Description: The Barring Djinang Aboriginal Cultural Capability toolkit supports
public sector workplaces to build their capability to attract, recruit,
retain, support and develop Aboriginal staff at all levels.
Potential uses and limitation: Its aim is to strengthen the cultural capability of managers and staff, as well as the cultural safety of public sector workplaces for Aboriginal employees.
Where it comes from: VPSC (Victorian Public Sector Commission)
Description: What does it mean, and what does it cost, to make a complaint? This question is at the heart of Sara Ahmed’s research into institutional power and forms the basis of this lecture. Ahmed has embarked on a new research project, outside institutional academia, that was sparked by the bruising experience of trying to improve the university’s complaints process. Her new study, drawing on oral and written testimony from dozens of complainants, has much to teach us about the structures and mechanisms of institutional power. It’s a timely topic during this moment of reinvigorated feminism and reports of systemic harassment on Australian university campuses.
CONTENT WARNING: Some of the case studies involve descriptions of sexual harrasment and sexual assault.
What's the evidence base for this resource: In 2016 the acclaimed British-Australian academic resigned from her prestigious post as Professor of Race and Cultural Studies at Goldsmiths, University of London. Her resignation was in protest against the university’s failure to address the problem of sexual harassment. This lecture presents findings from her subsequent ongoing research with people who have made complaints in University settings.
Potential uses and limitation: While Ahmed's research focussed on Universities, the themes are relevant to any large institutions that involve hierarchical structures and power imbalances between staff members. It raises crucial questions about the limitations and pitfalls of institutional complaint mechanisms, and how the person raising the complaint is often let down or, worse, targetted for further mistreatment.
Where it comes from: Lecture presented at the Wheeler Centre, Melbourne 2018.
Description
Written for women working in anti-violence fields (e.g. domestic violence, child abuse, sexual assault). Uses a strong gender lens and the specific challenges for women workers in these fields.
What's the evidence base for this resource
Based on the author's 8 months of consultations with expert workers in the sector, the Canadian National Advisory Committee on Family Violence. The author was contracted by the Centre for Research on Violence Against Women and Children in London, Ontario, The University of Western Ontario, to produce this report for the Family Violence Prevention Unit, Health Canada.
Potential uses and limitations
The resource is intended for women workers in anti-violence work. Some of the content is also quite specific to the Canadian context. Also note that the publication date is 2001.
Covers topics ranging from individual self-care practices, to organisational strategies. The uniquely feminist perspective, with an emphasis on gender and social justice, sets this apart from many other trauma related resources. The section on organisational strategies includes sections on:
Feminist Philosophy
Social Justice
Organizational Structure
Staffing
Human Resources Policies and Practices
Training
Administrative and Support Staff
Hiring
Orientation and Training
Personal Relationships of Staff
Supervision
Retreats and Celebrations
Exiting Gracefully
Where it comes from
Published by National Clearinghouse on Family Violence, Canada. Some of the content does apply specifically to the Canadian context.
Description: A collection of Resources to challenge Gender-Based Violence in the workplace.
Includes information sheets, videos, industrial resources and training resources that can be used in your workplace.
https://saferespectfulworkplaces.com/
What's the evidence base for this resource: Based on the experience of union organisers who have fought for action and change on gender based violence in Australian workplaces. The training resources are developed by union trainers, who are continually revising the material based on feedback from workers in training sessions and current best practice.
Potential uses and limitations: Useful where gender based violence has been identified as a problem in a workplace. Can be used to initiate discussions, deliver training, or organise for industrial change (for example, having gender based violence recognised in workplace agreements). Union delegates and HSRs may find these resources particularly useful.
Where it comes from: Victorian Trades Hall.
Description: This set of Supervisory Guides provides advice on creating trauma informed workplaces that are disability inclusive for both staff and clients.
The four themes covered are:
Part 1: Hiring
Part 2: Onboarding New Staff
Part 3: Supervision
Part 4: Supporting Staff with Boundaries and Safety
Downloadable from the Boston Area Rape Crisis Center website.
What's the evidence base for this resource: These are practice based resources, developed from the experiences of partner organisations.
Potential uses and limitation: They are best used along with in-person, interactive training to allow executive leadership, human resources, and supervisors the opportunity to practice skills and discuss challenges and ideas with each other. Particularly helpful to support supervisors prepare for conversations about both accessibility and vicarious trauma with new staff members.
Where it comes from: US based coalition MASS (Movement for Access, Safety & Survivors),
Description: A clearly described set of communication principles aimed at promoting transparency and shared power in decision making.
What's the evidence base for this resource: Based on practice experience/wisdom the organisation. The guidelines are explicitly based on an
ethical commitment to respectful communication, rather than a positivist
evidence based or clinical approach.
Potential uses and limitations: A simple, useful guide where communication from leadership, or within teams, is identified as a problem.
Where it comes from: Developed by the Vermont Network Against Domestic and Sexual Violence .
The guidelines have been made available by the US VTT site