What We Learned: Evaluating the Impact of Training for Respect

Evaluation Report: How we measured impact.

The Training for Respect project was independently evaluated by Dr Cristina Tambasco and Dr Rachel Bush to assess how effectively the initiative built capacity in Victoria’s adult education sector to prevent and respond to work-related gendered violence. The evaluation focused on key areas of implementation, sector engagement, outcomes, and sustainability.

This 18-month project—led by Women’s Health in the South East in partnership with Women’s Health East, Women’s Health Goulburn North East, Our Watch, Jesuit Social Services (The Men’s Project), ITECA and the VTA—delivered training, resources, and systems change strategies to improve safety, respect, and equity in Victorian TAFEs and RTOs.

The evaluation demonstrates that Training for Respect is a successful example of a co-designed, cross-sector prevention initiative with real-world impact and ongoing relevance for education settings.

Key Findings

  • The power of partnerships

    The cross-sector partnership was central to the project’s reach and success. Governance and delivery structures engaged diverse voices from community services, the TAFE sector, and private RTOs, creating genuine co-design, accountability, and sector-specific relevance.

  • High impact training

    The online modules and face-to-face leadership training significantly improved understanding and confidence in recognising, preventing, and responding to work-related gendered violence. Participants reported increased awareness of workplace drivers of harm, legislative obligations, and intersectionality.

  • Real-world barriers & systemic resistance

    While the project achieved strong engagement, persistent resistance from male leadership in some institutions limited broader uptake. The evaluation highlights the need for sustained work to engage leaders—particularly male allies—and create authorising environments for change.

  • Prevention takes time

    Change doesn’t happen overnight. Meaningful cultural and behavioural transformation requires long-term investment. This was clear in the slower rollout of co-designed outputs like the referral pathway, campaign, and research—but these were stronger as a result.

  • A roadmap for change

    The 10-year Theory of Change and Monitoring, Evaluation and Learning (MEL) framework developed through the project provides a strategic guide for the sector. These tools enable continued tracking of progress and support scalable action into the future.

Recommendations

The evaluation makes 5 recommendations:

  • Without a lead organisation to maintain momentum, progress risks stalling. Peak bodies such as ITECA and VTA are well positioned to continue this work.

  • Both the eLearning modules and face-to-face training are scalable and ready for broader use. Sustained funding is needed to keep them updated and accessible.

  • Stronger, clearer support from institutional and political leaders is essential to embed prevention work across the education sector.

  • Differences between public and private training sectors create barriers to action. Aligning compliance and regulatory expectations can foster more consistent responses to gendered violence.

  • These tools offer an evidence-based foundation for policy and practice. Future work should be grounded in their insights

Evaluation interview participant

“It’s given me the language to explain these issues in a way that’s meaningful. That makes change possible.”

Evaluation interview participant

“I always felt respected and supported to participate, as if I was an equal—even though I was much more junior than others at the table.”

Evaluation interview participant

“Without leadership buy-in, the burden always falls on women to carry the work. We need systemic support.”

In their words…

Want to know more?

Explore the Theory of Change, visit our Resources, or get in touch to explore how your organisation can build safe, respectful learning environments.