damages, and legal costs for the sexual assault and harassment of an employee.
The owner pleaded guilty and was convicted of one count of sexual assault. The assault occurred at the restaurant after patrons had left. The owner then locked the front and back doors of the restaurant, preventing the waitress from leaving. Aggravated damages were awarded because of this.
The Queensland Industrial Relations Commission deputy president noted “the fact that this conduct occurred to [the waitress] while she was at work and that the perpetrator of the conduct was her employer is an abuse of the power dichotomy and trust inherent in the employment relationship”.
The restaurant has since been deregistered.
Report reveals lack of progress on gender pay gap
Occupational gender segregation – a key driver of the gender pay gap – has shown minimal progress in recent years, according to a report by the Workplace Gender Equality Agency (WGEA). The data indicates that 84.7% of Australian employers still have gender pay gaps.
The 2022-24 Progress Report reveals that gender segregation is still occurring at an occupational and industry level, with nearly half the workforce employed in an industry dominated by one gender.
“Addressing it is the next critical frontier to improving gender equality and closing the gender pay gap,” noted WGEA CEO Mary Wooldridge. Future requirements for large employers to select and achieve or improve against gender equality targets is expected to assist with this change.
Right to disconnect delivers positive changes despite complaints
A new poll has found that most employers noted positive changes even though they received formal complaints, concerns, or requests from employees about the right to disconnect.
The poll by global recruitment and consulting firm Robert Half found that 77% of employers noticed improved wellbeing and work-life balance among their employees in the past 12 months.
It also found that 56% of employers received formal concerns or requests about the right to disconnect in the past 12 months. Western Australian employers received the highest percentage (78%) of formal concerns or requests.
The right to disconnect provides employees with the right to refuse to monitor, read or respond to contact or attempted contact from their employer (or a related third party) made outside their working hours, unless the refusal is unreasonable.
Cultural review reveals toxic environment at NDIS Commission
A recent cultural review into the NDIS Commission found examples of a toxic workplace, including reports of harassment, bullying and other harmful behaviours. Some of the findings include:
- 21% of employees had experienced bullying in the past 12 months.
- Of those who had experienced bullying, 71% indicated that the offender had been either their supervisor or someone senior to them.
- 70% of those who complained about harmful behaviours were dissatisfied with how their concern was dealt with.
Commission staff also spoke of widespread burnout, with one quarter of all employees believing that their health has been negatively impacted by working long hours.
NSW to pay almost $1 million for psychiatric injury
The District Court of NSW has ordered the State to pay a former detective sergeant $953,244 for the psychiatric injury he suffered because of bullying and harassment by his superior officer.
The bullying began after the detective sergeant paid a fine relating to a speeding police motor vehicle. Following this, the superior officer stopped greeting or engaging in friendly small talk with him. He then called a team meeting in which he informed other colleagues that the detective sergeant would work fewer hours, no longer take on any cases, and would be an assistant to the detective senior constables. In another incident, he publicly discussed the detective sergeant’s psychologist appointment with him at his desk.
The judge found that when each incident was considered as components of a course of conduct, the detective sergeant had been singled out and discriminated against by his superior officer. This case highlights the significant risks related to psychiatric injury.
FWC upholds dismissal of misogynistic HR business partner
Following several investigations into bullying and sexual harassment allegations, a senior HR business partner claimed he was unfairly dismissed by engineering and architecture company Stantec Australia in March 2025.
Stantec alleged that the business partner had engaged in coercive control and predatory sexual behaviour towards multiple female employees, including those who reported directly to him.
Whilst the Fair Work Commission (FWC) was not satisfied that the business partner had sexually harassed employees, it found that his dismissal was justified for directly contacting a sexual harassment complainant and creating doctored text messages to discredit another complainant.
The FWC found that the business partner exhibited a pattern of misogynistic behaviour, including making persistent false statements and unsubstantiated misogynistic claims. His conduct was considered particularly grave due to his senior role in HR. Accordingly, his application for unfair dismissal was unsuccessful.
New plan to address psychosocial safety crisis in retail industry
SDA, the union for workers in retail, fast food and warehousing, has launched a new campaign and 5-Point Plan to address psychosocial safety in the retail industry.
This comes in response to new research that revealed that the industry is under pressure with psychosocial risks – including understaffing, excessive workloads, poor workplace change management and increased customer abuse. The Under Pressure: The Hidden Cost of Retail report revealed:
- 77% of retail workers are at high risk of harm from psychosocial hazards
- 72% report burnout – twice the rate across other industries
- 58% report very low well-being
- 49% intend to resign
- Only 6% would recommend their workplace to others
The 5-Point Plan calls for:
- Safe staffing levels
- Sustainable workloads
- Support for frontline workers
- Consultation on workplace change
- Collaborative work design
Women whistle-blowers more likely to face bullying and harassment than men
The Human Rights Law Centre (HLRC) has published a report showing that women suffer greater workplace retaliation for speaking out against company wrongdoing.
According to the report, almost a third of women faced harassment and bullying because of their disclosures, compared to only 9% of men. Concerningly, it revealed that 100% of HLRC’s clients working in healthcare who reported wrongdoing (all women) suffered reprisal. Women were also more likely to suffer reprisal the less they earnt.
Homophobia in the AFL back in the spotlight
A gay former AFL player has criticised the homophobia that exists in the sport and the reasons it is yet to have an openly gay player. An Adelaide Crow player was recently given a four-game ban for using a homophobic slur.
An anonymous former player notes that culture is a key driver of homophobia in the league. He recounted that during his time in the AFL other players wrote a slur across his team photo in the club rooms and would make derogatory and homophobic phone calls to him.
Rankine is the sixth AFL player in the last two years to be sanctioned over homophobic slurs. This demonstrates that education and punishments are still not having the desired effect.
