Gendered violence online and offline needs more attention in schools – by schools
On November 25, the United Nations International Day for Elimination of Violence Against Women signalled the start of 16 Days of Activism against Gender-Based Violence, leading up to Human Rights Day, December 10.
The UN Women website states that:
Discrimination against women and girls, and violence as its gravest manifestation, remains alarmingly high in every sphere of their lives, across physical and digital spaces alike. Each year, 245 million women and girls aged 15 and older experience physical and/or sexual violence perpetrated by a current or former intimate partner.
Discrimination in the digital realm is widely problematic
Artificial intelligence (AI) technologies and other digital tools are increasing current patterns of violence and contributing to emerging forms of abuse, such as image-based sexual exploitation, deepfakes and coordinated online harassment.
Australia’s eSafety Commissioner has commenced enforcement action against a UK-based technology company providing “nudify” tools (apps) that generate AI-produced sexual exploitation material of Australian school children.
These apps allow users to upload photos of real people — including students and school staff— and have been attracting around 100,000 visits per month from Australia.
Whilst preventing AI apps is a key victory to stop digital discrimination, there are still major steps that are being rejected or ignored relating to workplace psychosocial injury and the effects of domestic violence.
Some employers are consciously rejecting the reality and gravity of the problem
The Workplace Gender Equality Agency (WGEA) note:
“Employers have a legal responsibility to protect their employees from family and domestic violence in the workplace. They must create an environment that is safe and promotes equality.
- The workplace may be a safe place or refuge for employees experiencing violence. Or, it may be the place of ongoing violence via phone calls, emails, texts or stalking. This can put both employees and their colleagues in danger.
- Violence may impact employees’
- performance and productivity, causing employees to take leave or feel distracted, anxious or tired
- ability to get to work.
Violence can cost businesses, as a result of illness or absenteeism, employee turnover, reduced productivity and possible legal liabilities.”
Throughout bargaining with employers across the Catholic sector and other large, prestigious independent schools, the IEU encounters employers who are openly rejecting claims for safer workplaces and provisions for employees to cope with violence in any form.
The IEU has had some wins in bargaining relating to Mental Health First Aid officers at all schools, Fatigue Management Guidelines, and education and training.
Even if provisions are made in Enterprise Agreements (EA), victims fleeing domestic violence may not be cognitively capable of using these — they are more likely to be finding safety for themselves and family.
Members of the IEU should take action to discuss domestic violence policies/provisions at their school with colleagues and work collectively with their IEU Organiser (and Industrial Officers) to bargain for these provisions in their EA.
If you have any questions relating to provisions in your EA, contact our office: 8410 0122 or enquiries@ieusa.org.au
Sources:
https://www.unwomen.org/en/news-stories/statement/2025/11/call-to-action-unite-to-end-digital-violence-against-all-women-and-girls
https://www.unwomen.org/en/articles/explainer/what-is-the-manosphere-and-why-should-we-care
https://www.esafety.gov.au/newsroom/media-releases/esafety-moves-against-services-used-to-nudify-australian-school-children
https://www.wgea.gov.au/take-action/family-domestic-violence
https://www.fairwork.gov.au/leave/family-and-domestic-violence-leave/employer-guide-to-family-and-domestic-violence
