Tailoring a strategy to meet possible backlash in Victorian Police
In 2015, VEOHRC published its Phase 1 report on its review into sexual harassment in Victoria Police. The report warned of possible backlash, stating that ‘a careful and comprehensive employee engagement process’ was needed ‘to ensure that women are not targeted, ostracised or discriminated against’ while Victoria Police implemented the review’s recommendations.
Victoria Police took a number of steps to avoid backlash. It established a unit to support and advocate for victims, new counselling services, a Diversity and Inclusion Framework, Gender Equality Strategy and Action Plan, Women in Policing Advisory Group, and training for all leaders and managers. It also ensured that regular workforce ‘pulse checks’ (surveys) tracked shifts in reporting culture and confidence in management, helping identify resistance factors so that tailored materials could be crafted for those areas. A peer-to-peer mentoring program for middle managers, and senior leadership engagement in leader-led conversations also helped address resistance.