1. Domestic and Family Violence A Partnership Approach
Making Family Violence Prevention a part of your next Workplace Agreement
Intro Jeremy Bird
Most importantly in this campaign we need the messengers prepared to talk to other people using values based conversations around what will motivate our members on voting for a progressive government. Will it be Job Security. Health and Safety, the Gonski recommendations.
We need activists at every level of the campaign. Those who are prepared to sign petitions. Those who are prepared to come to meetings. Those who are prepared to hand out information and talk to other members. Those who are prepared to make coffee or sandwiches for other volunteers. Those who can door knock, make phone calls, create their own online campaigns. Those who are prepared to run meetings and train new volunteers.

2. Why is the workplace SO important in combating family violence?
The workplace may be the only place a family violence victim can spend a significant proportion of time away from the perpetrator.
The workplace is a place in which those experiencing family violence can gain support, find out about family violence support services and plot a pathway to freedom from family violence.
As community citizens we should care for and assist those who are marginalized and living in fear.

3. dFV clause far more than paid leave
The family violence clause is about generating cultural change. It is about creating a workplace where people can disclose they are experiencing family violence without fear of discrimination. It is about workers and employers taking ownership of the workplace culture relating to family violence prevention.
It is very different to ask, “would you make 50 phone calls telling people about the meeting” versus “ would you take responsibility for getting 10 people to come to the meeting?” Do you see the difference?

4. Rights = Choice Choice = Freedom
Enterprise agreements provide workers and employers certain rights and entitlements
Family Violence workplace rights give those experiencing family violence increased choices .
Choices provide increased options. Options may mean the difference between whether someone lives with family violence or lives violence free.
So we have to allow our Leaders the messengers to tell their story.

5. Discussing the clause in the context of an Enterprise Agreement Negotiation
We need to train Leaders to tell stories about themselves - where I come from, why I am doing this? Draw on their own experiences.
My story becomes our story us - a shared story bound together in a common pattern – the challenges we have faced together , why we stand up to our values. Whether it be education reforms for students, safety or a decent job.
A story of now articulate the challenges we now face, the choices we are called upon to make, the crisis or dilemma and in particular the hope that may be there when the listener makes the right choice.
Challenge, Choices, Outcomes

6. What was Learned from negotiations at Surf Coast Shire council
Everyone needs to understand the reason and importance of the clause (members, delegates, union officials, employer reps and staff reps)
Promote the positive: positive media exposure, helping the vulnerable, good corporate citizen, employer of choice, lower staff turnover, increased productivity, increased staff morale
Explain the negatives: poor staff morale, negative media exposure, image in the community damaged
Promote the unique nature of the clause: a clause separate from being part of negotiation trade off
Affiliates and TLC’s will need to create a plan to turn supporters into volunteers. This will involve planning activities and training that moves your supporters through the ladder of engagement.
In both the Engagement Option and the Movement Option we will focus on the 1’s and 3s from the phone ID. We then take the 1’s up the ladder of activist development.
Sympathiser: At this stage of the ladder, the member acknowledges the importance of your campaign and is willing to take a simple action in support.
Supporter: At this stage of the ladder, a member will take an easy action that will publicly identify them with your campaign.
Volunteer: At this stage of the ladder, a member will take tangible action that will contribute to the metric goals of your campaign.
Leader: At this stage of the ladder, a member will take actions that will contribute to the capacity of your campaign or have them playing a leadership role amongst other volunteers
We will look at the types of actions/activities for each step of the ladder shortly.
September ASU wins 20 days FDV leave at Surf Coast Shire Council, the first time a workplace agreement in Australia had included 20 days of paid leave for family violence

7. Arguments for adopting the clause
Economics : Employers can save the costs associated with lost productivity, absenteeism and staff turnover. ($13.6 billion in 2008 – 2009)They can reduce liability and fulfil duty of care to all employees by minimising and eliminating risks. Being a leader in the workplace, the community and in organisational best practice: The adoption of this clause demonstrates that an employer can take a stand and tackle an issue that often gets put in the too hard basket. To be seen as a good employer and an employer of choice. Employers usually want to been seen as good community citizens. This clause gives them an opportunity to be seen as altruistic because it assists vulnerable women and children, it’s potentially life saving, and provides DFV victims an opportunity to retain control of their independence and live without fear. The clause should appeal to people’s sense of right and wrong.

8. Know the key statistics
Nearly two women die every week
At this stage of the ladder, a member will take tangible action that will contribute to the metric goals of your campaign entered into Nation Builder.
The greatest health risk to women aged 15 – 44 is not high blood pressure, smoking or obesity – it’s domestic violence (VicHealth 2004)

9. Rates of violence against women and men Since the age of 15:
1 in 5 Australian women had experienced sexual violence.
1 in 6 Australian women had experienced
Physical or sexual violence from a current or former partner.
1 in 4 Australian women had experienced emotional abuse by a current or former partner.
1 in 3 Australian women had experienced
Physical violence.
1 in 22 Australian men had experienced sexual violence
1 in 19 Australian men had experienced physical or sexual violence from a current or former partner.
1 in 7 Australian men had experienced emotional abuse by a current or former partner.
1 in 2 Australian men had experienced physical violence.
Information on this page has been sourced from the ABS and produced by Our Watch ( and
ANROWS Australia’s National Research Organisation for Women’s Safety(

10. Why is it a workplace issue?
2/3 of Australian women who reported violence by a current partner were in paid employment. (Australian Bureau of Statistics (2005) Personal Safety Survey) 19% of Australian workers who had experienced DFV reported the harassment continued at their workplace (McFerran, L (2011) Key Findings – Safe at Home Safe at Work UNSW) 11% of Australian workers who had experienced DFV reported the perpetrator had physically attended their workplace (Gendered Violence Research Unit UNSW) Workers experiencing DFV are particularly vulnerable when working due to the predictability of their location and hours. The strain of coping with abuse can impact on productivity, performance and well being (Not Now Not Ever Report Qld Govt 2015)

11. Be able to explain the dangers
Workers experiencing DFV have a more disrupted work history, lower personal incomes, change jobs more often, and are often in casual or part time work (Franzway Zuffery and Chung 2007DV and Women’s Employment)
Threats from a perpetrator may extend to other workers and managers, placing them at risk. (McFerran, Cortis and Trijbetz 2013 DFV Clauses in your workplace)
Tension and conflict can arise when other workers become aware of DFV affecting a colleague (McFerran, L (2011) Key Findings – Safe at Home Safe at Work UNSW)

12. How much does it cost?
KPMG predicts the cost to the Australian economy of all forms of violence against women and children will rise to $15.6 BILLION by 2021.

13. don’t allow those with no expertise in Family violence to define it
Qld Domestic and Family Violence Protection Act 2012
Part 2 Division 2 Domestic violence
8 Meaning of domestic violence
(1) Domestic violence means behaviour by a person (the first person) towards another person (the second person) with whom the first person is in a relevant relationship that—
(a) is physically or sexually abusive; or
(b) is emotionally or psychologically abusive; or
(c) is economically abusive; or
(d) is threatening; or
(e) is coercive; or
(f) in any other way controls or dominates the second person and causes the second person to fear for the second person’s safety or well being or that of someone else.
A child, relative or associate is exposed to domestic violence if the child
sees or hears domestic violence or otherwise experiences the effects of
domestic violence.
At this stage of the ladder, a member will take actions that will contribute to the capacity of your campaign or have them playing a leadership role amongst other volunteers

14. Explain why paid leave is important
A person experiencing family violence may have used all their sick leave and carers leave in order to recover from injuries and to hide injuries from their colleagues and employer.
Workers should not have to make the choice of having a wage or removing themselves from a perpetrator. If they choose to leave work the employer has the cost of rehiring and retraining.
Whether the person experiencing family violence leaves the household or not it takes money and time to set up life away from the perpetrator. It is thus vitally important that their employment is not jeopardised.
Giving people paid time to get their life in order will make their time at work more productive as the worker will have time away from work to concentrate on their family violence issues.
Role play. One of my favourite parts of the educational process. We learn by doing.

15. Sample task list for a person starting again after family violence:
Put a safety plan in place: make sure you are not locatable, inform
relevant family friends of plan
2. Get an intervention order from the magistrates court and an extension if
required
3. Centrelink: apply for new payment/ alter payment details
4. Utilities change of billing or new address details
5. Banking: Stop joint accounts, renegotiate loan repayments, open new accounts
6. Accommodation find alternative or change locks on house
7. Find a lawyer: filing for divorce, child custody property settlements
8. Counselling : find and visit family violence worker and/or counsellor
9. Get financial advice and or financial counselling and put a financial plan in place
10. Spend time with children helping them adjust and understand what is
happening
11. Ensure children are safe: Inform school, crèche kindergarten re situation court
orders. If needed find alternative school for children
12.Work with police if there are assault charges against partner
13. Keep yourself emotionally and physically safe during
this stressful time

16. The clause is not just about paid leave. There are 7 key components
to be included:
1. Dedicated additional paid leave, 
2. Confidentiality must be assured and respected,
3. Workplace safety planning strategies for the protection of all employees. They should be developed in consultation with, and clearly understood by all the parties concerned,
4. Referral of employees to appropriate domestic violence support services,
5. Provision of appropriate training and paid time to act in agreed roles for nominated contact persons,
6. Entitlement to access flexible work arrangements where appropriate, and
7. Protection against adverse action or discrimination on the basis of their disclosure of, experience of, or perceived experience of, family and domestic violence.

17. YOU have the power to make a difference!
Domestic and family violence is preventable.
Employment is a key pathway to leaving a violent relationship. Financial security (employment) can allow women to escape becoming trapped and isolated in violent and abusive relationships, and to maintain, as far as possible, their home and standard of living. S Patton 2003, Pathways: how women leave violent men, Government of Tasmania, Hobart, p. 71
The workplace is not only about economic independence, it’s also about providing women with the self-confidence and the support of work colleagues through a domestic violence crisis. Ludo McFerran, Project Officer, Australian Domestic and Family Violence Clearinghouse

18. Referrals:
1800 RESPECT
DV Connect /7