Let me set out the problem. First of all, we have a definition of sexual harassment in workplace settings in the Employment Relations Act (ERA). Section 108 says that in workplace settings sexual harassment occurs when an employer or representative of an employer (a) directly or indirectly makes a request of that employee for sexual intercourse, sexual contact, or other form of sexual activity that contains an implied or overt promise of preferential treatment; or an implied or overt threat of detrimental treatment; or an implied or overt threat about the present or future employment status of that employee; or by the use of language, either written or spoken, of a sexual nature; or the use of visual material of a sexual nature; or physical behaviour of a sexual nature that directly or indirectly subjects the employee to behaviour that is unwelcome or offensive to that employee, whether or not that is conveyed to the employer or representative, and that, either by its nature or through repetition, has a detrimental effect on that employee's employment, job performance, or job satisfaction. That's how we define sexual harassment in workplaces.