Workplaces

The Barwon South West region will hold attitudes, behaviours and practices that reject violence against women and gender inequality

PREVENTING AND RESPONDING TO SEXUAL HARASSMENT
Preventing and responding to workplace sexual harassment
This guideline provides a comprehensive best practice framework for the organisational change necessary to prevent harassment and progress gender equality, and encompasses six clear minimum standards that employers must meet to comply with their positive duty, with concrete examples of what this can look like in practice.

EFFECTIVE SEXUAL HARASSMENT POLICIES
Ending workplace sexual harassment: A resource for small, medium and large employers
This resource will help employers create healthy and safe workplaces in which all women and men are able to work without fear of sexual harassment.

Goal 2.

There is equal access to power and resources within workplaces, public life.

DRIVING GENDER EQUITY IN THE WORKPLACE
Gender Equality Act
The Gender Equality Act requires higher education settings to fulfil a range of obligations to promote gender equality in their workplace, programs and policies.

DRIVING GENDER EQUITY IN THE WORKPLACE
Workplace Equality and Respect Standards
The Workplace Equality and Respect Standards set the goals that workplaces must achieve to address gender inequality and prevent violence against women. These standards will guide workplaces through a comprehensive organisational change process, highlighting what needs to be done to create change in the three key areas of leadership, strategy and norms and practices

DRIVING GENDER EQUITY IN THE WORKPLACE
The Business Case for Gender Equality
This business case outlines why achieving gender equality is important for workplaces.

DRIVING GENDER EQUITY IN THE WORKPLACE
Women in leadership Lessons from Australian companies leading the way
This report outlines a common recipe for success among those companies that have above-average representation of women in top roles – a suite of 10 practices that are proven to be effective and can be implemented across industries.

DRIVING GENDER EQUITY IN THE WORKPLACE
Flexible work, good for business? Modelling the bottom line impact for flexible work.
This report and the underpinning model reflects work done in late 2017 to first review the literature on the impact of flexible work, and second develop a framework for analysing the relationship between different types of flexible arrangements and productivity. The high-level results show that flexible work delivers a significant net saving each year for the three organisations involved.

Goal 3.

Everyone within the Barwon South West region is encouraged and has the freedom to explore positive personal identities, sexualities, and roles in our society.

DRIVING GENDER EQUITY IN THE WORKPLACE
Rainbow Tick framework
The Rainbow Tick is a quality framework that helps organisations show that they are safe, inclusive and affirming services and employers for the LGBTIQ community.

Goal 4.

The Barwon South West region promote and experience positive, equal, and respectful relationships.

The Barwon South West region will hold attitudes, behaviours and practices that reject violence against women and gender inequality

Goal 2.

There is equal access to power and resources within workplaces, public life.

APPLYING A GENDER LENS
Courageous conversations workplace checklist
This workplace checklist is a tool designed to begin conversations about gender and equity in your workplace, supporting you to create discussions and reflect on your workplace practices and procedures.

APPLYING A GENDER LENS
Gender Responsive Budgeting
The purpose of Gender Responsive Budgeting is to promote accountability and transparency in fiscal planning; increase gender responsive participation in the budget process; and to advance gender equity agenda. This tool highlights different approaches to make programme budgeting more gender responsive.

Goal 3.

Everyone within the Barwon South West region is encouraged and has the freedom to explore positive personal identities, sexualities, and roles in our society.

INCLUSIVE LANGUAGE
LGBTIQ Inclusive Language Guide
The LGBTIQ inclusive language guide is for Victorian Public Sector employees. It explains how to use language respectfully and inclusively when working with and referring to LGBTIQ people. By using inclusive language, we demonstrate respect in both our workplaces and in developing and delivering policies, programs and services for all Victorians.

COMMUNICATION AND MARKETING
Framing Masculinities Message Guide
This message guide contains recommendations that will help you have more productive conversations about masculine stereotypes in Australia. The primary users of this guide will be people working to challenge unhealthy attitudes and patterns of behaviour that stem from adherence to traditional forms of masculinity, and who aim to shape healthier norms and behaviours for Australian men and boys.

COMMUNICATION AND ENGAGEMENT
Pride in Prevention Messaging Guide
This guide has been produced to support communications and engagement in primary prevention of family violence experienced by LGBTIQ communities.

Goal 4.

The Barwon South West region promote and experience positive, equal, and respectful relationships.

INCLUSIVE LANGUAGE
Words at Work
Language is a powerful tool for building inclusion at work. It can be used to create a sense of being valued, respected and one of the team (included) or of being under-valued, disrespected, and an ‘outsider’ (excluded). This Guide is a starting point for learning about inclusive language and communication.

The Barwon South West region will hold attitudes, behaviours and practices that reject violence against women and gender inequality

ACTIVE BYSTANDER GUIDE
Take action: Empowering bystanders to act on sexist and sexually harassing behaviours
This resource has been developed to help organisations introduce bystander initiatives as part of their work to reduce sexist and sexually harassing behaviours.

Goal 2.

There is equal access to power and resources within workplaces, public life.

Goal 3.

Everyone within the Barwon South West region is encouraged and has the freedom to explore positive personal identities, sexualities, and roles in our society.

Goal 4.

The Barwon South West region promote and experience positive, equal, and respectful relationships.

The Barwon South West region will hold attitudes, behaviours and practices that reject violence against women and gender inequality

Goal 2.

There is equal access to power and resources within workplaces, public life.

Goal 3.

Everyone within the Barwon South West region is encouraged and has the freedom to explore positive personal identities, sexualities, and roles in our society.

Goal 4.

The Barwon South West region promote and experience positive, equal, and respectful relationships.