"Referral pathways are essential to supporting those impacted by workplace gendered violence—but on their own, they won’t end it. Lasting change requires these pathways to be embedded within a whole-of-organisation approach to gender equality."

A Referral Pathway: For TAFEs and RTOs to respond to Workplace Gendered Violence

  • What is a Referral Pathway?

    A referral pathway is a process for directing individuals who have experienced workplace gendered violence, including sexual harassment, to the appropriate support services and external agencies that can assist them.  Referral pathways are important because they ensure that impacted individuals receive the help and support they need in a timely and effective manner. 

    As part of every organisation’s policy and procedure on responding to workplace gendered violence, RTOs and TAFEs should have their own pathway that staff and students can follow to understand what support is available.

    Referral pathways are key in directing individuals who have experienced workplace gendered violence, including sexual harassment, to the appropriate support services and external agencies that can assist them. These pathways ensure that impacted individuals receive timely and effective help, safeguarding their well-being and facilitating a process that promotes accountability and cultural change within organizations.

    A well-defined referral pathway not only provides immediate safety and psychological support but also guides individuals on how to report incidents, seek redress, and pursue necessary investigations. 

  • Who is this Referral Pathway for? How do I use it?

    This referral pathway serves as a guidance tool for Victorian Registered Training Organisations (RTOs) and TAFEs addressing workplace gendered violence, including sexual harassment. It is not intended to replace your organisation's legal obligations or existing procedures, but rather to:

    Provide a framework outlining what comprehensive response systems should include

    Offer a benchmark for what staff and students should expect from their workplace or learning environment

    Deliver general recommendations to help the sector respond effectively to disclosures and reports

    The most effective referral pathways are those developed internally by each RTO and TAFE—tailored to your specific context, aligned with existing policies, regularly tested, and continuously improved. Such pathways should include designated contacts, student support resources, and clear steps for staff responding to disclosures of workplace gendered violence.

    This resource is designed to inform multiple audiences: organisational leaders and managers, government representatives, policy makers, teaching staff, and students. However, it should not substitute for your organisation's responsibility to establish its own human rights-based procedures for responding to and reporting incidents of workplace gendered violence.

  • Frequently Asked Questions (FAQ)

    Click here to go through to some FAQ’s about referral pathways for responding to Workplace Gendered Violence, tailored for Victorian Training Providers (RTOs and TAFES.)

Click here for the pathway

Why do we have referral pathways?

Referral pathways are a cornerstone of effective workplace responses to gendered violence. They ensure that individuals are not left to navigate complex systems alone, help organisations meet their legal and ethical duties, and foster safer, more equitable workplaces for everyone. Key reasons why referral pathways are needed include:

Foundation in Human Rights Protection

Referral pathways are essential because gendered violence fundamentally violates human rights, including the right to safety, respect, and non-discrimination at work. These pathways provide clear, accessible routes for individuals to seek help, ensuring these rights are protected and that workplaces actively fulfil their duty to provide a safe environment for all staff.

They also help organisations meet their positive duty obligations under laws like the Sex Discrimination Act, which requires employers to take proactive and meaningful action to prevent discrimination, harassment, and hostile environments based on sex or gender. Referral pathways represent a practical mechanism for fulfilling these obligations, moving beyond reactive responses to actively preventing rights violations.

Addressing Power Imbalances and Inequity

Gendered violence typically stems from or reinforces existing power imbalances and inequities in the workplace. By providing clear, confidential, and supportive pathways, organisations can empower those who might otherwise be marginalised or silenced, helping to level the playing field and promote fairness.

Referral pathways are designed to be inclusive and accessible to all employees, regardless of their gender, cultural background, or position within the organisation. This helps address systemic inequities by ensuring that everyone—not just those with knowledge, power, or resources—can access support and justice.

Creating Organisational Accountability

Having transparent referral pathways holds organisations accountable for addressing complaints and incidents fairly and consistently, which is a cornerstone of both human rights and equity-based approaches. This accountability is crucial for building trust among employees that their concerns will be taken seriously.

Effective referral pathways are also part of broader organisational strategies to promote gender equality and respect, which are essential for preventing violence and discrimination. They signal that the organisation values all staff equally and is committed to addressing the root causes of inequity, not just the symptoms.

Providing Culturally Safe and Trauma-Informed Support

Inclusive referral pathways are sensitive to the diverse needs of employees, including those from culturally and linguistically diverse backgrounds, people with disabilities, and LGBTQ+ staff. This ensures that support is not only available but also appropriate and effective for everyone who experiences workplace gendered violence.

In summary, referral pathways exist not simply as procedural tools but as critical mechanisms that uphold human rights, address power imbalances, ensure organisational accountability, and provide appropriate support to those experiencing workplace gendered violence.

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