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23 November 2021
Background to policy
The WWC SA is a community service that needs to balance accessibility, community safety and Work Health and Safety of all staff, volunteers, and management committee. Vaccination, along with masks, office hygiene, social distanced conversation, is the safest and most efficient way to prevent COVID-transmission and the WWC SA is committed to keeping all workers and volunteers safe as well as the community at large.
Emergency declarations that mandate vaccinations and isolation are often made with short notice to the public and for this reason, this policy will be regularly reviewed to ensure compliance with those declarations.
Vaccination policy for visitors who are eligible for the vaccination
All visitors, as of 23 November 2021, to the WWC must be double vaccinated against COVID-19 to enter the office space at Level 1 Station Arcade 52 Hindley Street Adelaide (“the office”). Where relevant and if eligible all visitors to the centre must have obtained their booster COVID-19 vaccine.
All vaccinations must be approved by the Australia government. For ease of reference here is a list of approved vaccinations: https://www.health.gov.au/initiatives-and-programs/covid-19-vaccines/approved-vaccines
Proof of Vaccine
Where an employee, volunteer or management committee member has invited a person to the Centre, it is their responsibility to ensure that the visitor has shown their proof of vaccination prior to entering the office. If possible, this should be done in advance of them attending the office.
Where a person unexpectantly visits the Centre, it is the responsibility of the staff member or volunteer that greets the person, to ask for proof of vaccination prior to them entering the wider office space. If the visitor cannot provide proof of vaccination, the staff member must ask the person to leave citing this policy and offer to provide a service over the telephone or online.
A copy of this policy must be provided to the walk in. A policy notice must be visible on the door.
We recognize that there are medical reasons why a person may not be able to receive a COVID-19 vaccination, or may choose not to in their circumstances, including because of protected attributes such as disability.
We will only accept evidence of an exemption where it is evidence by Australian Immunisation Register (AIR) to say the person has a medical contraindication.
Where a person who seeks to enter the WWC office and has a health exemption for the vaccination, where possible we will make alternative arrangements (online or telephone meeting) for that person or persons to meet with staff member or volunteer. Where an online or telephone meeting is not appropriate, then the staff member must meet with the Director and Work Health and Safety officer to discuss a strategy.
All fully vaccinated people visiting the office must always wear a mask for the duration of their visit, unless they have an underlying health condition that prevents them from wearing one.
Where a WWC SA worker or volunteer can socially distance themselves from the client or member of the public and they are located in a well-ventilated office, then the worker or volunteer can elect to remove their mask and allow the fully vaccinated client member of the public to do the same.
We recognize that for some clients, arranging an online or telephone meeting is difficult due to reduced digital literacy or not having the tools to do so (phone credit, a computer or smart phone). Where a staff member or volunteer identifies a digital barrier to an eligible but unvaccinated person accessing our service they must speak with the Director or WHS officer to discuss whether there is an alternative measure we can take to provide a service to them.
Thu, 25 November 2021
12:30 PM – 1:30 PM ACDT
In the first 12 years of their child’s life, most women’s careers, finances and ability to participate in the workplace is seriously undermined by the rolling inequities in law and public policy about parenting and family.
The Working Women’s Centre SA invites Professor Rae Cooper and Associate Professor Elizabeth Hill, two pre-eminent experts in the world of women, family, and work, to discuss how public policy and legislation effects women, work, and families.
We will discuss the big-ticket public policies that rule the first 12 years of parenting:
We are going to examine these public policies and laws and ask the following questions:
Associate Professor Elizabeth Hill
Elizabeth Hill is Associate Professor in political economy at The University of Sydney. Elizabeth is the Deputy Director of the new Gender Equality in Working Life Research Initiative at The University of Sydney and co-convenor of the Australian Work and Family Policy Roundtable. As a leading researcher on the future of women, work and care in Australia and the Asian region, she has collaborated on research into gender equality, work and care with leading national and international institutions, including the International Labour Organisation and UN Women. Elizabeth has served as a non-executive director on a number of non-profit Boards and is an experienced media commentator and advisor to government, unions, and business.
Her university webpage is https://www.sydney.edu.au/arts/about/our-people/academic-staff/elizabeth-hill.html
Professor Rae Cooper, AO
Rae is Professor of Gender, Work and Employment Relations at the University of Sydney Business School. She is Director of the newly formed University of Sydney Gender Equality in Working Life Research Initiative and is co-Director of the Women, Work and Leadership Research Group. Rae is President Elect of ILERA, is a past President and Executive member of AIRAANZ and is currently an editor of the Journal of Industrial Relations. Rae has published over 60 articles and chapters on industrial relations policy and legislation, trade unionism and collective bargaining, and women’s working lives. Her work has been funded by the Australian Research Council, state and federal government agencies, businesses and unions. Rae is known for her collaboration with labour market stakeholders having collaborated on research projects with key organisations including the AICD, ACTU, NSW Law Society, and the SDA. Rae has significant experience as a member of government and community sector boards and committees and has previously been a Director of the NSW TAFE Commission Board, Chair of the Board of Directors of Hearing Australia, Chair of the NSW Premier’s Expert Advisory Council on Women, and Chair of the NSW Working Women’s Centre. Rae was made an Officer of the Order of Australia in 2019 in recognition of her contributions to Australian higher education and workplace policy and practice.
The Senior Advocacy Officer is responsible to the Director. The role will require supervision of junior advocacy officers and volunteers to the Centre. The role will require the Senior Advocacy Officer to lead, in conjunction with the Director, campaigns, advocacy and fundraising projects that relate to the Centre’s objectives. Presently the Centre is engaged in advocacy and campaigning projects on the following issues:
The Senior Advocacy officer will be responsible (under the supervision of the Director) for the precarious work and sexual violence project and share collective responsibility for the other campaigns and advocacy projects. The Senior Advocacy Officer will also be expected to work with the Director to attract funding for the Centre and supervise fundraising activities.
In this role, every week will look different as you take on a diverse range of tasks as part of a small organisation. You will lead a team of energetic volunteers and drive advocacy projects to improve working conditions for women and vulnerable workers. You will work as part of a supportive and collaborative staff team to make a difference.
Any experience you have in event management, communications, campaigning, organising, fundraising, strategy or education would be useful for this role. Basic digital skills in programs such as WordPress, Canva and Zoom would be of use.
We know that sometimes the best people for the role may not fit the exact selection criteria.
To discuss this role, please contact Abbey Kendall, Director of the Working Women’s Centre SA on (08) 8410 6499.
The Morrison Government has been accused of ignoring another recommendation of the landmark Respect at Work report.
Working Women’s Centres were singled out by Sex Discrimination Commissioner Kate Jenkins as an essential service for providing support for victim-survivors of sexual harassment, but the future of two centres – in the Northern Territory and Queensland – is in doubt.
Nicki Petrou, Director, NT Working Women’s Centre
Abbey Kendall, Director, SA Working Women’s Centre
Helen Campbell, Executive Officer, NSW Women’s Legal Service
Cathy Van Extel
Duration: 7min 54sec
14 Oct 2021
The Working Women’s Centre SA, Level 1 Station Arcade, 52 Hindley Street
The venue is wheelchair accessible. The nearest disability access bathrooms are at the Adelaide Train Station.
Appointments will be held at the Legal Advice Clinic – City West Campus on:
To make an appointment please telephone WWC SA on 8410 6499 or complete the online form at:
In the wake of the Women’s Safety Summit, leaders of key sexual harassment support services in South Australia, Queensland and Northern Territory express disappointment at the government’s empty words about the need for holistic approaches to prevent violence against women. Working Women’s Centres are specialist women’s services which provide holistic advice, information and support for women experiencing workplace sexual harassment.
Despite the Morrison government’s emphasis at the Women’s Safety Summit on the importance of holistic community services, the Government made no commitment to implement Recommendation 49 of the Respect@Work Report and fund Working Women’s Centres as a standalone funding line.
Recommendation 49 of the Australian Human Rights Commission’s Report states ‘[that] Australian governments provide increased and recurrent funding to Working Women’s Centres to provide information, advice, and assistance to vulnerable workers who experience sexual harassment.’ The Sex Discrimination Commissioner, Kate Jenkins, recognised the unique holistic support provided by Working Women’s Centres: “We found they were uniquely the most effective, victim-centric model that could deliver support, advice [and] advocacy to women [across a] range of issues in their work.”
Despite this strong recommendation from the Sex Discrimination Commissioner, the Federal Government has continued to ignore Recommendation 49 and the suite of recommendations put forward in the Respect@Work Report. Recommendations required to drive the necessary cultural shift towards providing safer workplaces and societies for female citizens, and for some of its most vulnerable members.
Last month, Working Women’s Centre directors again wrote to the Federal Attorney-General Michaelia Cash asking for an update as to the progress of prospective funding under Recommendation 49. In a letter from the Attorney-General received on the eve of the Summit Roundtable discussions, the Federal Government stated it has done its part funding Recommendation 53 in relation to legal services and recommended that Working Women’s Centres compete for this money.
While some Working Women’s Centres may be eligible to apply for funding out of a general allocation for legal services, not all Working Women’s Centres are legal centres. Working Women’s Centres are uniquely valuable due to their holistic approach, focus on prevention and advocacy work. Legal services are one part of the solution and the Attorney-General’s response fails to recognise the unique role that Working Women’s Centres play in the workplace landscape. By ignoring Recommendation 49, and instead asking Working Women’s Centres to fight it out for a portion of the funding allocated for legal services, the Morrison government has failed working women who rely on Working Women’s Centres’ services.
Last week, Labor announced that if elected, the party would fund Working Women’s Centres around the country. While the Coalition government has accepted Recommendation 49, the recommendation has not yet been implemented by the government, along with many other recommendations which remain ignored.
With the NT Working Women’s Centre just months away from closing, Working Women’s Centres leaders are calling for immediate funding for the NT and Queensland Working Women’s Centres, and for a bipartisan commitment to fully fund Working Women’s Centres around the country.
Quotes attributable to Nicki Petrou, Director NT Working Women’s Centre:
“It was made clear at the Safety Summit that local based services were best placed to respond to the unique need in their own backyards, and yet this is not new to those on the ground. Instead, we have seen cherry picking and unilateral funding commitments without discussions with the states or territories as to what is required, without an understanding as to what is happening on the ground, who is providing what, what is the need.
The NT Working Women’s Centre will continue to operate until the end of the year- that is all we can say at this stage without funding security.
We do not want to see Territory women the casualties of a political funding battle especially when every minute counts for us right now. The Federal Government’s response feels like a huge cop out, after stringing us along for months…especially when they know our situation.”
“The need for this funding is urgent: there has been a national outcry against workplace sexual harassment and assault that we know occurs in every industry. We cannot delay this. The NTWWC do not want to start turning women away especially when as a society we are now encouraging women to come forward and share their story, to say enough is enough but not provide the support that is needed when it is needed.”
Quote attributable to Abbey Kendall, Director of SA Working Women’s Centre
“We have been fighting for funding recognition for the last 8 months and we welcome Labor’s pledge to sustainably fund Working Women’s Centres and ensure that all Australian women can have access to our world leading model of service, no matter where they work and live. Sexual harassment in the workplace should not be politicised.
“We need funding action from the Federal Government and bi-partisan support for our services. This is a no-brainer, the Federal Government have an opportunity to make their mark in the prevention of sexual harassment, and they can do it by funding a holistic, professional and trauma informed service that has a proven track record of improving the lives of Australian working women.”
Quotes attributable to Claire Moore, Acting Director of Basic Rights Queensland (Working Women’s QLD)
“Working Women’s Centres have proven our worth over many years. We support women to understand their rights and have access to the system to achieve outcomes when these rights have been violated. The struggle for effective funding has highlighted the unmet needs of women and the impact on their lives, their workplaces, and their families. The Respect@Work report acknowledged the need for these services as an integral element of the response to the systemic damage to women who are damaged by harassment, discrimination, and isolation. Their voices need to be heard.”
Save our Working Women’s Centres website:
07 Oct 2021
6.00 – 7.30pm
Minor Works Building (22 Stamford Court, Adelaide)
We are looking for a small team of volunteer Fundraising Ambarassors! The fundraising ambassadors will drive our fundraising efforts to help us reach our fundraising goal ($50,000 over the next 12 months). You will organise community engagement activities to help us fundraise and build our community of supporters. This will include helping to organise a large fundraiser event in April or May of 2022.
Are available to attend our Fundraising Ambassador Info Night at 29 SEP, 5:30 PM – 7:30 PM
Watch online here:
The recordings and transcripts of the event will be available after the summit.
“We don’t want a culture where we expect the onus to be on the victim or survivor and therefore make women take the first step and react to sexual harassment, as opposed to stopping it from happening in the first place,” says Kendall.”
Equal Pay Day was established to address the gender pay gap, the difference between women’s and men’s average weekly full-time equivalent earnings, expressed as a percentage of men’s earnings.
According to the Workplace Gender Equality Agency (WGEA), in 2021, the national gender pay gap is 14.20%, which means that Australian working women on average are paid $261.50 less than their male counterparts. What a disgrace!