encouraged to promote safe workplaces by adapting workplace culture, practices and procedures. An accreditation framework was launched in July 2012 and will be piloted and evaluated over 16 months. The framework consists of three steps in which organisations participating in the pilot will be involved: Recognition—organisation is involved in the White Ribbon Ambassador program and commits to engage in the program. Accreditation—organisations working to bring about cultural change to prevent violence against women will self-assess against three standards: leadership and commitment; communication and training; practices and procedures. White Ribbon Workplaces leader—organisations are recognised as doing outstanding work to stop violence against women, in the organisation and the community. White Ribbon Australia has established a reference group of industry and sector experts, tested the accreditation framework with focus groups and an advisory group, and engaged with organisations and industry to encourage participation in the project. In September 2012, White Ribbon announced that an initial 18 organisations had committed to participating in the accreditation pilot. More information about the project can be found at . Employment-Related Policies and Guidelines—Collaborative Since July 2010, the Commonwealth Government has provided funding to the Australian Domestic and Family Violence Clearinghouse for the Safe at Home, Safe at Work? project to improve the knowledge and capacity of unions, employers and employer organisations to support employees experiencing domestic or family violence. This project aims to engage with Australian employers and unions to: inform them directly about domestic and family violence issues and the impacts for both workers and the workplace; build their capacity to support workers affected by domestic and family violence through the provision of training and resources; and examine ways to address this through collective bargaining. Key areas of work are to: develop a range of workplace provisions and practices to help people who have experienced domestic and family violence to remain in the workplace. This may include the negotiation of clauses in enterprise agreements which cover leave options, advance
encouraged to promote safe workplaces by adapting workplace culture, practices and procedures. An accreditation framework was launched in July 2012 and will be piloted and evaluated over 16 months. The framework consists of three steps in which organisations participating in the pilot will be involved: Recognition—organisation is involved in the White Ribbon Ambassador program and commits to engage in the program. Accreditation—organisations working to bring about cultural change to prevent violence against women will self-assess against three standards: leadership and commitment; communication and training; practices and procedures. White Ribbon Workplaces leader—organisations are recognised as doing outstanding work to stop violence against women, in the organisation and the community. White Ribbon Australia has established a reference group of industry and sector experts, tested the accreditation framework with focus groups and an advisory group, and engaged with organisations and industry to encourage participation in the project. In September 2012, White Ribbon announced that an initial 18 organisations had committed to participating in the accreditation pilot. More information about the project can be found at . Employment-Related Policies and Guidelines—Collaborative Since July 2010, the Commonwealth Government has provided funding to the Australian Domestic and Family Violence Clearinghouse for the Safe at Home, Safe at Work? project to improve the knowledge and capacity of unions, employers and employer organisations to support employees experiencing domestic or family violence. This project aims to engage with Australian employers and unions to: inform them directly about domestic and family violence issues and the impacts for both workers and the workplace; build their capacity to support workers affected by domestic and family violence through the provision of training and resources; and examine ways to address this through collective bargaining. Key areas of work are to: develop a range of workplace provisions and practices to help people who have experienced domestic and family violence to remain in the workplace. This may include the negotiation of clauses in enterprise agreements which cover leave options, advance
final_edited_report_2.docx