Gender-based Violence Prevention and Response Plan
Introduction
The Switch is committed to ensuring that our environments are places where all residents and staff feel safe, respected, and supported. Gender-based Violence has no place at The Switch, and through our Gender-Based Violence Prevention and Response Plan the Switch pledges to lead with accountability, transparency, and purpose in preventing violence and supporting those affected.
The Plan represents The Switch’s commitment to systemic, long-term cultural change. It strengthens governance, enhances support
services, and centres the voices of diverse cohorts across the The Switch Community, particularly those who are disproportionally affected by Gender-based Violence, including women, First Nations people, culturally and linguistically diverse communities, people
with disability, and people of diverse sexual orientation and gender Identity. Through combined efforts across our environment, The Switch will remain a safe, welcoming, and inclusive place for all.
Background
Below is a brief overview of initiatives introduced by Universities Australia, the Australian Human Rights Commission, and the Australian Government aimed at addressing gendered violence in Australian universities, all of which have influenced The Switch in this area.
2016 - Respect.Now.Always.
Universities Australia released the Respect. Now. Always initiative in 2016 - a sector-wide program aiming to prevent sexual violence in university communities and improve how universities respond to and support those who have been affected.
2017 - Change the Course: National
Report on Sexual Assault and Sexual Harassment at Australian Universities In 2017, the Australian Human Rights Commission (AHRC) published the report Change the Course: National Report on Sexual Assault and Sexual Harassment at Australian Universities and was released with the result of the first survey.
2021 - National Student Safety Survey
Over October – December 2021, Universities Australia commissioned the second national student survey.
2022 - Respect at Work: Changes to the Sex Discrimination Act 1984 and the AHRC Act 1986
The Respect at Work Act is a law that was passed in Australia in 2022 that aims to protect workers from sexual harassment and other forms of discrimination in the workplace. The Act
makes important amendments to the Sex Discrimination Act 1984 and the Australian Human Rights Commission Act 1986. These changes were recommended by the Australian Human Rights Commission following its inquiry Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces.
2023 - Universities Australia Charter on Sexual Harm
On 17 November 2023, Universities Australia released a Charter on sexual harm to support the ongoing work universities and other organisations in the community do to address sexual
harm.
2024 - Action Plan to Address Gender- based Violence in Higher Education
On February 23, 2024, Education Ministers approved and released the Action Plan Addressing Gender-based Violence in Higher Education. This Action Plan acknowledges the critical role that higher education institutions must play in fostering the social change necessary to combat gender-based violence, as well as their specific responsibilities in creating safe environments for study, work and social interaction. The Action Plan increases the accountability of the higher education sector and the student accommodation sector for protecting and promoting the safety of students and staff through a number of actions, including the introduction of a National Higher Education Code to Prevent and Respond to Gender- based Violence (National Code) as a new form of regulation.
Defintions
Gender-based violence
Gender-based violence refers to harmful acts directed at an individual based on their gender. It encompasses a range of physical, sexual, psychological, and economic violence that occurs in both public and private spheres. This form of violence is rooted in gender inequality power imbalances, and societal norms that perpetuate discrimination against individuals based on their gender. Gender-based violence includes family and domestic violence (also known as intimate partner violence), sexual assault and sexual harassment. Gender-based violence can affect people of all genders. However, the term is most commonly used to refer to violence directed at women and girls, as it is most often perpetrated by men against women, specifically because of their gender.
Sexual assault
Sexual assault includes a range of behaviours, all of which are unacceptable and constitute a crime. Sexual assault occurs when a person is forced, coerced or tricked into sexual acts against their will or without their consent, including when they have withdrawn their consent. Sexual assault is never the responsibility or fault of the person who has been assaulted. It’s a misuse of power and it violates personal boundaries. Sexual assault is a crime and is often perpetrated by someone known to them. Sexual assault can happen to anyone of any age, gender, cultural background, sexual orientation or religious belief.
Sexual harassment
Sexual harassment happens when someone makes an unwanted sexual advance, asks for sexual favours, or behaves in a sexual way that would make a reasonable person feel uncomfortable, embarrassed, or threatened.
Some examples include:
- Unwanted touching, hugging, kissing, or staring in a way that makes someone feel uneasy.
- Making unwelcome jokes, comments, or gestures about someone’s body or personal life.
- Asking intrusive questions about someone’s relationships or sex life.
- Sending explicit pictures, texts, or emails.
- Pressuring someone to go on a date after they’ve said no.
Cisheternormativity
Cisheteronormativity is the assumption that being cisgender (identifying with the gender assigned at birth) and heterosexual (being attracted to the opposite gender) are the default or normal conditions for everyone. This belief reinforces traditional gender roles and sexual orientations while marginalising and invalidating non- cisgender and non-heterosexual identities. It contributes to the societal devaluation and discrimination against people who do not conform to these norms.
Approach
This whole-of-organisation approach prioritises the safety and support of residents and staff by ensuring response mechanisms and prevention initiatives are embedded across all of The Switch environments. As outlined in the Gender-based Violence Policy, The Switch provides trauma- informed reporting and response mechanisms through our General Managers at each of our locations. Student Accommodation represents a particularly important context, as residential settings can present distinct vulnerabilities. All The Switch staff receive specific training in responding to Disclosures and are integrated into the broader response framework with clear pathways to specialist support services. The Switch’s approach is set out accordingly:
A. Prevention and Training
We create safer spaces through secure access systems, good lighting, CCTV in shared areas, regular safety inspections and design that reduces blind spots. Our residents, staff, and contractor codes clearly prohibit gender-based violence, including sexual harassment, sexual assault, coercive control, stalking, and image‐based abuse. Events are planned with pre‐event risk checks, responsible alcohol service, trained hosts, clear escalation pathways, and safe transport options. We manage boundaries and power by declaring and addressing conflicts and power imbalances (e.g., staff–resident), with breaches handled under conduct procedures. Controls and messages are tailored for residents who may face greater risk, including First Nations residents, LGBTQIA+ residents, people with disability, international students, and under‐18s.
B. Reporting options and information sharing
A Disclosure is a way to seek support and information without starting a formal process; we prioritise safety planning and explain internal and external options so the person can choose next steps. A Formal Report may lead to an investigation and outcomes under resident or employment procedures, and anyone can report to police at any time. When information must be shared (for example with Security, WHS, HR, Legal, police, or child protection), we share only what is necessary and lawful and respect the person’s agency and choice wherever possible.
C. Response and support
We act quickly to assess risk and apply interim protections such as no‐contact directions, access changes, room moves, escorted access, or event restrictions. Residents receive practical safety planning, accommodation adjustments, and referrals to medical, counselling, and legal support, delivered in culturally safe ways. Employees and contractors can access the EAP and reasonable workplace adjustments. Where appropriate, we conduct fair, timely investigations, with outcomes that may include education, warnings, access restrictions, removal from events or sites, or termination of employment or residency. For under‐18s, child‐safe standards apply, required screening is in place, and mandatory reports are made when the law requires.
D. Records, privacy, and timeframes
We acknowledge new reports within 24 hours (or the next business day) and escalate urgent risks immediately. Records are secure and access‐controlled, and we report de‐identified trends for oversight. We retain and dispose of records in line with legal and policy requirements.
Gender-based Violence Prevention and Response Plan
Leadership
1 Leadership (from Executive-level, through to Managers, Team Leaders and student leaders) understand what drives gender-based violence and their responsibilities relating to prevention and response.
1.1 Leaders understand their obligations under relevant legislation and have up-to-date knowledge about relevant unlawful conduct.
1.2 Leaders are responsible for ensuring that appropriate measures for preventing and responding to relevant unlawful conduct are developed, recorded in writing, communicated to staff and implemented.
1.3 Leaders regularly review the effectiveness of measures to prevent and respond to gender- based violence and update The Switch community accordingly.
1.4 Leaders are visible in their commitment to safe, respectful and inclusive work and learning environments that value diversity and gender equality. They set clear expectations and role model respectful behaviour.
2 Strengthen, develop and implement policies that make clear that gender-based violence is unacceptable, acting against any violations of those policies, and taking allegations seriously, regardless of the seniority or status of the person against whom a claim is made.
2.1 People understand the guiding policy framework relating to gender-based violence prevention and response, and relevant policies – for both staff and residents – are clearly linked.
3 Be transparent in our approach to prevent and respond to gender-based violence.
3.1 Routinely capture and review incidents and complaints to inform continuous improvement.
3.2 Publicly report annually on prevalence, and prevention and response efforts related to gender-based violence.
4 Strengthen risk management considerations and processes related to gender-based violence.
4.1 Provide clarity and review suitability of WHS frameworks in addressing reporting on gender- based violence and consider that relevant unlawful conduct is an equality risk and a health and safety risk in order to take a risk-based approach to prevention and response.
4.2 Develop a whole-of-organisation position on the relationship between WHS and gender- based violence in principle, policy and practice.
Awareness
5 Establish a shared language and understanding of gender-based violence across The Switch.
5.1 Establish clear and consistent communications and messaging across all levels of The Switch to contribute to changing social expectations of behaviours and norms, and to break down barriers and stigmas for people experiencing – or who are at risk of experiencing – gender-based violence to seek help.
5.2 Participate in sector-wide awareness raising and education campaigns where appropriate.
Life at The Switch
6 Buildings and facilities are designed and reviewed to improve the experience of safety on campus.
6.1 Make improvements to buildings and facilities based on regular monitoring and feedback from The Switch community.
6.2 Consider and evaluate safety when designing new buildings
6.3 Review and consider safe spaces for residents and staff groups more likely to experience gender-based violence and that reflect the needs of The Switch community.
7 Actively partner with Universities, clubs and societies, and service providers to build prevention capacity, improve practice, leverage existing resources and, where applicable, share relevant data and information.
7.1 Review agreements and ways of working to align practice with the principles of this Plan and with legislation.
Training
8 Uplift training related to gender-based violence prevention by clearly educating and informing our communities of the drivers of gender-based violence, where and how to report concerns and incidents and how to best access support.
8.1 Uplift student and staff awareness of where to report and where to access support.
8.2 Develop a means to coordinate and communicate prevention actions across The Switch to ensure up-to-date practices.
8.3 Establish targeted trauma-informed training for key members of The Switch staff likely to encounter disclosures and ensure mechanisms to reduce the risk of vicarious trauma.
Response
9 Provide confidence that The Switch processes are fair, equitable and supportive in relation to gender-based violence through review and continuous improvement mechanisms.
Ensure that processes for investigating and resolving complaints follow procedural fairness and are timely and reduce the risks of causing further trauma for victim-survivors.