Our Watch Institute

The conversations we have at work can have an impact long after clocking off for the day. We're here to help your team promote safety and respect, at work, at home and in your communities. Reach out to find out how we can partner with your business: https://bit.ly/3RhWW3N [Alt: A photo of a young woman working in construction. Text on top of the image reads: The average person in Australia spends 1707 hours at work a year [Source: OECD Employment Outlook 2023]. This gives workplaces a unique opportunity to challenge gender inequality.]

"I think it's like pretty much any workplace, having that bit of balance [in gender equality] can really improve the job site. When diverse groups of people come together, it can work actually work so well." https://ab.co/4bDTuZ4

Tomorrow is International Women’s Day! This year’s theme is March Forward – a great opportunity to reflect on how workplaces can promote gender equality and drive meaningful change. How will your workplace #MarchForward in 2025? #InternationalWomensDay2025 #MarchForward [Alt: A series of PDF tiles. 1: Cream and purple text on a navy background: International Women’s Day 2025, March Forward. What does that mean to you? Purple illustration of a group of people. 2. A photo of Cara Gleeson, Director of the Our Watch Institute, smiling at the camera. A quote underneath that photo: ‘March forward’ means that the next generation can grow up safe and equal without fear of abuse and harm. Prevention can help make this a reality. 3. A photo of Sharon Pask, Workplace Lead at the Our Watch Institute, smiling at the camera. A quote underneath that photo: ‘March Forward’ means working together to build a safer future for all women. When we work together, we can achieve anything. 4. Navy text on a purple background: How can your business march forward in 2025? A navy and cream illustration of two people high-fiving. 5. Purple and cream text on a navy background: Conduct a pay audit, making note of any factors that may contribute to a gender pay gap. That can include pathways to promotion for part-time workers and parental leave policies. A purple illustration of documents, a magnifying glass and a gear. 6. Navy text on a cream background: Train your staff to understand what gender inequality can look like in the workplace. Empower them to speak up! Purple illustration of a megaphone. 7. Navy text on a purple background: Champion flexible working arrangements. Women are more likely to work in part-time or flexible roles, which is why supporting workers in these roles is an important part of having an equal workplace. A cream illustration of a laptop with three figure in a call.]

Positive duty isn’t just a legal obligation. It’s an opportunity to transform your business, to help your team thrive and to change the story of violence in Australia. Hear more insights from Cara Gleeson, Director of the Our Watch Institute, on the Not In My Workplace podcast: https://bit.ly/4i5JQ3S

From helping your business understand Positive Duty laws, to strengthening your workplace culture, the Our Watch Institute can help you reach your goals. Reach out for tailored support from experts in gender equality: https://lnkd.in/gijTh_8A [Alt: A photo of Sharon Park, Cara Gleeson and Mike McEvoy smiling at the camera. Underneath, cream text on a navy background: How can the Our Watch Institute support your business? A checklist reads: Staff training, policy reviews, policy development, pulse checks, implementation support.]

Under Positive Duty laws, employers must take steps to prevent workplace sexual harassment. [Alt: Cream tile with navy text: In 2023, laws changed to require employers to prevent sexual harassment at work. Only 60% of workplace leaders were aware of these changes. Underneath an illustration of ten figures, six in purple and four in navy.]

FW’s multi-award-winning podcast There’s No Place Like Home returns for an unforgettable third season: After she leaves. When we speak about domestic abuse and family violence, there is one question victim-survivors are asked again and again. “Why didn’t you just leave?” Join our new host Tara Rae Moss as she shares the real stories of real victim-survivors who’ll reveal how, sometimes, that’s just as dangerous - and explore solutions to keep the next person safe. There’s No Place Like Home: After she leaves drops weekly from March 4, 2025. If you or someone you know needs help, call 1800RESPECT. In an emergency, always call 000. There’s No Place Like Home is a podcast by FW, made in collaboration with Commonwealth Bank which is supporting long-term financial independence for victim-survivors through CommBank Next Chapter. No matter who you bank with, if you’re worried about your finances because of domestic and family violence, you can contact CommBank’s Next Chapter Team on 1800 222 387 within Australia or visit https://lnkd.in/g_h5qHsB.

What can you expect from a training session with the Our Watch Institute? Expect thought-provoking discussions and tailored strategies to help drive change in your business and industry. Reach out for an obligation-free quote today: https://bit.ly/3RhWW3N [Alt: Navy text on a purple background. Quote from an Our Watch Institute partner: "A really well-organised and thought-provoking session."]

How does taking action against violence against women benefit businesses? Our Watch Institute Workplaces lead Sharon Pask shares her thoughts below. Make your businesses one employees are proud of. Partner with us today: https://lnkd.in/gijTh_8A [Video description: Sharon Pask sits on a chair in front of a purple background, speaking directly to camera.]

Taking an intersectional approach strengthens culture, attracts diverse talent and results in happier, more productive employees. We're here to help you take action. Reach out for a free quote today: https://lnkd.in/gijTh_8A [Alt: One page document post. Title: How can we make workplaces safer for everyone? Body text: Businesses need to take an intersectional approach that acknowledges how different parts of someone’s identity, such as their gender, race, age, sexuality and more, can impact their experiences. There are many actions you can take, including: Having a diverse leadership team who can understand their employees experiences. Customising training addressing the challenges diverse groups experience. Including employees from all backgrounds in policy development. Regularly auditing practices and policies to make sure all your employees are represented and protected.]