An intersectional approach to domestic and family violence in the workplace
An intersectional approach ensures that your workplace response is safe and inclusive for everyone.
What is an intersectional approach?
Intersectionality recognises that people’s lives are complex and some people face multiple and intersecting forms of discrimination. This discrimination may be due to gender, race, ability, sexual orientation, age and/or economic status.
An intersectional approach recognises that these different and overlapping aspects of a person’s identity can increase risk and lead to different experiences of violence.
Domestic and family violence (DFV) is not unique to a specific culture or community, however there may be power imbalances and stigma experienced by some communities which can increase DFV.
What we heard from Industry
CSIA held a series of conversations with Aboriginal and Torres Strait Islander people and Culturally and Linguistically Diverse people about how workplaces can respond in a culturally safe way to DFV in the workplace. As part of this consultation, Arrernte descendent Karen Dini-Paul held two focus groups with Aboriginal and Torres Strait Islander people in the Cairns region.
Here’s what we heard:
“Workplaces need cultural competence to create safety. Consider using a First Nations or culturally competent EAP provider.”
“Having a Reconciliation Action Plan shows your First Nations staff that you are taking meaningful action towards reconciliation and goes a long way to creating cultural safety.”
“Understanding the role of Aboriginal and Torres Strait Islander lore and culture in the healing and conflict resolution process is important in creating cultural safety.”
“There is a learning process for refugee or migrant workers who may be coming from countries where there is no legislation when it comes to DFV. Workplaces need to be aware of this.”
“Economic security through permanent employment for refugee and migrant women needs to be a priority.”
Resources you can use in your approach
Wiyi Yani U Thangani
The Wiyi Yani U Thangani project provides a framework for your organisation to enhance First Nations women and girls’ leadership, embed healing-informed practices, realise women’s cultural, language, land and water rights, unlock women’s economic potential and much more.
Understanding the role of law and culture in Aboriginal and Torres Strait Islander communities in responding to and preventing family violence
This important report from ANROWS provides understanding of how Aboriginal and Torres Strait Islander law and culture plays a role in healing conflict and a model for culturally appropriate responses. Aboriginal Law or Torres Strait Islander Law does not condone or contribute to family violence.
Working with women from culturally and linguistically diverse background who have experienced domestic and family violence
This quick and easy guide includes advice on creating safe and culturally aware spaces and referral options.
Take the LGBTQ Workplace Pledge
Take the LGBTQ workplace pledge by ensuring your DFV policy is inclusive of all genders and sexualities and providing LGBTQ friendly resources to your employees.
Supporting people with disability
People with disability are more likely to experience higher rates of violence. 1800respect has excellent information, safety plan and toolkit you can use to support people with disability experiencing domestic and family violence.
Preventing violence against older women
The Our Watch prevention handbook includes information and resources to ensure older women are safe, respected and included.
