Safe Work Australia has released a new suite of resources targeting one of the construction industry’s most persistent and underaddressed hazards: gender-based violence. For construction businesses across Queensland and the rest of Australia, these resources aren’t just a policy update. They’re a signal that the industry needs to take this issue seriously, practically and urgently.
Whether you’re a business owner, site manager, or a worker on the tools, understanding what gender-based violence looks like, why construction worksites carry elevated risk, and what your responsibilities are under WHS law is no longer optional. Here’s what you need to know.
What Is Gender-Based Violence, and Why Does It Matter on a Worksite?
Gender-based violence is defined as behaviour that humiliates, intimidates or threatens a person because of their sex, gender, sexual orientation, or because they don’t conform to gender stereotypes. It’s not limited to physical violence. The definition is broad, covering:
- Sexual harassment
- Verbal abuse
- Bullying
- Offensive language and behaviours
Under WHS legislation, gender-based violence is classified as a psychosocial hazard: a mental health risk that can cause genuine psychological harm. It can occur in any workplace, but certain environments carry a significantly elevated risk. Construction is one of them. For a full overview of how Safe Work Australia defines and categorises sexual and gender-based harassment, their hazard overview page is a useful starting point.
Why Is Construction at Higher Risk?
This is where it’s worth being honest about the industry. Construction has specific characteristics that, if not actively managed, create conditions where gender-based violence is more likely to occur and less likely to be reported.
Workforce characteristics:
Construction remains one of the most male-dominated industries in Australia, with women making up roughly 13–15% of the construction workforce nationally. That figure is even lower in trade and on-site roles. A transient or young workforce can also reduce accountability, as people move between sites and companies, making cultural standards harder to enforce and maintain.
Work design factors:
High job demands, tight deadlines and physical pressure are part of everyday life on a construction site. When stress is high and support structures are low, harmful behaviours can escalate or go unchallenged.
Organisational and environmental factors:
Remote or isolated work environments, lack of HR support, poor reporting pathways and a culture where “that’s just how it is on site” goes unchallenged are all risk factors. Low job support, where workers don’t feel they can speak up, is particularly dangerous.
None of these factors are excuses. They are hazards, and like any other workplace hazard, they must be identified, assessed and controlled. A 2022 Australian Human Rights Commission survey found that one in three people had experienced workplace sexual harassment in the previous five years. That’s not a fringe statistic.
Employer Obligations Under WHS Law: Construction Safety Responsibilities
Under WHS legislation, employers have a duty of care to eliminate or minimise psychosocial risks in the workplace, and that includes gender-based violence. This isn’t a “nice to have”. It’s a legal obligation, and in Queensland, businesses have been required to have a written prevention plan for sexual and gender-based harassment in place since 1 March 2025.
Practically speaking, this means employers should:
- Identify risks — Conduct a psychosocial risk assessment that includes gender-based violence as a specific hazard. Don’t assume it’s not happening on your site.
- Assess the risk — Consider your workforce composition, work design, site environment and reporting culture.
- Implement controls — Clear policies, training, reporting mechanisms and genuine commitment from leadership are all part of an effective response. Note that training and policies alone are not sufficient; the work itself may need to be redesigned.
- Consult workers — WHS law requires that workers are consulted in risk management processes. That includes women on your site, who may have direct experience of unsafe behaviours.
- Review and update — Safety management isn’t set-and-forget. Review your controls regularly, particularly after incidents or near-misses.
For businesses that need support building these systems, Dlonra Safety Consultancy’s construction safety support service covers end-to-end WHS planning for construction sites across Bundaberg and the Wide Bay region. Psychosocial risk management, including gender-based violence, sits within that scope of work.
Safe Work Australia’s new resources include practical case studies, posters and infographics specifically designed for construction worksites. These tools are a useful starting point, but they’re not a substitute for a properly documented and implemented WHS system. If you’re unsure whether your current approach meets your legal obligations, Dlonra’s safety support and consulting service can help you work through it.
What Workers Need to Know
Workers have rights. If you’re experiencing gender-based violence at work, whether it’s a pattern of harassment, a one-off incident or behaviour you’ve witnessed, you are not alone and you do not have to accept it.
You have the right to:
- A safe workplace, free from psychological harm
- Report unsafe behaviour without fear of retaliation
- Access support through your employer, HR, or an external authority
- Raise concerns with your WHS representative or directly with WorkSafe Queensland
Bystanders also have a role to play. If you see harmful behaviour, speaking up in whatever way is safe for you to do so matters. Safe Work Australia has released a specific poster on bystander action as part of this new resource pack. You can access it via their resources and publications page.
The New Safe Work Australia Resources: What’s Available
The newly released materials are practical, worksite-ready and designed in consultation with the construction industry. All resources are free to download from the Safe Work Australia website and include:
- Case study: Managing the risk of gender-based violence in construction
- Case study: Managing the risk of psychosocial hazards in construction
- Guidance: Workplace violence in construction – Hazards and control measures
- Poster: What is gender-based violence?
- Poster: Your rights as a worker
- Poster: Employer responsibilities
- Poster: What to do as a bystander
- Poster: Keeping our worksite safe from gender-based violence
- Infographic: Why bad culture sticks around on site
- Infographic: If you let it slide, it will grow
- Infographic: Preventing gender-based violence starts with respect
These sit alongside the broader Model Code of Practice on Sexual and Gender-Based Harassment, which provides detailed legal and practical guidance for any business managing these risks.
Where to Go for Help
Safe Work Australia is not a regulator and cannot provide direct WHS advice. For support specific to your workplace, the following organisations can help:
- WorkSafe Queensland – your state WHS regulator for workplace safety advice and complaints
- Australian Human Rights Commission or your state/territory human rights agency
- Fair Work Commission – for disputes, anti-bullying applications and workplace rights
- Fair Work Ombudsman – for information on workplace rights and entitlements
- National Mental Health Commission – directory of mental health support services
- 1800RESPECT – call 1800 737 732 for 24/7 crisis support
- Police – to report criminal conduct such as attempted or actual sexual assault
The Bottom Line
Gender-based violence in construction isn’t a fringe issue. It’s a documented, systemic risk that affects real people and real businesses, and WHS law makes it clear that managing this risk is an employer’s legal responsibility.
The release of these Safe Work Australia resources is a step in the right direction. But resources alone don’t change culture. That comes from leadership, from clear expectations, and from businesses willing to take an honest look at what’s happening on their own sites.
If you need help building a WHS system that actually works on the ground, or you’re not sure whether your current approach meets your legal obligations, contact Dlonra Safety Consultancy for a consultation tailored to your business.