2. The Workplace Accreditation Program recognises workplaces that are taking active steps to prevent and respond to violence against women, accrediting them as a White Ribbon Workplace. White Ribbon Workplaces are centres of respect and proactivity in relation to the safety of women in the workplace. This program strengthens our organisation’s stance in relation to anti-bullying legislation.

3. A way for CHCLC to formally acknowledge that Family Violence occurs across all cultural, religious and socio-economic groups and our staff and volunteers are not immune Obligation for CHCLC to provide safe and inclusive work environment for women Commitment to our clients that we can “Walk the Talk”

4. Improve office safety and morale Increased staff knowledge and skills to address family violence and bystander behaviour Improved retention rate Improved work productivity and reduced sick days Becoming an employer of choice To provide a safe and respectful workplace

6. Statement of Commitment-signed by Committee of Management Baseline Survey-All staff and volunteers Criterion (Standards) Training Events and public profile Follow up Survey Accreditation Standard One: Leadership & Commitment Standard Three: Responses to Violence against Women Standard Two: Prevention of Violence against Women PD’s, Interview Guides, Annual Report, Functions and Events & Operational Plan Training, Zero Tolerance, Visual displays, promotion & communication strategies Referral Kit, Code of Conduct, Exit Interviews

7. Prevention of VAW starts with creating a culture of gender equality, promotion of respectful relationships and increasing awareness of the issue of VAW and its impacts. Our communication strategy includes information on: the extent of VAW ways men can take action how to create a safe environment in which employees can disclose where to find key policies and procedures Regular and consistent messages were required to reinforce the policy of zero tolerance to VAW. This was done through internal email/intranet, workplace posters, brochures, etc. CHCLC Email Banner "Promoting respectful relationships & zero tolerance of violence against women"

9. WHG-Prevention of Violence Against Women Domestic Violence Resource Centre-Responding to Violence Against Women- Training for Managers-Lisa & Glen White Ribbon-E Learning-understanding Men’s Violence Against Women Volunteers included: Administration/Reception Private Lawyers Committee of Management Students The White Ribbon E-learning course has become part of induction for all new Staff and Volunteers

10. Baseline survey- Identified that sexist jokes may not be of a concern Some people had a limited understanding of Violence Against Women and were not sure if for example financial abuse was family violence Follow-up- survey- Sexist jokes not appropriate Much better understanding of Violence Against Women and the behaviours that constitute family violence Positive experience for CHCLC Staff & Volunteers Staff feel like they have a safe workplace- (identified in an exit interview) Only CLC so far to become White Ribbon Accredited Demonstrated commitment to our clients and staff that CHCLC has a zero tolerance of violence and can Walk the Talk

11. A free community ten pin bowling event Pins represent the incidences of family violence women in the state of Victoria have suffered in the previous year. It is designed to coincide with International Women’s Day (IWD) as a means of celebrating women’s achievement whilst remembering the inequalities many still face. Supported through the Ballarat Family Violence Prevention Network, Ballarat Lanes Ten Pin Bowling and 103.1 Power FM. Male WR ambassador to MC

12. Information stall at Stockland Wendouree in conjunction with Grampians Integrated Family Violence Committee A joint funded project between Grampians Integrated Family Violence Committee. The elephant was displayed at CHCLC, CAFS and Stockland

13. Family Violence Duty Lawyer-Ballarat Magistrates’ Court-ongoing Family Violence Duty Lawyer-Ararat & Stawell Magistrates’ Court- 2015-2016 Financial Counselling for Women Affected by Family Violence 2015- 2016 Community Legal Education-ongoing White Ribbon Campaign-November 25 th each year

14. Review and updates of Policy as necessary Promotion of the White Ribbon Workplace program Work collaboratively with other organisations on FV projects Continue to be an employer of choice-Importance of gender equality especially amongst professional staff ie lawyers Working groups, sub-committees mix of male and female staff or volunteers Actively participate in White Ribbon campaign Ongoing training/PD CLE –Family Violence, Bullying, Sexting and Sex and the Law for young people

15. Your attendance today is greatly appreciated. We hope this presentation has been helpful.