16 Days of Activism: The role of workplaces in primary prevention of violence against women

The case for gender equality goes beyond compliance, improved performance and greater profitability. It goes beyond representation, beyond fairness, and certainly beyond any idea of ‘political correctness’ or a ‘woke agenda’.

For me, the case for gender equality is simple: the strong and consistent link between gender inequality and levels of violence against women. Gender inequality, and disrespect and devaluing of women is the social context in which violence against women occurs. According to Selim Jahan, Director of UNDP Human Development Report Office;

“Violence against women and girls is both a cause and a consequence of gender inequality.”

In 2024, when a woman is murdered at the hands of a male perpetrator every four days in Australia, this should be a compelling case for action. If that headline statistic isn’t enough to stop you in your tracks, here are a few more from Our Watch:

• 1 in 2 women has experienced sexual harassment, and 1 in 4 women has been sexually assaulted at work
• 1 in 3 women has experienced physical violence by a partner, a known person, or a stranger since the age of 15

• the estimated cost of violence against women to the Australian economy is expected to reach $323 billion by 2044-45.

When we act against gender inequality and actively promote and embed gender equality in our workplaces, we are acting to prevent violence against women – this is what we call primary prevention.

Violence against women is entirely preventable. We can prevent this violence by changing the underlying social conditions that produce, drive, and justify violence against women.

Change the Story is Australia’s national framework for the prevention of violence against women, setting out the gendered drivers and corresponding essential actions below that we need to take. Importantly, these essential actions require a whole-of-community approach to primary prevention – from workplaces and businesses, to schools, sporting clubs and the media.

The gendered drivers of violence against women

1. Condoning of men’s violence against women 
2. Men’s control of decision-making and limits to women’s independence in public and private life
3. Rigid gender stereotyping and dominant forms of masculinity
4. Male peer relations and cultures of masculinity that emphasise aggression, dominance and control

The essential actions to prevent violence against women

1. Challenge the condoning of men’s violence against women
2. Promote women’s independence and decision-making in public life and relationships
3. Build new social norms that foster personal identities not constrained by rigid gender stereotypes
4. Support men and boys in developing healthy masculinities and positive, supportive male peer relationships
5. Promote and normalise equality in public and private life
6. Address the intersections between gender inequality and other forms of systemic and structural oppression and discrimination, and promote broader social justice
7. Build safe, fair and equitable organisations and institutions by focusing on policy and systems change
8. Strengthen positive, equal and respectful relations between and among women and men, girls and boys, in public and private spheres.

What do these essential actions look like in a workplace context?

The good news is that many of these actions may already be in progress in your organisation. Champion them, put resources behind them, and look for additional opportunities to promote gender equality in your workplace.

Workplace actions could include: 

• implementing a gender equality action plan or strategy
• reviewing policies from a diversity and inclusion lens
• supporting women to take up leadership and decision-making positions – especially CARM women in leadership
• reviewing access to paid parental leave and flexible work for employees with caring responsibilities
• providing paid family and domestic violence leave
• challenging gendered expectations about the roles of men, women and non-binary people in the workplace and the home
• centring the voices of marginalised people at work.

It is true that ‘only’ taking action to address gender inequality through gendered norms, stereotypes and representation will not end violence against women. The most effective action to end violence against women is for perpetrators to stop.

However, promoting gender equality benefits all of us. It leads to more inclusive workplaces, more inclusive teams, and unlocks the talent of more than 50 per cent of the population. Whole-of-community approaches – that recognise the different roles that workplaces, governments, schools, sporting clubs, and the media need to play – are key to tackling this wicked problem.

There is a reason that we start the 16 Days of Activism on the International Day for the Elimination of Violence Against Women (25 November) and end on International Human Rights Day (10 December) each year. Violence against women is a serious violation of human rights and deserves our immediate and unreserved attention.

Violence against women is preventable – and we all have work to do.