Why should our club invest in domestic and family violence (DFV) training?
Training helps employers create a safer, more supportive workplace. Staff are more likely to disclose concerns to someone they trust at work, so equipping your team with the right knowledge ensures your club can respond appropriately, confidently and respectfully.
What type of training is most suitable for our club?
It depends on your needs. Many clubs start with awareness sessions for all staff, followed by deeper workshops for managers or designated support staff. Options range from short online modules to full-day in-person training. A mixed model is often the most effective.
How can managers support an employee who discloses they are experiencing violence?
Managers don’t need to be experts. The key is to listen, believe them, maintain confidentiality, and respond with care. Provide information about internal supports and external services, and avoid pressuring them into any decisions. Your role is to create safety, not to “fix” the situation.
What policies should our workplace have to respond to DFV?
At minimum, workplaces should have a clear DFV policy outlining:
- how employees can seek support
- leave entitlements
- confidentiality and safety planning procedures
- the roles and responsibilities of managers
A good policy ensures consistency and reduces uncertainty for both staff and leadership.
What resources can we share with staff if they need help?
Employers can offer a range of tools, such as:
- information sheets on recognising DFV
- reflection tools like My Safety Kit for staff unsure about their situation
- guidance resources like Follow My Lead to help colleagues respond safely
- contact details for legal, counselling and emergency services
These resources empower staff to access help privately and safely.
What should we do if harmful or abusive behaviour occurs within our workplace?
Workplaces should have clear reporting pathways, disciplinary processes and support options. Tools like I Am. I Can. can help individuals reflect on their behaviour, but employers must also take appropriate action to uphold safety, company values and legal obligations.
How do I know if our workplace is doing enough?
A strong workplace response includes:
- trained staff and managers
- accessible policies and procedures
- regular communication and awareness
- safe, confidential pathways for support
- partnerships with reputable training provider
Review these elements regularly to ensure they remain relevant and effective.
How can we build a supportive culture beyond formal training?
Culture is created through everyday actions. Employers can:
- model respectful behaviour
- openly promote available supports
- encourage ongoing learning
- embed year-round awareness, not just during campaigns
- create safe spaces for staff conversations
A supportive culture helps employees feel valued, protected and respected.