Building a TAFE environment that promotes gender equality and respect - VICTORIAN GUIDE - Our Watch
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JUNE
2021
Building a TAFE environment that
promotes gender equality and respect
VICTORIAN GUIDEAcknowledgements
Five TAFEs participated in the Respect and Equality in TAFE pilot:
Chisholm Institute
Swinburne University of Technology
Melbourne Polytechnic
Bendigo Kangan Institute
SuniTAFE.
Our Watch would like to acknowledge the work of the following
staff who contributed to the development of this guide:
Joanna Brislane, Lucy Forwood, Catherine Gow, Ellie Swindon,
Caitlyn Hoggan, Naomi Bailey.
© Our Watch (2021)
Suggested citation: Our Watch. (2021). Respect and
Equality in TAFE: Building a TAFE environment that
promotes gender equality and respect (Victorian
guide). Melbourne, Australia: Our Watch.
TAFEs and dual sector institutions with legal obligations,
including under the Gender Equality Act 2020 (Vic) and
Workplace Gender Equality Act 2012 (Cth), should refer
directly to that legislation and its associated resources to
ensure they are meeting these obligations.
Our Watch acknowledges
the support of the
Victorian Government.
Acknowledgement of Country
Our Watch acknowledges the Traditional Owners of the land
across Australia on which we work and live. We pay our respects
to Aboriginal and Torres Strait Islander peoples past and present.
2 Respect and Equality in TAFE: Victorian guideThis guide includes an overview of:
the role of TAFE in preventing violence
against women
a whole-of-TAFE approach to preventing
violence against women
where to start your prevention work
where to focus your work
how to implement a whole-of-TAFE
approach
tools and resources to support
implementation.
3 Respect and Equality in TAFE: Victorian guideContents
Part 1
Understanding violence against women 6
What we currently know about violence against women 7
Violence is preventable 7
Multiple forms of inequality contribute to violence against women 11
What does this mean for the prevention of violence against women? 12
Engaging men and boys in this work 12
Gender equality benefits TAFE and the community 13
Getting started 15
Securing leadership commitment 15
Appointing a gender equality lead 16
Applying a whole-of-institution approach 16
Ensuring the safety of staff and students 17
Increasing staff understanding of the prevention of violence against women 19
A whole-of-TAFE approach to prevent violence against women 20
Bringing it all together 27
Part 2
Implementing Respect and Equality in TAFE 29
Meeting your obligations under the law 32
Alignment to the Gender Equality Act 2020 32
Eight steps for implementation 35
Step 1. Connect and align 35
Step 2. Gather information 36
Step 3. Complete the self-assessment 41
Step 4. Develop an action plan 43
Step 5. Develop your monitoring plan 46
Step 6. Establish partnerships 47
Step 7. Implement your action plan 49
Step 8. Monitor and review action plans 50
Tools and resources 51
Glossary 53
Endnotes 56
4 Respect and Equality in TAFE: Victorian guideTAFE is key to Victoria’s social and economic success.
As such, TAFE has a vital role to play in creating a society
which is respectful, equitable and free from violence.
This guide outlines the Respect and Equality It has been designed to support the
in TAFE approach, which supports TAFEs staff or departments who are assigned
to build environments where staff and to lead respect and equality work.
students feel safe, respected and valued. The Respect and Equality in TAFE
Research and evidence tell us that violence approach has been divided into five key
against women can be reduced by increasing domains: workplace, students, teaching
gender equality in everyday life.1 By and learning, communications, and
engaging with the Respect and Equality industry and community. Taking action
in TAFE approach, your TAFE can help in each of the domains can support
prevent violence against women by actively TAFEs to build a culture of respect and
promoting and modelling gender equality. equality across the entire institution.
This guide recognises that everyone at
TAFE has a role to play in promoting gender BELOW: The five key domains
equality, from boards, CEOs and senior of the Respect and Equality
executives, to managers, Human Resources in TAFE approach.
staff, educators, Student Services and students,
and industry and community partners.
C U LT U R E
WORKPLACE STUDENTS
INDUSTRY AND TEACHING
COMMUNITY AND
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5 Respect and Equality in TAFE: Victorian guidePART 1 Understanding violence against women
What we currently know about violence against women Violence is preventable Violence against women in Australia is a national epidemic. In Australia, on One in three women have experienced physical violence2 average one and on average, one woman a week is murdered by her woman is killed by current or former partner.3 However, it is not an inevitable her partner or ex- or intractable social problem. Rather, it is the product of partner every week. complex yet modifiable social and environmental factors. Put simply, violence against women is preventable. Preventing violence against women involves more than just changing people’s minds. It’s about changing the society and culture in which individuals develop attitudes and behaviours related to gender, power and violence. International and Australian research clearly demonstrates that violence against women is driven by gender inequality.4 The four expressions of gender inequality (see following page), called ‘gendered drivers’, increase the likelihood of violence against women occurring. To stop violence against women, we need to take action on each of these drivers. By challenging all four gendered drivers, we can improve gender equality in all elements of everyday life and prevent violence against women. In times of crisis, women are often disproportionately affected, including an increased burden of unpaid work and reductions to their economic security. Crises can have long-lasting impacts on gender equality and can threaten to reverse the gains that have been made to address this issue in Australia. Gender equality is crucial to the strength of economic and social recovery from COVID-19.5 7 Respect and Equality in TAFE: Victorian guide
GENDERED ESSENTIAL
DRIVERS ACTIONS
OF VIOLENCE TO REDUCE THE
AGAINST WOMEN GENDERED DRIVERS
OF VIOLENCE AGAINST
WOMEN
1. Condoning 1. Challenge condoning of
of violence against women violence against women
2. Men’s control 2. Promote women’s independence
of decision-making and limits and decision-making in public
to women’s independence in life and relationships
public life and relationships
3. Foster positive personal
3. Rigid gender roles and identities and challenge gender
stereotyped constructions stereotypes and roles
of masculinity and femininity
4. Strengthen positive, equal
4. Male peer relations and respectful relations
that emphasise aggression and between and among women
disrespect towards women and men, girls and boys
5. Promote and normalise
gender equality in public
and private life
Gender inequality sets the necessary social context
for violence against women to occur.
8 Respect and Equality in TAFE: Victorian guideGENDER
INEQUALITY
IN AUSTRALIA
WHERE WE
ARE NOW
Despite progress in recent years, education institutions
and workplaces can still be sites of inequality.
85% of Australian women Gender stereotypes as
over the age of 15 have well as industrial and economic
been sexually harassed at barriers inhibit the entry of
some point in their lives.6 women into male-dominated
VET courses and jobs.9
The average weekly wage
for a woman is 17.2%
less than for a man.7
Women represent only 2%
of qualified trade workers, Male-dominated trades are
but comprise almost half of generally higher paid than the
all employed persons in the female-dominated trades and can
labour force in Australia.8 offer opportunities for enhanced
economic security for women.10
9 Respect and Equality in TAFE: Victorian guideAcross our society, if we all work
A VISION FOR together, as educators, as employers
RESPECT AND and as a community, we can change
this picture of gender inequality in
EQUALITY IN TAFE Australia and stop violence against
women before it starts. In achieving
the vision of an Australia free from
WHERE WE violence, every TAFE has a role to play.
WANT TO BE
Vision Long-term goals
TAFEs are future-focused in the TAFEs enable gender equality
delivery of value to students, in first- and second-chance
industry and government and education over the life course.
actively support gender equality
in Australia by ensuring equality TAFEs are vocational educators and
of opportunity in vocational employers of choice for women,
education and employment. men and gender diverse people.
TAFEs’ ability to eliminate
discrimination, sexism, racism,
ageism, ableism, homophobia,
harassment and violence against
Objective women is strengthened.
TAFE campuses are safe places
where students and staff are
Transforming business as usual to treated with respect.
ensure gender equitable, safe and
respectful TAFE communities.
10 Respect and Equality in TAFE: Victorian guideMultiple forms of inequality contribute
to violence against women
RESOURCES
This guide aims to address the Power, privilege and
drivers of all violence against oppression are reinforced by Changing the picture:
women, including family social systems and structures A national resource to
violence, sexual assault, such as health, education, support the prevention
workplace harassment and welfare and legal systems. of violence against
street harassment. It also Aboriginal and Torres
Gender inequality is a Strait Islander women
recognises that violence is necessary condition for
experienced by people whose and their children (Our
violence against women Watch resource)
identity does not conform to occur and to be so
to binary definitions of sex Putting the prevention
prevalent. But it is not the of violence against
and gender and therefore only, or the most prominent,
covers violence experienced women into practice:
factor to influence violence How to Change the
by the lesbian, bisexual, in every context.
gay, transgender, queer and story (Our Watch
intersex communities. resource)
People experience different
forms of power, privilege and BELOW: Systems and structures
oppression, based on their of oppression and discrimination
identity and social status. can affect people differently.
Women do not only
experience sexism. Women
may also experience
racism, classism, ableism,
heterosexism, colonialism,
ageism and more.
These multiple forms of
discrimination interact
and intersect, so there
are not only inequalities
between women, men and
gender diverse people, but
also inequalities between
groups of women, men and
gender diverse people.
11 Respect and Equality in TAFE: Victorian guideWhat does this mean for It is important to note that not all men
experience power and privilege in the same
the prevention of violence way. Men too experience intersecting forms
against women? of oppression such as ableism, colonialism,
racism and homophobia. The way you
The gendered drivers of violence against engage with men and boys should take
women are often experienced in combination this into consideration. We also know that
with other forms of structural inequality men who are negatively impacted by other
and discrimination. This helps explain systems and structures of discrimination
why there are different rates and types of and disadvantage suffer disproportionate
violence experienced by different groups of negative impacts to their health and
women. Women who face multiple forms of wellbeing compared to other men.12
discrimination and oppression may experience
violence more frequently, or of greater severity. The Respect and Equality in TAFE approach
demonstrates opportunities for male staff
Through the implementation of the Respect and students to increase their awareness
and Equality in TAFE approach there are and knowledge about how they can
opportunities to consider and address: actively promote gender equality and
other forms of inequality and prevent violence against women. There
discrimination that can intersect with are things all men can do to end the
gender inequality to exacerbate violence; culture of violence against women.
the need to partner with community Through the delivery of apprenticeships,
organisations to ensure you have the TAFEs are ideally placed to address some of
specialist knowledge and advice you
need to do prevention work effectively; the drivers of violence against women at an
educational and industry level (TAFEs deliver
the attitudes, behaviours and systems that around 70% of all apprenticeships). Many
drive other forms of inequality so that we trades, STEM and IT industries are male-
can create gender equality for all; and dominated or do not traditionally feature
how to deal with resistance and backlash. women in leadership positions. Many nursing,
aged care and child care industries are
female-dominated. Such historical gender
Engaging men and divisions in industries will need to break down
boys in this work if future industry needs are to be met.13
The drivers of violence impact everyone, TAFEs have a chance to build cultures where
no matter your gender. Men are negatively gender stereotypes are challenged, sexism
impacted by the gendered drivers of and discrimination is not tolerated, and
violence, with research and evidence gender equality is promoted and modelled.
demonstrating dominant patterns of In this way, our workplaces and educational
masculinity have been found to produce: settings become safer, we have more skilled
negative health and wellbeing outcomes workers for the community and employers,
for men, including suicide and depression; skill shortages can be addressed, and
economies will be supported by businesses
poor mechanisms for coping that reflect the community that they service.
and for seeking help; and
more frequent involvement in
incidents of violence and bullying.11
12 Respect and Equality in TAFE: Victorian guideGender equality benefits TAFE and the community
Gender equality delivers positive outcomes System and institutional
for students, teachers, the TAFE community
and TAFE business. We know that we have Meeting the growing demand across
better outcomes for employees, potential industries for workers who have a strong
and future workers, local industry and the understanding of gender equitable work
practices meets legal and ethical obligations.
broader economy when we have a safe
community.14 There are strong business and It also helps to transform the highly
social reasons to prevent violence against gender-segregated workforce, thereby
women and promote gender equality.15 attracting more females into male-
dominated industries and occupations
This guide outlines planned and and more males into female-dominated
coordinated actions that require TAFEs industries and occupations.
to make a commitment of time, skills
and resources. The return on this Societal
investment includes many benefits: Women and men experience equal
employment opportunities across the
Individual and relationship wide range of professions and industries
Staff and students’ performance is enhanced that TAFEs feed into, which contributes
by working and learning in environments to closing the gender pay gap.
where they feel safe, respected and valued. Women and girls being safe and having
Staff and students experience improved their human rights respected in TAFE
health, wellbeing and economic results contributes to a Victoria free of violence
if they are safe in their relationships. against women where women are
respected, valued and treated as equals.
Organisational and community
Economics
Being an employer and learning institution
of choice influences the recruitment It will address the cost to the economy
and retention of staff and students. of violence against women, which in
‘Workplace policies that support gender 2014—15 is calculated to be $21.7
equality are a crucial tool for attracting billion — this includes the cost of pain,
and retaining talented employees. High- suffering and premature mortality.
performing employees are attracted to Reducing violence against women is
companies that have a positive reputation anticipated to result in a benefit of $18
for promoting gender equality.’16 million to $36 million over 10 years, and
Requirements under federal and/or state over a lifetime a potential gain of $35.6
laws to promote workplace gender equality to $71.1 million to the economy.17
and alignments, such as in the Victorian Reducing violence against women
Gender Equality Act, are adhered to. through the promotion of gender
equality is associated with improved
national productivity and growth and
future proofing the economy.18
13 Respect and Equality in TAFE: Victorian guideEmployers Taking a planned approach to preventing
violence against women by promoting gender
Gender equitable organisations save money
and increase profits. Gender and cultural equality will assist TAFE to:
diversity are correlated with profitability.19 add value to the experience
There is a positive impact on occupational and learning of students
health and safety as diversifying the support and provide a better
workplace and addressing poor behaviours employment environment for staff
that are encouraged by gender stereotypes
can lead to safer workplaces.20 provide evidence for TAFE to
meet regulatory obligations
For employers, reducing violence against
women through gender equality will position Victorian TAFE to be leaders in
increase organisational performance, meeting changing market demand and
enhance the company’s capacity to attract providing positive learning environments
talent and retain employees, and enhance enable TAFE boards and executive teams
the reputation of their business.21 to effectively plan for better use of
resources to better meet the needs of
employers, students and the community.
14 Respect and Equality in TAFE: Victorian guideGetting started
While no two organisations’ journey regarding
gender equality will look identical, there are some
things each and every organisation should consider RESOURCES
prior to jumping into action, to ensure you set your
organisation up for the best outcomes possible. Respect and Equality in
The characteristics listed below provide the foundations TAFE Key messages
any TAFE engaging in organisational change to (Our Watch resource)
promote gender equality should have in place. Family violence
Securing these foundational pieces is key to setting commitment
your TAFE up for success, as it can streamline actions statement (City of
and minimise resistance, and prioritises safety. Port Phillip resource)
The essential foundations to work on before Respect and
you start implementing the Respect and responsibility:
Statement of intent
Equality in TAFE approach include: (AFL resource)
securing commitment from leadership Engaging leaders and
appointing a gender equality lead securing commitment
(Our Watch Workplace
understanding a whole-of-institution Equality and Respect
approach across the five domains webpage)
establishing policies and practices to prioritise How it might look in
the safety of staff and students my workplace
increasing key staff’s understanding (Our Watch Workplace
of violence against women. Equality and Respect
webpage)
Securing leadership commitment
The success of the Respect and Equality in TAFE approach relies
on formal support from TAFE leadership, including the CEO,
board, senior executives and other members of the executive
team. A commitment from the CEO and leadership provides
legitimacy to the work, encouraging buy-in from staff and
students, which can enhance participation in activities and
minimise resistance. For leaders to support the use of time,
energy and resources to achieve equality and respect in their
TAFE, they need time to reflect on their own perspectives and
possible biases, explore new ways of thinking, and consider
how things like gender targets or new policies could impact
the business or organisation. Therefore, it is worth investing
time to secure genuine senior leadership commitment.
15 Respect and Equality in TAFE: Victorian guideAppointing a gender Applying a whole-of-
equality lead institution approach
Identifying and appointing an individual or Respect and Equality in TAFE takes a whole-
department to take the lead on Respect and of-TAFE approach to preventing violence
Equality in TAFE, with support and resourcing against women, because evidence
from leadership to coordinate the work, tells us that we need to work across all
is critical. This individual or department is areas of an institution to make lasting
referred to as the gender equality lead in change. Complex issues such as violence
this guide. The gender equality lead provides against women cannot be addressed with
oversight of the implementation of the one activity. All efforts undertaken by TAFEs
approach, coordinates actions across the need to sit within a broader, institution-
TAFE, holds the vision for gender equality, wide strategy that addresses the drivers
and communicates how to get there. of violence against women. This whole-of-
But one person or department cannot TAFE approach is not intended to replace or
do it alone. The gender equality lead will duplicate existing work. Rather, it aims to:
need to work closely with staff across the draw together the entire TAFE community
five domains. The gender equality lead in a joint commitment to the prevention
will oversee and support each domain to of violence against women
undertake various activities and will lead some support a primary prevention approach in
components of the work. With guidance and TAFE that is holistic and underpinned by a
support from the gender equality lead and long-term strategy and sector coordination
authorisation from the executive, allocation highlight the role everyone within a TAFE
of work across domains creates ownership, has in creating a culture where gender
responsibility, accountability and impact. stereotypes are challenged, gender-based
It is imperative that the team and individuals discrimination is unacceptable, and gender
who lead the work have sufficient time equality is actively promoted and modelled
and resources to enable them to carry provide practical tools and
out the activities. Without sufficient time resources to support TAFEs.
or resources to conduct activities, the Prior to implementation, it is helpful for
initiatives may not reach as many staff as the gender equality lead to have a good
desired, or may not be as impactful. understanding of each of the five domains,
and what challenging gender inequality
looks like in each of the domains. Actions
to challenge gender inequality in each of
RESOURCES the domains are discussed further in the
Respect and Equality in TAFE domains - section on a whole-of-TAFE approach to
see page 20 preventing violence against women.
Other whole-of-institution models in Assigning a lead or key contacts in each of
learning environments: the five domains is important to ensure
there is someone who can support the
A whole-of-school approach
(Our Watch respectful relationships gender equality lead in implementing
education webpage) actions and sourcing information.
Respectful Relationships (Victorian
Government webpage)
Change the story at your university
(Our Watch Educating for Equality
webpage)
16 Respect and Equality in TAFE: Victorian guideEnsuring the safety of Additionally, TAFEs need protocols in place
to ensure that no student or employee
staff and students faces a penalty for circumstances related to
For primary prevention activities to be experiencing violence (for example, missing
delivered safely, appropriate response a deadline, absence from work, or needing
policies, procedures and services must be in to disclose that another staff member
place. Evidence shows that when we openly or student perpetrated violence towards
discuss and show that a workplace supports them). TAFE processes and systems, such
the prevention of violence against women, as complaints processes, mechanisms for
staff and students may feel safe to disclose handling misconduct, and Human Resources
their own experiences of violence. Therefore, units, have a significant role in ensuring
response systems and referral pathways to the safety of students and staff. Processes
family violence and sexual assault services must be confidential, safe and timely. It is
must be established before action to prevent recommended that student-facing staff, Human
violence is undertaken.22 Some students will be Resources staff and counsellors consider
under 18 years of age and TAFEs are required completing Identifying and Responding to
to comply with the Child Safe Standards.23 Family Violence Risk 22510VIC. This course
will look different across the different TAFE
The Multi-Agency Risk Assessment and providers, so it will be essential to find the
Management Framework (MARAM)24 states course that best meets the needs of your TAFE.
that professionals across a broad range of
services, organisations, professions and sectors
have a shared responsibility for identifying,
assessing and managing family violence risk, RESOURCES
even where it may not be core business.25
It is essential that TAFEs are respectful and safe For staff training:
environments for people who may be enduring Prevention and Response Training
or escaping violence. Not all TAFE staff are (Domestic Violence Resource Centre
expected to become experts at responding to Victoria course)
violence — but everyone has a role to play. Course in Identifying and Responding
Key staff and educators should be trained to Family Violence Risk 22510VIC
in responding to disclosures.26 These staff (nationally recognised training course)
members need to be aware of how and where Effectively preventing and responding
to refer students or colleagues who disclose to sexual harassment: A quick guide
being a victim or a perpetrator of violence. It is (Australian Human Rights Commission
important that individuals are connected to the resource)
service system through referral to TAFE Student Practice guidance: Responding to
Services and/or local family violence and sexual disclosures (Our Watch resource)
assault services. If there has been a disclosure
of someone using violence, they can be linked
to the perpetrator intervention services.
17 Respect and Equality in TAFE: Victorian guideRESOURCES
Organisational focused resources:
MARAM practice guides and resources
(Victorian Government webpage)
Responsibility 1: respectful, sensitive
and safe engagement (Victorian
Government resource)
Practice guidance: Workplace support
for staff who experience family violence
(Our Watch resource)
Practice guidance: Workplace responses
to staff who perpetrate violence
(Our Watch resource)
Practice guidance: Working in regional,
rural and remote workplaces to prevent
violence against women
(Our Watch resource)
Employees who use domestic & family
violence: A workplace response
(Male Champions of Change resource)
Workplace family violence: Policy
template (North West Metropolitan
Region Primary Care Partnerships
resource)
18 Respect and Equality in TAFE: Victorian guideIncreasing staff understanding
of the prevention of TRAINING
violence against women
As discussed on page 7, violence against Non-accredited training:
women is driven by gender inequality. While Prevention and Response Training
not every person in the organisation needs (Domestic Violence Resource
to have a thorough understanding of the Centre Victoria course)
drivers of violence against women and the Introduction to Preventing
reinforcing factors (outlined on page 8) it is Violence Against Women (GenVic
important that key staff have this knowledge. eLearning module)
This will allow those key staff to impart this Gender Equity Microcredentials
information to fellow colleagues, build a shared (Women’s Health Victoria
understanding, lead actions that will challenge online course)
gender inequality, ensure actions are evidence-
based and do no harm, and build your capacity Pathway course (Women’s Health
internally, thus enhancing sustainability. Victoria online course)
Professional development may be required
for staff to deepen their knowledge of the
prevention of violence against women. RESOURCES
Organisations that specialise in the prevention
of violence against women regularly host Change the story:
training sessions that would be beneficial for A shared framework for the primary
key staff to attend. Or these organisations may prevention of violence against
women and their children in
be able to deliver an internal training session Australia (Our Watch resource)
for the Respect and Equality in TAFE Taskforce
at a cost. Workshop materials can be found Changing the picture: A national
on the Respect and Equality in TAFE website. resource to support the prevention
of violence against Aboriginal and
Our Watch has also developed a number Torres Strait Islander women and their
of free, accessible evidenced-based children (Our Watch resource)
resources that can support the gender Quick facts (Our Watch webpage)
equality leads to build their understanding
of the issue, and gain insight into how Prevention Handbook
organisations can effectively challenge (Our Watch website)
gender inequality in their environment.
19 Respect and Equality in TAFE: Victorian guideA whole-of-TAFE approach to prevent violence
against women
Effective efforts to prevent violence against An effective whole-of-TAFE approach requires
women engage people across the many focusing on all aspects of how a TAFE operates,
different places where they live, work, learn to build a culture among staff and students
and socialise. TAFEs play various roles as where gender equality and respect is promoted
employers, educators, community members and modelled. Across the TAFE, multiple
and industry partners, all of which make staff have a key role to play, including TAFE
them a key player in influencing attitudes, boards, directors, executives, senior managers,
behaviours and systems that help to address Human Resources, educators, students,
the drivers of violence. TAFEs are leaders Student Services and communications.
in the local community and can also set A whole-of-TAFE approach requires planned
the standard for positive behaviours and and coordinated actions across five domains:
equality across the local economy.
workplace
The prevention of violence against women
students
focuses on stopping violence from occurring
in the first place by addressing the underlying teaching and learning
drivers of violence. This means working communications
with all people, across all levels of the TAFE, industry and community.
to transform the social context in which The term ‘culture’ encompasses all the domains.
violence against women occurs. It also means All domains need to be addressed to ensure
ensuring the systems, processes and culture TAFEs are respectful and gender equitable.
are in place to respond appropriately to any
staff or students who experience violence,
at home, at TAFE or in the community.
20 Respect and Equality in TAFE: Victorian guideRIGHT: The five key domains
of the Respect and Equality
in TAFE approach.
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21 Respect and Equality in TAFE: Victorian guideDOMAIN: WORKPLACE
RESOURCES
Lead: Board/Senior Executives/Business
and Operations/Human Resources Refer to the Respect and
Equality in TAFE Self-
assessment tool. The self-
Demonstrating that you assessment tool will assist
All workplaces have the with determining where
power to make changes that are a gender equitable
institution by proactively your TAFE is in relation to
will support progress towards gender equality so you can
gender equality in our society. reporting to the board
on the workplace gender tailor your approach to
Every workplace conversation, address any opportunities
equality indicators
policy and action has the for improvement.
(if you are a dual
potential to either reinforce sector institution).
or challenge gender inequality
and the kinds of attitudes and Embedding the principle
norms that drive violence. of gender equality in staff
recruitment, remuneration
All TAFE employees including and promotion processes.
contractors have the right Ensuring equal access
to be safe, respected and to among staff to flexible
have equal opportunity at work options.
work. Building a TAFE work
environment and culture that Ensuring staff feel safe
promotes gender equality to raise concerns about
gender inequality and
and respect can involve discrimination without
the following elements: adverse consequences.
Establishing structures, Establishing clear policies
strategies and policies that and procedures to provide
explicitly promote gender on campus support for
equality and respect. staff and students who
Ensuring leaders and board experience violence,
members understand the bullying or harassment.
drivers of violence against Ensuring that response
women and know their systems are established for
legal obligations in relation staff and students enduring
to gender equality. or escaping family
Supporting TAFE board violence or other types of
members and staff in violence (it is important
rejecting all forms of that this is in place
violence within and prior to implementing
outside the workplace and this approach).
modelling a workplace
culture of gender
equality and respect.
22 Respect and Equality in TAFE: Victorian guideDOMAIN: STUDENTS
Lead: Student Services/Human Resources (OHS)
Students have the right to Providing opportunities
a learning environment to enhance students’
where they feel safe and leadership skills in gender
respected, and where they equality, for example
have equitable access to by seeking student
representation in relevant
TAFE opportunities and working groups.
resources. Students should
feel confident to express Seeking student input on
concerns about violence, student-facing policies and
and to challenge gender decisions about students’
stereotypes, roles and norms. rights, respect and
gender equality, including
To engage students with opportunities to involve
Respect and Equality in students in the co-design
TAFE, actions include: of activities to prevent
violence against women.
Investigating the students’
needs, making an effort Ensuring the student
to capture diverse views code of conduct makes
and experiences of gender clear that sexist language,
stereotyping and gender comments, gestures
inequality from a wide and images are unlawful
range of students. and unacceptable.
Ensuring structures Empowering students
are in place to respond to become gender
appropriately to equality voices for change
students who experience within the TAFE and
violence, bullying and within the industries
sexual harassment. they are entering.
Establishing policies and Reviewing student
procedures that enable enrolment processes
students to raise concerns to identify barriers to
about gender inequality, accessing and participating
violence, harassment or in training at TAFE.
discrimination without
adverse consequences.
Building the confidence
of students in using these
structures and enacting the
policies and procedures.
23 Respect and Equality in TAFE: Victorian guideDOMAIN: TEACHING AND LEARNING
RESOURCES
Lead: Educators
Refer to Respect and
Equality in TAFE Promoting
Examining units of gender equality: A
TAFE educators have influence
competency and practice guide for TAFE
over the way students learn, educators for tips and
what they learn, and the curriculum for gender bias
and adapting accordingly advice on examining
environment in which they units of competency,
learn. They have an important where possible.
classroom delivery,
role to play in creating equal Addressing gender, practical placements and
and respectful classroom sexuality and racial assessment using a gender
cultures where all students stereotypes in course lens.
can freely participate. curricula to reflect
Teaching practice that the experiences of
promotes gender equality, diverse populations.
inclusivity and respect can Reinforcing the importance
have a profound impact of respectful relationships,
on students’ classroom challenging sexism and
experience. Each method role modelling gender
and mode of course delivery equitable practices, both
needs to be included when in the formal learning
environment and
reviewing teaching practice outside the classroom.
with a gender lens, for
example apprenticeships, Incorporating prevention
traineeships, on-campus of violence and gender
and online delivery. equality skills and
knowledge into the
With adequate support and development of new
resourcing from leaders, or updated units of
educators can apply competency where an
the principles of gender understanding of gender
equality and respect by: equality is required,
such as Health and
Considering opportunities Community Services,
to embed gender equality Family Violence, Disability,
and violence prevention Aged Care and Child
messages into curriculum Care, Human Resources,
content, assessments and Business Services,
field work placements. Trades, Information
Identifying and creating Technology and STEM.
opportunities to increase Making new, accredited
students’ understanding gender equality and
and awareness of gender violence prevention
inequality and the training available to
prevention of violence students, such as the
against women. course in Gender Equity
Explaining to students and the course in the
why gender matters in the Prevention of Family
workplace and at TAFE. Violence and Violence
against Women.
24 Respect and Equality in TAFE: Victorian guideDOMAIN: COMMUNICATIONS
Lead: Communications/Marketing
Communication staff can Supporting attitude
create an organisational and behaviour change
understanding of gender by promoting gender
equality and the prevention equality social norms and
of violence against women raising staff and student
awareness of the gendered
across the entire TAFE drivers of violence and
community, through the bystander approaches.
promotion of consistent
key messages. Ensuring all Ensuring communication
communication processes strategies engage with
explicitly reflect the principles and meet the needs of
all people and actively
of gender equality and address forms of
respect, and challenge discrimination such as
gender stereotypes, is key racism, homophobia,
to creating a safe, equitable sexism and ableism.
and respectful culture.
Creating opportunities
Relevant actions for for students to have
communications and active input into social
marketing teams include: marketing and violence
prevention campaigns.
Ensuring all
communications and Considering the genders of
marketing staff understand student enrolments when
and are trained in the developing the digital
principles that underpin marketing and advertising
effective communication to strategy for student
promote gender equality. recruitment, with a view
to attracting more women
Providing consistent and gender diverse people
messaging that into male-dominated
promotes gender courses and more men and
equality and challenges gender diverse people into
stereotypes using female-dominated courses.
multiple communication
strategies via student and Regularly reviewing
staff portals, intranets, student recruitment
newsletters, social practices to ensure they
media, blogs, student do not reinforce harmful
and staff recruitment gender stereotypes
materials and websites. through language
and imagery used in
Using accessible and communications.
inclusive language in
all communications in
referring to people of all
genders and sexualities
without reinforcing biases
or gender stereotypes.
25 Respect and Equality in TAFE: Victorian guideDOMAIN: INDUSTRY AND COMMUNITY
Lead: Student Services/Human Resources/
Skills and Jobs Centres
TAFEs are a trusted and Seeking opportunities
respected part of their local to connect with industry
communities and are able reference committees and
to contribute to positive providing input into the
social change. TAFEs have training package content
and review processes.
a broad range of successful
partnerships and linkages Supporting industry
with industry which help drive to recruit and support
innovation and therefore are student placements and
influential in relationships apprenticeships in non-
with the sectors they serve traditional gendered work.
and the communities Establishing partnerships
who use their services. with local services that
provide family violence
There are many opportunities support, prevention
for TAFEs to influence industry of violence against
and community partners to women and gender
help create a more gender equality programs.
equal future. Relevant actions
TAFEs can take include:
Preparing future
workforces to prevent and
respond to family violence.
Recognising that every
industry has a role
to play in changing
structures, attitudes and
norms that perpetuate
gender inequality.
Creating opportunities
to engage with industry
to address challenges
and seek industry buy-
in for gender equality
and the prevention of
violence against women.
Inviting lead industry
partners to be part of
the Respect and Equality
in TAFE Taskforce.
26 Respect and Equality in TAFE: Victorian guideBringing it all together Across our society, if we all work together, as educators, as employers and as a community, we can change this picture of gender inequality and stop violence against women before it starts. In achieving the vision of a Victoria free from violence, every TAFE has a role to play. 27 Respect and Equality in TAFE: Victorian guide
VISION TAFEs are future-focused in the delivery of value to
students, industry and government and actively support
FOR RESPECT gender equality in Australia by ensuring equality of
AND EQUALITY opportunity in vocational education and employment.
IN TAFE
Appoint an individual or department
1. TAKE with seniority and adequate support to
RESPONSIBILITY lead and coordinate a whole-of-TAFE
approach across the five domains.
2. TAKE ACTION
AND TRACK
PROGRESS
DOMAIN
WORKPLACE STUDENTS TEACHING AND COMMUNICATIONS INDUSTRY AND
LEARNING COMMUNITY
Leaders/ Student Services/ Educators Communications/ Student Services/
LEAD
Business and HR (OHS) Marketing HR/Skills and
Operations/HR Jobs Centres
TAFE workplace With active Course Gender equality TAFE actively
ACTION
structures, involvement delivery modes and respect are engages with
strategies and from students incorporate integrated into TAFE industry and
policies that TAFEs are and promote communications. community
promote gender gender equitable gender equality partners for a
equality are environments and respect into gender equal
established where students teaching practice. future.
and reviewed. are safe and
respected.
1. TAFEs enable gender equality in education over the life course.
2. TAFEs are vocational-educators and employers of choice
3. TRANSFORM for women.
BUSINESS 3. TAFEs say no to discrimination, sexism, harassment and violence
AS USUAL against women.
4. TAFE campuses are safe places where students and staff are
treated with respect.
28 Respect and Equality in TAFE: Victorian guidePART 2 Implementing Respect and Equality in TAFE
An effective approach to
preventing violence against
women and promoting gender
equality in TAFE needs to be:
tailored to suit the individual resources,
capacity and needs of the TAFE
owned and driven by the TAFE
supported by a long-term strategy
evidence-based
focused on changing organisational culture
a process of continual improvement
supportive of meeting the requirements of
the Gender Equality Act 2020.
Building on one another, the eight steps in this approach
will guide you in the development, implementation and
monitoring of a Respect and Equality in TAFE action plan
that is tailored to the needs and context of your TAFE.
30 Respect and Equality in TAFE: Victorian guideSTEPS
FOR
IMPLEMENTATION
STEP 1. Connect with staff assigned to lead the
work and align with existing objectives
STEP 2. Gather information about gender equality
STEP 3. Complete the Respect and Equality in
TAFE self-assessment process
STEP 4. Develop a Respect and Equality in TAFE
action plan
STEP 5. Develop a monitoring plan
STEP 6. Establish partnerships with staff and
departments across your TAFE and
with industry and community
STEP 7. Implement your Respect and Equality in
TAFE action plan
STEP 8. Monitor and revise action plans.
31 Respect and Equality in TAFE: Victorian guideMeeting your obligations under the law
In Victoria your legal requirements include: Under the Act, TAFEs are required to develop
The Sex Discrimination Act a Gender Equality Action Plan (GEAP)
1984 (Commonwealth) every four years and report publicly every
two years on progress. The Commission
The Equal Opportunity Act 2010 (Victoria) for Gender Equality in the Public Sector
The Victorian Charter of Human provides a range of implementation and
Rights (public service bodies) support guidance materials to aid in
The Gender Equality Act 2020 (Victoria). understanding and meeting the planning
and reporting obligations, including practice
For dual-sector institutes there are guidelines, toolkits and regulations.
obligations to report to the Workplace
Gender Equality Agency (WGEA)
under the Commonwealth Workplace Alignment to the Gender
Gender Equality Act 2012. Equality Act 2020
According to the Victorian Equal Opportunity The Respect and Equality in TAFE approach
and Human Rights Commission employers supports you to meet your obligations
have a responsibility to recruit staff in a non- under the Gender Equality Act by:
discriminatory way and maintain a workplace
that is safe and free from discrimination. defining the issues and challenging
Employers also have a responsibility to assumptions about gender
make sure their workplace is safe and free conducting a workplace gender
from sexual harassment or victimisation. audit and Respect and Equality
in TAFE self-assessments
Under the Victorian Equal Opportunity Act
2010, organisations have a positive duty to undertaking a gender impact
eliminate discrimination, sexual harassment assessment of policies, programs and
and victimisation as far as possible. This services that impact the public
means that positive action should be taken developing and implementing
to prevent these behaviours — regardless of an action plan, and
whether someone has made a complaint. reporting on the implementation.
The Respect and Equality in TAFE approach
will assist you to meet many of your legal
workplace requirements. The eight steps
for implementation encompass actions
in each of the five domains of the whole-
of-TAFE approach. Following these steps
will assist you in your work to support
alignment to the Gender Equality Act 2020.
The Gender Equality Act aims to improve
workplace gender equality across the Victorian
public sector, including TAFEs, to lead to better
results for the Victorian community through
improved policies, programs and services.
32 Respect and Equality in TAFE: Victorian guideSTEPS REQUIREMENTS
TO ACHIEVE UNDER THE
RESPECT AND GENDER
EQUALITY IN TAFE EQUALITY
ACT
1. Connect with key players
and align with existing
objectives
2. Gather information about
gender equality Conduct a workplace
gender audit
DUTY TO PROMOTE GENDER EQUALITY
3. Complete the self-
assessment
Complete gender impact
assessments of policies,
programs and services
4. Develop an action plan
Develop and implement
5. Develop a monitoring plan a Gender Equality Action Plan
6. Establish partnerships
7. Implement your action plan
8. Monitor and revise plans Report on progress
33 Respect and Equality in TAFE: Victorian guideGender Equality Act — timelines and key dates 31 March 2021 TAFE’s obligations under the Gender Equality Act commence, including the duty to promote gender equality and gender impact assessments. 30 June 2021 Capture data for a workplace gender audit to assess the state and nature of gender inequality in the workplace. 31 October 2021 Submit the first Gender Equality Action Plan, informed by the results of the workplace gender audit, to the Public Sector Gender Equality Commissioner. 31 October 2023 Submit the first progress report to the Public Sector Gender Equality Commissioner. 31 October 2025 Submit the second Gender Equality Action Plan and second progress report informed by the results of a workplace gender audit. 31 October 2027 Submit the third progress report. 34 Respect and Equality in TAFE: Victorian guide
STEP 1
Eight steps for implementation
Step 1. Connect and align
A range of different staff will be key in leading planned and coordinated actions across the
five domains. It is essential that these staff members are engaged from the very beginning.
CONNECTING WITH STAFF women and the key elements of the approach,
ASSIGNED TO LEAD THE WORK you can use the Respect and Equality in TAFE
capability workshop materials designed for:
To lead and coordinate work across the
TAFE leaders and taskforce members
TAFE, it is a good idea to establish a Respect
and Equality in TAFE Taskforce. The Respect Educators and education leaders
and Equality in TAFE Taskforce should have Administrative staff.
representation of staff from each of the five
domains, and comprise executive members, For effective delivery of these workshops,
managers and leaders from across the TAFE. link with an expert in gender equality and
Understanding their perspectives, unique family violence prevention who can facilitate
barriers and opportunities and the support the workshops. These workshop PowerPoints
they might need along the way is key to and facilitator notes are available on the
success and sustainability. As the Respect Respect and Equality in TAFE website.
and Equality in TAFE Taskforce is brought
together, it can be helpful for the group to
ALIGNING WITH EXISTING
review existing initiatives to support work
OBJECTIVES
on gender equality, both within your TAFE Undertaking organisational change to
and with your partners in the community. promote gender equality can be a complex
Investing time and effort early into building process, requiring the involvement of all
relationships and capacity with these leaders staff members, and student participation.
across the TAFE will help to increase readiness Leveraging off existing pieces of organisational
for change, build support for action, and activity and strategic directions, as well as
manage resistance. Leaders may need support broader state-wide or national initiatives, can
to make the link between gender inequality, enhance buy-in and outcomes. The more you
gender stereotypes, individual attitudes, can highlight how your work can feed into
social norms and violence against women. or complement existing commitments and
strategies, or support reporting requirements,
It can also be helpful to develop and
the easier it will be to get others on board.
share a business case that outlines the
This could include reviewing the stated
benefits for TAFE and specific departments
commitments of your TAFE (including
engaging in this work. You can draw on
mission statements, strategic plans, value
the Respect and Equality in TAFE Key
statements and principles, etc.) or the
messages to support your business case.
requirements under current legislation and
To assist you with building the knowledge of the standards of the national regulator, the
your leaders and your taskforce about gender Australian Skills Quality Authority (ASQA).
equality, the prevention of violence against
35 Respect and Equality in TAFE: Victorian guideSTEP 2
Step 2. Gather information
As you engage leaders across the TAFE, you should also be conducting
a gender equality ‘stocktake’ of your TAFE, to understand what already
exists and identify where opportunities may lie for improvement.
You will need to collect and review data The Respect and Equality in TAFE approach
about gender equality within your TAFE. recommends that the first step is to complete
This is likely to require a desktop review a desktop review of policies, procedures
of policies and procedures as well as and practices and then undertake a self-
consultation with key Human Resources, assessment. This work will also assist TAFEs
data custodians and Student Services staff. to meet the requirements of the Gender
Numbers rarely tell the whole story, but they Equality Act by gathering information on key
do offer a way to identify where attention is gender equality indicators to help you assess
needed. Collecting data can support you in: where you can improve gender equality in
your workplace. The Respect and Equality
reflecting on the status of gender in TAFE approach can also guide you in how
equality in your organisation to conduct a workplace gender audit.
establishing a baseline to enable
you to track your progress
engaging in critical discussion of Dual-sector institutions
barriers in your workplace
Dual-sector institutions will
making the case for resourcing needed
to promote gender equality already be collecting data to meet
the WGEA requirements.
developing a good understanding of the
student cohorts attending your TAFE Similarly, universities may be
collecting additional data as part
understanding and monitoring gender of a SAGE Athena SWAN Award
segregation in particular courses by
reviewing student gender-disaggregated application that can also be used.
data in course enrolments and completions, For advice for dual-sector institutions
and to develop actions based on this data on complying with the Gender Equality
meeting many of the gender audit Act refer to the Commission for Gender
requirements of the Gender Equality Act. Equality in the Public Sector.
36 Respect and Equality in TAFE: Victorian guideSTEP 2
GENDER EQUALITY DATA You can also refer to the Workplace
COLLECTION — WORKPLACE Equality and Respect survey as a guiding
DOMAIN (STAFF) mechanism for staff to give feedback on
their experiences in the workplace.
It’s important to complete the data collection
process outlined in this approach to create a
baseline of gender equality across your TAFE. Workplace gender audits
The collection of this data will also assist The Gender Equality Act 2020 requires
in meeting the workplace gender audit organisations to regularly collect
requirements of the Gender Equality Act. and report on data regarding gender
In order to meet planning and reporting equality in the workplace by conducting
obligations under the Act in 2021 and every workplace gender audits. Data helps us
two years thereafter, TAFEs will be required to understand where change is needed and
undertake a workplace gender audit against a what’s changing over time. By publicly
series of workplace gender equality indicators. reporting on your workplace data, you
The Act requires TAFEs to collect, investigate can be transparent and accountable to
and respond to audit data collected against your employees and the community.
the following workplace gender equality Collecting this data means you can see
indicators, including reporting on progress: where gender inequality is present
gender pay equity and persisting. This data will assist
gender composition at all you in deciding what actions need
levels of the workforce to be taken, and can demonstrate
what is working and what is not.
gender composition of governing bodies
For further information from the
workplace sexual harassment Commission for Gender Equality in
recruitment and promotion the Public Sector on workplace gender
gendered work segregation, and audits, see Workplace gender auditing.
leave and flexibility. You must include the results of the
workplace gender audit in your Gender
While conducting the audit it is important Equality Action Plan and develop strategies
to consider intersectionality. Gender and measures to make change based
inequality may be compounded by the on the results. Workplace gender audits
impacts of disadvantage or discrimination must be done in every year that you
someone might experience on the basis of do your Gender Equality Action Plan.
age, disability, ethnicity, and other factors.
The first workplace gender audit must
Gender equality data can be gathered be based on data as at 30 June 2021. You
via your workforce data from payroll, HR must include the results of the workplace
or case management systems. Employee gender audit in your Gender Equality Action
experience data can be sourced via existing Plan and develop strategies and measures
staff surveys such as the People Matters to make change based on the results.
Surveys (or equivalent); an analysis of your
existing staff data, such as employment status The results will need to be de-identified
by gender and age; complaints data; board and submitted to the Public Sector Gender
and committee composition by gender; Equality Commissioner as part of your
and through the self-assessment process. Gender Equality Action Plan on or before
31 October 2021.
You may wish to download the Workplace
Gender Audit template from the
Gender Equality Commission website.
37 Respect and Equality in TAFE: Victorian guideYou can also read
