A tailored approach to Domestic and Family Violence or Sexual harassment in an organisation’s procedures and policies demonstrates a commitment to the well-being of its employees and a dedication to creating a safe and respectful work environment for everyone.  Generic, one-size-fits-all policies may not adequately address the unique challenges and sensitivities related to these issues.

Here are some reasons why a customised approach is crucial:

Understanding the Specific Context: Different organisations operate in diverse industries and have their own work cultures. A tailored approach allows the policies to align with the specific context of the organisation, ensuring that the measures put in place are relevant and effective.

Respecting Diversity and Inclusion: A customised approach acknowledges and respects the diversity of the organisation’s staff. Policies that consider the needs and experiences of all employees create a more inclusive and supportive environment.

Addressing Legal and Compliance Requirements: Laws and regulations related to Domestic and Family Violence or Sexual harassment in Australia have seen recent significant changes. Tailoring policies ensures that the organisation complies with laws and protects both the employees and the organisation from legal risks.

Increased Awareness and Training: Tailored policies enable organisations to provide specific training and awareness programs for their employees. This can help increase understanding and empathy while fostering a safer and more supportive workplace.

Creating a Safe Environment: Employees who have experienced domestic violence or harassment may feel more comfortable seeking help and support if the organisation has policies in place that are sensitive to their needs. This can lead to a safer environment for all employees.

Preventing and Responding Appropriately: Tailored policies can outline clear procedures for supporting and responding to employees impacted by Domestic and Family Violence or workplace Sexual harassment. This can help by supporting the impacted person or preventing sexual harassment incidents from occurring and ensure that appropriate action is taken if they do.

Supporting Victims and Survivors: By understanding the unique challenges faced by victims and survivors, organisations can provide better support, such as access to resources, counselling services, or flexible work arrangements.

Building Trust and Reputation: An organisation that takes these issues seriously and has well-crafted policies and procedures in place is more likely to gain the trust of its employees, customers, and stakeholders. This can have a positive impact on the organisation’s reputation.

WorkHaven has extensive experience in creating DFV and sexual harassment policies, procedures and leader guides across the government, corporate and community sectors. If you would like some assistance or guidance, please reach out via email at [email protected] or by calling 07 3315 6635.