Equity and Respect Workplace Toolkit - 2021

Equity and Respect workplace toolkit 2021

A guide for organisations to embed best practice equity and respect actions into the workplace

theDVproject:2650 acknowledgements This toolkit was developed with funding from the NSW Government, Department of Communities and Justice through the Domestic and Family Violence Innovation Fund, Round 2. Wagga Wagga City Council, on behalf of theDVproject:2650 recognises the financial investment, which increased the focus on prevention strategies and campaigns in Wagga Wagga.

Acknowledgement of Country theDVproject:2650 as part of Wagga Wagga City Council acknowledges the Traditional Custodians of the land, the Wiradjuri people, and pays respect to Elders past, present and future and extends our respect to all First Nations Peoples in Wagga Wagga. We recognise the contribution, stories and knowledge of local First Nations people into the development of this toolkit.

Contact: Wagga Wagga City Council 243 Baylis Street, Wagga Wagga, NSW 2650, Australia 1300 292 442 or (02) 6926 9100 council@wagga.nsw.gov.au | www.wagga.nsw.gov.au You may remix, adapt, and build upon this work non-commercially. However, you must attribute the Wagga City Council as the developer of the material(s).

Launch of the Reflect Respect campaign: Mayor of the City of Wagga Wagga Councillor Greg Conkey OAM (left), Sebastian J. Thomas, aka the modern-day gentleman, Genevieve Fleming (Wagga Women’s Health Centre), Janice Summerhayes (Wagga Wagga City Council).

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Contents Foreword.............................................................................................................4 Project background............................................................................................5 Project overview.................................................................................................6 Three key priority areas of theDVproject:2650..................................................................6 The objectives of the project............................................................................................6

Organisational change........................................................................................8 Education........................................................................................................................8 Internal awareness campaigns.........................................................................................9 Workplace equity survey..................................................................................................9 Policy review and development...................................................................................... 10 Organisational training and development....................................................................... 10 Human Resources practices.......................................................................................... 11 Employees experiencing domestic and family violence (DFV).......................................... 12

Implementation – Education program..............................................................13 Sector engagement..........................................................................................15 Readiness to address gender inequality and DFV........................................................... 15 Is your organisation ready?............................................................................................ 17

Implementation – Southern Sports Academy eLearning modules..................19 Get involved......................................................................................................20 Council developed resources......................................................................................... 20 Accessing resources..................................................................................................... 20 Sample fact sheets........................................................................................................ 20

Community–wide campaigns...........................................................................21 Reflect Respect campaign............................................................................................. 21 We do Respect campaign............................................................................................. 21 Other resources and links.............................................................................................. 22 Need help?................................................................................................................... 22

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Foreword Designed as a grassroots primary prevention project, theDVproject:2650 was implemented to promote and normalise gender equality in public and private life. A plan was created to develop dynamic, creative campaigns, engage with regional business and education sectors and to create organisational change within Wagga Wagga City Council.

As the largest regional city in NSW, there was a strong obligation to shift the rate of domestic and family violence that was nearly 30% higher than the NSW average. The motivation was to encourage the community to implement long-term primary prevention initiatives to begin to change the narrative of Wagga Wagga’s domestic violence rates.

If we look at where Wagga Wagga started on this journey in 2016, it’s clear to see we have made positive strides forward. Community members are more aware of the impacts of domestic violence and other forms of abuse, there is increased knowledge on where to find support, and community attitudes are shifting towards more positive views of relationships.

Community awareness and culture change is an evolving process, but the takeaway message is that while it will take generations to prevent violence against women and their children, it’s important to start and not get discouraged.

Council’s commitment to this project and primary prevention of domestic and family violence is one that will carry on in Wagga Wagga. I would like to see everybody embrace the uncomfortable conversations and continue to drive action in the community as ambassadors for change.

Mayor of the City of Wagga Wagga Councillor Greg Conkey OAM

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Project background In 2016, the Wagga Women’s Health Centre (WWHC) undertook a Community Attitudes Survey in Wagga Wagga, which identified that many community members: • hold low support for gender equality.

• adhere to rigid or stereotypical gender roles.

• hold attitudes and beliefs that justify or excuse, trivialise or minimise domestic and family violence, and blame the victim.

Stakeholder research also conducted in 2016, found that all attempts to address domestic and family violence (DFV) in Wagga Wagga focused on crisis response and tertiary intervention, with a lack of primary prevention programs and activities.

In response to the 2016 Community Attitudes Survey findings and stakeholder research, WWHC partnered with Wagga Wagga City Council (Council) to implement a long-term plan for primary prevention, known as theDVproject:2650.

The project focused on changing identified attitudes and beliefs, recognising that rigid gender stereotypes and norms, and gender inequality are the main drivers of DFV. Funding was received from the Department of Communities and Justice, through Round 2 of the Domestic and Family Violence Innovation Fund to conduct theDVproject:2650 over three years in Wagga Wagga.

Wagga Wagga has a domestic and family violence rate that is 29.4% higher than the NSW state average – a rate, which has increased 40 per cent in the last five years.

NSW Bureau of Crime Statistics and Research, 2016.

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Project overview theDVproject:2650 was implemented as a whole of community primary prevention program to change the attitudes, social norms and structures that drive DFV; and increase support for gender equity.

Recognising that violence against women is primarily driven by gender inequality and reinforced by a number of other factors, the project applied multiple prevention activities simultaneously in a city and was adapted and strengthened by the world first, site-based, saturation approach used by the ‘Generating Equality & Respect’ (GEARs) program from Victoria.

Like GEARs, theDVproject:2650 used multiple prevention approaches that spanned across multiple settings at the same time. This approach allowed both broad reach (through communitywide campaigns) and deep change (through organisational changes within Council and sector engagement) to saturate the Wagga Wagga community.

Using evidence-based guidance as a foundation, programs and activities were focused in three key priority areas. Each area addressed educating the community on the drivers of DFV, promoting gender equality and respect for women, and challenging rigid gender roles and stereotypes.

Three key priority areas of theDVproject:2650 1. Organisational change – creating an equitable and respectful workplace within Council.

2. Sector engagement – collaborating with businesses, organisations, educational institutions, and sporting clubs across Wagga Wagga.

3. Community-wide campaigns – engaging with Wagga Wagga residents of all demographics.

“If we do not focus on primary prevention, we will find ourselves always in the position of responding to tragedy.”

The National Plan to Reduce Violence against Women and their Children 2010-2022

The objectives of the project: • • • •

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Create attitudinal change in the community.

Promote and normalise gender equity and respect in public and private life.

Increase support for gender equality.

Change attitudes and beliefs that create a violence-supportive environment.

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Elizabeth Broderick AO addresses business and community leaders.

Image: Michael Frogley.

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Organisational change Wagga Wagga City Council (Council) was both a strategic partner and a workplace ‘site’ for organisational change.

The ‘whole-of-organisation’ approach, utilised multiple strategies designed to initiate change at multiple levels within Council from an individual, colleague and management level, and for multiple outcomes. The outcomes included change in staff knowledge and attitudes, formal policy and practices developments, and campaigns to influence culture and behaviour change.

The activities undertaken have been essential in creating an equitable and respectful workplace and addressing gender inequality, which is deeply embedded in structural practices and processes across Australian organisations.

Education An education program was developed to equip Council staff with a deeper understanding of the gendered drivers of violence, and what can be done on an individual and societal level to prevent violence against women.

It was designed not only as an education tool, but to prepare staff as ambassadors for change in the wider community, taking the learnings and principles from each module and applying them into their professional and personal lives.

The topics include: • • • • • • •

Equality vs. equity Stereotyping and bias Casual sexism Respectful relationships Barriers to empowerment Active bystander actions Prevention of violence

The program has been delivered through hard copy fact sheets and online eLearning modules, which integrate into a Learning Management System (LMS) to encourage organisation wide uptake and completion.

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Internal awareness campaigns Campaigns and awareness days related to gender equity and women are used by Council to inspire understanding and engagement in the workplace.

By linking back to your organisation’s wider goals and values, awareness days can help promote a culture of inclusion and demonstrate your commitment to a workplace that is inclusive, respectful and supports everyone to reach their full potential.

Commit to actively promoting and including 2 – 3 key awareness days and collaborate with other teams within your organisation, like Human Resources to host and run events for all staff.

This is an opportunity to link to the education program topics and other resources to support your organisational message and increase staff knowledge and understanding of equity and respect.

Case study Promote and host an event supporting NSW Women’s Week/International Women’s Day or 16 Days of Activism and consider inviting guest speakers etc.

Events such as Movember can also be linked to gender inequality, as there is stigma associated with men talking about their mental health and showing their emotions.

This concept is deeply rooted around gender stereotypes and societal expectations placed on men, often leading to toxic masculinity, where it is important to emphasise outlets for support and resources to aid these conversations.

#16daysofactivism

Workplace equity survey Council implemented an annual workplace equity survey to benchmark and observe changes in attitudes, behaviours, and engagement of staff to identify areas and gaps within the project delivery methods and where communication could improve.

The focus areas of the survey include: • Workplace culture

• Participation in equity and respect activities

• Parenting and caring responsibilities

• Recommended prevention initiatives

• Flexible working arrangements

• Individual observations and comments

• Gender-driven problems at council By conducting an annual equity survey your organisation can gather valuable feedback from staff about their workplace experiences and create an action plan, as part of a wider workplace strategy that will address specific focus areas.

“We need to improve flexibility, allow role sharing, promote part time jobs and keep encouraging men to be carers.”

Workplace equity survey response, Wagga Wagga City Council

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Policy review and development As part of Council’s commitment to organisational change, two guides were developed to promote gender equality and the importance of gender-neutral language in new and existing policies.

The policy review guide aims to assist policy owners apply a gender lens when reviewing or developing corporate policies and procedures. Covering three key areas, the guide provides examples and information on how to create an inclusive, easily accessible, and easy to interpret policy for all.

Given the key role of language in shaping cultural and social attitudes, a gender inclusive language guide was developed to support the policy review guide and promote gender equality in documentation. These guidelines are provided to eliminate discriminatory language and create a positive climate of inclusive interactions and relationships at Council.

Organisational training and development External training providers were engaged throughout the project to complement Council’s work in promoting and normalising gender equality.

Training was offered to both indoor and outdoor staff, to engage the whole workforce and create a culture within Council that promotes respectful relationships, communication and how to be an active bystander.

Council staff participating in NRL’s Voice Against Violence workshop.

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Human Resources practices Gender-balanced recruitment, selection and advertisements play a key role in workplace gender equality and inclusion.

Kat Matfield developed the Gender Decoder to analyse whether job advertisements are male or female biased or gender coded. The online tool was inspired by research¹, which included different kinds of gender-coded language to men and women and recorded how appealing the jobs seemed and how much the participants felt that they ‘belonged’ in that occupation.

“The results showed that women felt that job adverts with masculinecoded language were less appealing and that they belonged less in those occupations.”

Evidence that gendered wording in job advertisements exists and sustains gender inequality, 2011

Words such as competitive, dominant or leader are associated with male stereotypes, while words such as support, understand and interpersonal are associated with female stereotypes.

The People & Culture team within Council use this tool to assist them in ensuring the language used in job advertisements is gender-neutral, inclusive and will not have a discouraging effect on applicants, therefore increasing the applicant pool.

Wondering why mostly men (or mostly women) are applying for your organisation’s open positions?

Look at the language in your job listings. Chances are the wording is gender-coded towards one gender discouraging them from applying.

Access the Gender decoder tool at: www.gender-decoder.katmatfield.com Evidence that gendered wording in job advertisements exists and sustains gender inequality.

Gaucher D., Friesen J., Kay A. C. (2011).

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Employees experiencing domestic and family violence (DFV) The experience of domestic violence can severely impact on an employee; affecting their productivity and attendance and raising risks of safety for the employee and others in the workplace.

At Council the Local Government State Award (2020) provides up to 10 days paid leave to deal with the effects of domestic violence and is designed to assist employees undertake actions such as relocating, attending court, looking after children, or seeking medical care.

Domestic and family violence (DFV) leave was added as a new leave type in Council’s payroll and recruitment system, to provide a consistent and positive approach to responding to disclosures and providing an organisational response to support staff experiencing DFV. Leave operating procedures were also redrafted to reflect changes to the LG State Award and outline the DFV leave application process and form part of the workplace response to staff disclosures.

The benefits of employment for victims of domestic violence is an important means of financial security and independence. Having a job can be a crucial factor enabling victims to leave DFV situation.

Consider the following as part of your organisational response to DFV in the workplace by: • Committing to provide support for staff who experience family and domestic violence. Raising awareness about DFV and its impact at work.

• Creating a supportive environment where it is demonstrated that work is a safe place to request support if DFV is occurring.

• Being alert to the possible warning signs of DFV when it is impacting at work (consider free DV-alert training offered by Lifeline https://www.dvalert.org.au).

• Understanding that DFV may impact on performance and attendance at work and communicating to employees that their job is safe while making reasonable adjustments to support them.

• Implementing paid DFV leave as an entitlement to support time away from work for employees to address DFV issues such as attending court, medical or legal appointments or to seek safer accommodation.

• Assess the risks to your workplace and consider developing a workplace safety plan with specific measures to minimise the risk that employees will be subject to violent or abusive behaviour at work (you can find more information in the supporting documents accompanying this toolkit).

Employers may also face situations where perpetrators of DFV are identified in the workplace and you can find more information at Our Watch resources including “Workplace response to perpetrators of violence against women”.2 Our Watch resources include examples, advice and templates to support your workplace to respond appropriately to violence against women and sexual harassment.

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Our Watch https://workplace.ourwatch.org.au/tools-and-resources/workplace-response-to-violence-and-harassment/

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Implementation – Education program

“Through Council’s education program we are making positive strides in our approach to an equitable and respectful workplace for all, where staff know how to speak up and challenge disrespectful behaviour.”

Peter Thompson General Manager, Wagga Wagga City Council

Why education?

To promote diversity and inclusiveness and create behavioural and attitudinal change within Council a 2-year equity and respect education program was implemented.

The education program was built as a foundation piece within the project’s commitment to organisational change, to provide staff with an understanding of the role equity and respect play in reducing domestic and family violence.

Education and organisational development initiatives are critical to the success of an overall violence prevention plan.

Topic structure The program structure was designed to shape employees understanding of the role equity and respect play in reducing domestic and family violence, while linking to Council’s code of conduct of acceptable and unacceptable behaviours.

Topic structure was intended to provide staff with a broad understanding of gender inequality and the specific gendered drivers of violence, leading them to the final topics, which prompt actionfocused behaviours.

Understanding and awareness

#16daysofactivism

Equality Vs. equity

Stereotyping and bias

#16daysofactivism

Casual sexism

Action - focused behaviour change

#16daysofactivism

Respectful relationships

Active bystander action

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Prevention of violence

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Program delivery To encourage broad uptake, completion of all six eLearning modules is reflected on staff training records.

The education program was delivered through hard copy fact sheets and short, interactive online eLearning modules, to appeal to a wider range of staff and their learning needs E.g. Outdoor staff who have limited access to computers.

Access to fact sheets are promoted through Council’s staff Intranet, and the eLearning modules are all listed on Council’s internal Learning Management System (LMS) for staff to complete.

Implementation To create long-term change in the organisation, the suite of eLearning modules has been integrated into Council’s induction process. The online education program compliments the commitment to developing and maintaining a culture that embraces gender equality through meaningful activities into Council’s induction process and as a resource for senior managers to use for on-going staff education and training.

Integrating key eLearning modules as a mandatory component of induction ensures new employees are committed to the organisations overarching values to equity and respect from the beginning.

The leadership team from Council and key project stakeholders attending Our Watch – Change the Story training session

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Sector engagement There is substantial evidence that violence against women and domestic and family violence (DFV) is driven by gender inequality and other forms of discrimination that give rise to power imbalances3.

Prevention engages people and communities through the many different environments where they live, work, learn, socialise, and play. These environments are called ‘settings’. Effective prevention requires the coordinated efforts of multiple stakeholders to engage.

Throughout the three-year project Council engaged with key sectors in Wagga Wagga, to embed activities that would generate meaningful actions and cultural change. These activities focused on behavioural change and impacts on others and the principles of challenging societal barriers to create action.

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Family Violence Reform Rolling Action Plan 2020 - 2023, Department of Premier and Cabinet, VIC.

“To change the attitudes and behaviours often ingrained in sport, we need to create programs, which provide learning opportunities and skills that will not only benefit them in their sporting careers, but also in their personal development as community ambassadors.”

Southern Sports Academy Chief Executive Officer, Mark Calverley

Readiness to address gender inequality and DFV Findings from the Community Attitudes Survey conducted in 2016 indicated that Wagga Wagga was underprepared to address domestic violence4, with an overall score on the Readiness for Change Model, between vague awareness and the preplanning stage.

As part of theDVproject:2650, actions to address workplace readiness internally at Council and within key sectors was a priority to ensure there was buy-in, capacity and awareness of primary prevention activities.

A set of key principles for engaging with sectors was established. This guided implementation of prevention activities by looking at workplace co-design and readiness.

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Wagga Stakeholders survey & interviews, Wagga Community Attitudes Survey, 2016.

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David Barnhill, William Farrer Hotel Wagga Wagga

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Is your organisation ready?

1. Current state of your organisation Assess the current state and context of your organisation / workplace. Are there already primary prevention activities occurring? Existing activities can be incorporated into a broader equity strategy?

E.g. Celebration of key awareness dates like International Women’s Day, workplace surveys assessing culture, or policy guides that include a gender lens.

2. Governance and leadership Does your organisation have a clear commitment to gender equity in the workplace?

Establishing the commitment from your leadership team will influence the scope of primary prevention activities that will occur internally, and how they will be embedded within your organisations values.

E.g. Our Watch training is a great place to start for the leadership team, establishing a baseline understanding of violence against women, gender equality and how workplaces can embed change.

3. Be values driven Does your workplace already have defined organisational values?

Leveraging and linking to existing values of your organisation, will help drive positive cultural change towards gender equality.

E.g. Incorporating your organisational values, mission statement or goals into activities can promote respect and gender equality internally.

4. Relationships Does your organisation have any existing, established relationships with potential partners?

This may include the sector your organisation is positioned in, and how you build relationships in your community to influence positive prevention activities.

E.g. If you are a small business owner, it could be linking in with your local business chamber and networks to share resources from this toolkit with others. This is a proactive action to embedding prevention change in the wider community.

Where to start? Spend time and effort on the discovery and research process, listen and engage in consultations and connect with key stakeholders and organisations.

For example, local community organisations that support people from culturally diverse backgrounds and the First Nations community.

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5. Start small and build upon it Depending on the size of your organisation, start with small actions or activities to gain a sense of success, which will keep you inspired to continue and moving forward.

E.g. Sharing the education program and having this readily available to staff online or in hard copies, is a small step to increase awareness and education among staff on the foundations of equity and respect.

6. Co-design Consider a co-design approach to primary prevention activities. Designing and delivering community services in a partnership is a better way to get things done and to really meet people’s needs.

E.g. Partnering with a local women’s health centre / group to host an event or similar is a great way to contribute to important social change, creating a shared platform for information and opportunity for the audience.

theDVproject:2650 placed particular emphasis on strengthening primary prevention understanding, working in partnership with contacts across a range of sectors and settings in Wagga Wagga.

A cross-sector Steering Committee was established to support and promote the activities of the project, while also committing to implement change and drive advocacy efforts in Wagga Wagga.

Through continued support, the focus on primary prevention of domestic and family violence has been incorporated into each Committee member’s business operations and networks, which has been fundamental to the project’s success.

7. Accountability Regular monitoring, evaluation and review of your objectives, time frames and milestones will help ensure that your organisation’s commitment to primary prevention activities and gender equity stays on track.

E.g. Following implementation, deciding what types of activities will be embedded long-term in the organisation.

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Implementation – Southern Sports Academy eLearning modules Why sport?

Primary prevention activities led by sporting clubs or institutions, have the influence to create a positive culture, particularly among boys and men.

As an influential sporting institution, Southern Sports Academy (SSA) in partnership with Council developed a suite of three eLearning modules for young athletes to increase support and understanding of gender equality in sport.

Education as a foundation Strategies for the primary prevention of violence against women, include education programs delivered to young adults to address violence supportive attitudes and behaviours.

In the sporting sector, campaigns and training programs help to build awareness and ownership of positive behaviours, eliminating toxic, violence supportive cultures.

The modules provide learning opportunities and skills, that will not only benefit the junior athletes in their sporting careers, but also in their personal development.

With a focus on real topics and scenarios in an age-appropriate setting, the modules cover respectful relationships, how to challenge set gender stereotypes and norms, and how to enact bystander actions on and off the field.

Long term impact and behaviour change The suite of eLearning modules have been offered to all regional academy network members (Regional Academies of Sport – RASi) as part of their mandatory code, and forms part of SSA’s code of conduct, highlighting their genuine commitment to gender equality through a supported framework.

With each new intake of athletes, parent orientation sessions were held to further extend the reach of positive behaviour change in young people, at home, at school and in the community.

Mark Calverley Chief Executive Officer Southern Sports Academy and Project Manager

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Get involved Council developed resources Below are Council developed resources to support you in embedding gender equity practices into your workplace.

Depending on the nature of your business, its size and resourcing the sample resources can be incorporated in any type of order to suit your needs.

1. Education program a) Fact sheets b) Online education program overview c) eLearning modules 2. Workplace equity survey 3. Policy review guide 4. Gender inclusive language guide 5. Campaign materials and resources - two community wide campaigns were delivered ie: Reflect Respect and We do Respect

Accessing resources Visit: www.wagga.nsw.gov.au/Equitytoolkit to access all Council developed resources.

To integrate the eLearning modules into your organisations Learning Management System, please contact Council’s Learning and Development team on: learning@wagga.nsw.gov.au for alternative file formats.

Sample fact sheets Fact sheet three

Fact sheet two

Equality versus equity

stereotyping?

What is sterotyping?

Treating everyone the same is actually not fair because when everyone is different, fairness and success also differs.

Stereotyping is making generalisations and assumptions based on a person’s appearance, background, personality, sex, interests and skills.

Equity and Equality are not the same thing even though they sound quite similar.

Confused? Think of it like this. Imagine when everyone started working at Council they were all given a size medium uniform to wear - this would be equality. However, you are a usually a size large so it’s not so great for you. It’s also not so good for the person who is generally a size extra small.

This means we treat people differently according to these expectations.

Equality = Same Equity = Access

Why it’s important to know the difference Equality may be understood as equal treatment. If you get two biscuits, then I get two. This doesn’t take into account how hungry either of us may be.

Equity is when you are given the uniform that fits properly and then you are able to do your job comfortably.

Another good example is being able to understand the different learning needs of people. Some people are visual, some are auditory, and some are tactile learners. If a teacher only teaches in one style, then the people who learn best in that way will be better off and most likely to achieve academically.

Equality versus equity

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The new guy’s from India.

He’ll want to be on the cricket team for sure.

What’s the difference equality versus equity?

Equity and equality are two strategies we can use to reach ‘fairness’. Equality is treating everyone the same - it promotes fairness but only works if everyone starts from the same place. Equity is about giving everyone access to what they need to be successful.

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Stereotyping

Gender stereotyping These are overgeneralised ideas, messages or images about the differences between males and females. We give them meaning the more often they are said or acted upon, such as girls shouldn’t play with trucks and boys shouldn’t play with dolls.

While a person’s ‘sex’ is based on their biological features, such as hormones and physical anatomy, ‘gender’ refers to the learnt roles, norms and expectations we have of someone because of their sex.

When we say things like “girls only like pink”, or “boys always play with cars”, we are talking about gender, and we present these stereotypes as ‘fact’ – rather than considering real evidence, or an individual child’s talents or interests.

I bet he’s great with IT issues too! Very handy.

Bias

Our brains often make quick judgements and assessments of people and situations without us realising. These will be influenced by our background, culture and personal experiences.

These assessments can be positive or negative and can switch on without us knowing or with any real control. These are called our unconscious biases and are very different from our known biases which we often hide to appear as being politically correct. These are our conscious biases.

In the workplace Unconscious bias can bring unintended discrimination into the workplace. It may result in poor decision making and can reduce the chance of creating a diverse and inclusive working environment.

Unconscious bias can affect recruitment, mentoring and promotions, and can cause discrimination against women into management and leadership positions.

Stereotyping

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Community-wide campaigns Reflect Respect campaign The Reflect Respect campaign has been informed by the latest Victorian and NSW research that highlights the importance of respectful relationships and addressing the subtle things we say and do that is contributing to gender inequality.

https://reflectrespect.com.au/

We do Respect campaign We do Respect is a community campaign designed to empower individuals, to speak up when they see or hear disrespectful and inappropriate behaviour - at work, at home and in social settings. The campaign aims to increase bystander actions in our community, by providing a safe response for individuals when they hear disrespectful comments or statements. We all have a role to play in creating an inclusive and equitable Wagga Wagga for all. It’s about challenging casual sexism, gender stereotypes and acts of disrespect.

https://wagga.nsw.gov.au/wedorespect

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Other resources and links 1. Fourth Action Plan 2019 – 2022, Australian Government 2. Words at Work, Diversity Council Australia 2016 3. Workplace Equality and Respect, Our Watch 4. Gender strategy toolkit, Workplace Gender Equality Agency, 2019 5. Job decoder, Kat Matfield 6. Change the story, Our Watch 7. Quick facts about violence against women, Our Watch 8. Stop it at the start campaign, Australian Government 9. TheDVproject:2650, Wagga Wagga City Council

Need help?

If this toolkit raises any issues or concerns, please contact the help seeking services below.

National 24/7 numbers In an emergency call: 000 1800 RESPECT: 1800 737 732 Kids Helpline: 1800 551 800 MensLine Australia: 1300 789 978 Men’s Referral Service: 1300 766 491 Sexual Assault Counselling Australia: 1800 211 028 Need an interpreter? TIS: 131 450 Lifeline: 13 11 14 Beyond Blue: 1300 224 636

NSW numbers NSW DV line: 1800 656 463 Women’s DV Court Advocacy Services: 1800 938 227 Aboriginal DFV hotline: 1800 019 123 NSW Rape Crisis: 1800 424 017

Online live chat 1800RESPECT chat: 1800respect.org.au Kids Helpline chat: kidshelpline.com.au MensLine online counselling: mensline.org.au Men’s referral service chat: ntv.org.au

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The Hon. Mark Speakman (centre) Attorney General, and Minister for the Prevention of Domestic Violence with the members of theDVproject:2650 Steering Committee and the project team.

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PO Box 20, Wagga Wagga NSW 2650 Cnr Baylis and Morrow Streets, Wagga Wagga NSW