#16DAYSOFACTIVISM

This 16 Days of Activism CEOs for Gender Equity will be campaigning for preventative measures to be taken against family and domestic violence, with a particular focus on the role of the workforce. Here, CEOs for Gender Equity member and non-member CEOs can find FDV prevention strategies utilised by CGE CEOs and ways in which to get involved with the #16DaysofActivism campaign.

November 25th -December 10th

In May this year, the Premier Mark McGowan, the Minister McGurk, Minister for Women's Interests; Prevention of Family and Domestic Violence; Child Protection; Community Services; and Graham Kerr, Chair of CEOs for Gender Equity, co-hosted a CEO Roundtable for the prevention of family and domestic violence in Western Australia at Hale House.

What can employers do?

Together we recognise the role of leaders influencing change. We also know that the influence of leaders in their workplaces can also impact society. The first step is to develop a FDV policy and strategy for the workplace that includes paid FDV leave – ten days. There is a role to play in the prevention and early intervention of FDV by partnering with community based providers who rely on best practice and evidence based programs, to provide expertise, such as:
- Stopping Family Violence (SFV), the peak body for men's behavioural change in Western Australia.
- Australia's National Research Organisation for Women's Safety (ANROWS) is a national research clearinghouse for research and good data, evidence based research.
- LifelineWA who offer FDV training for workplaces.
- OurWatch. (share this video)
- The Fathering Project.
Other strategies shared by the CEO Roundtable guests include:
- Addressing workplace culture to be more inclusive and respectful:Calling out inappropriate behaviours eg in the workplace or on social media.
- Keeping awareness high, linking fundraising to FDV causes.
- Linking the completion of engagement and wellbeing surveys to a corporate donation to a relevant women-focused charity.
- Focusing on mental health and wellbeing .Employing more women which brings workplace bullying to the attention of workplaces. Same offenders have typically bullied other men, but men did not report.  
- Adopting a zero tolerance to sexual harassment.
- Influencing staff culture, defining what respect means, understanding what respectful behaviour looks like.

Join the campaign

Along with the above steps, CEOs for Gender Equity has compiled social media graphics and suggestions for ways to join the #16DaysforActivism campaign.

The colour orange
Orange is the colour of the 16 Days movement. This can be used on social media, the company website (e.g. turning the website orange or developing a page or banner), or to decorate in or around the company offices. Employees could be encouraged to wear orange during the 16 Days to show support for the campaign.

Social media
Posting to social media about this issue on personal or company pages will raise awareness. CEOs for Gender Equity has compiled graphics optimised for Twitter and LinkedIn, our preferred channels, which we encourage the use of. We have included a statement of commitment from Graham Kerr, South32, along with templates in which CEOs may enter their own statements of commitment. Other websites on which 16 Days graphics can be found include 16dayscampaign.org and UN Women.

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