Draw a policy: Accessible family violence policies can be life-changing

The Fair Work Commission has stipulated that all employees are entitled to up to 5 unpaid family violence leave days per year. This is a critically important step that increases both the safety and the financial security of victim/survivors. However, effectively communicating those policies, particularly to a diverse work force, can be challenging. In today’s post, Hannan Amin of Good Shepherd Australia New Zealand (@GoodAdvocacy) provides important guidelines for ensuring employees can understand their leave entitlements when experiencing family violence. This analysis was originally published by the Community Services Industry Alliance and can be read in its original form here.

Family Violence policies are great, but only for those who know about them and can understand them. For people whose first language is not English, or for people who have low literacy, policies need to be presented differently. Thinking creatively can potentially change lives. Let’s look at a few thoughts to get the conversation started.

All employees have a right to family violence leave, but without effective communication many remain unaware of their rights, potentially compromising their safety and financial security. Photo by Ketut Subiyanto at Pexels.

Family violence impacts Culturally and Linguistically Diverse (CALD) communities too, but how do they know where to go or what to do if they can’t read or comprehend the organisational policy? Is it available in their first language, or can they access an interpreter? Are their needs considered to let them know how their workplace can support those experiencing, or even perpetrating, family violence? Interpreter access for support services should be made available.

A second consideration for workplaces is to have their family violence policies translated in languages representative of the workforce and/or customer base. This is an action which may break down existing barriers to accessing services, while also indicating a more inclusive workplace, regardless of whether the policies focus on staff or customers.

Statistically, two thirds of women in the workforce are experiencing family violence. Organisations therefore need to consider the best ways of making support available and facilitating the conversation. To encourage disclosure, organisations can provide a simple FAQs section regarding the family violence policy, to address pressing questions victim survivors may have in plain, accessible language. Questions should indicate there is an understanding of potential barriers to disclosure, including fear or worry. For example, answering pertinent questions like, “Will I lose my job if I let my employer know?” Many do not disclose for fear of losing their jobs and source of income.

Providing a quick-glance summary of support that the organisation offers to its staff impacted by family violence can help staff find out more information quickly and easily. A brief outline followed by a detailed document written in simple, easy-to-understand language is another consideration for organisations.

A final thought is to consider presenting the policy differently. Story telling is part of many cultures. Perhaps the family violence policy can be in story form, in a video or even a picture format. It can follow the experiences of an employee who tells her story of experiencing family violence, and how the organisation supports her. She finds the policy accessible, and it guides her in the process to disclose and receive support. She is able to safely and confidentially disclose to her manager, access specific available leave, and flexible working arrangement options to attend court, look after her children, and remain safe. Such a method of illustrating the policy may also be helpful for managers and other staff to illuminate what successful support looks like.

In a high-tech world perhaps it’s time to think how to present family violence policies differently, in a video or a story. A picture speaks a thousand words, perhaps it can say what the family violence policy couldn’t because it remained unread. After all, isn’t changing or saving a life the intended outcome of the policy?

Hannan Amin provides bespoke corporate training in family violence and financial security as part of Good Shepherd’s advisory offerings.

 This post is part of the Women's Policy Action Tank initiative to analyse government policy using a gendered lens. View our other policy analysis pieces here.

Posted by @SusanMaury