Alignment to the Principles of ISO 9001:2016

1. Purpose

HR Tactics understands that domestic and family violence (DFV) is a significant issue in society, which can affect individuals’ personal safety, well-being, and capacity to fully engage with the workplace.

HR Tactics is committed to providing a workplace environment where individuals affected by DFV are treated with respect, understanding, and compassion.

This Policy is part of HR Tactics’ integrated management system, which complies with the ISO 9001:2016 standard, which includes elements such as leadership, people and organisation, risk-based thinking, evidence-based decision making, and continuous improvement.

2. Scope

This Policy is applicable to:

• All employees, consultants, contractors, and agents

• All work locations, including home-based work and work undertaken on client premises

• All work-related interactions

3. Policy Statement

HR Tactics does not condone or support violence, abusive behaviour, or coercive control in any form.

HR Tactics understands that DFV can affect workers regardless of gender, age, cultural background, sexuality, or work role.

HR Tactics is committed to:

• Providing support mechanisms for individuals affected by DFV

• Minimising workplace risk from DFV

• Providing support to affected individuals without discrimination

• Ensuring leaders are equipped to respond appropriately

• Raising awareness of support services

4. Leadership and Governance

The organisation’s senior management demonstrates leadership by:

• Supporting this Policy by endorsing it annually

• Ensuring appropriate support mechanisms are in place

• Providing resources for awareness programs

• Reviewing the effectiveness of DFV response mechanisms

Consideration of DFV risk is integrated into workplace health and safety and psychosocial risk management.

5. Confidential Support Framework

HR Tactics commits to providing:

5.1 Confidential Contact Points

• At least two designated confidential contact points to give the person options for disclosure

• Several ways to start a confidential conversation

• Non-judgmental listening skills

• Protection of privacy and confidentiality in accordance with legal requirements

Information sharing is limited to where there is a legal requirement or an immediate safety concern.

5.2 External Specialist Support

HR Tactics assists with access to DFV specialist services outside the workplace, which includes:

• Referral to qualified DFV specialist services (e.g. WorkHaven or equivalent specialist services)

• Access to Employee Assistance Program services (where applicable)

• Information on crisis and safety planning services

• Access to specialist services provides an additional resource to address the issue of DFV.

6. Awareness and Prevention

HR Tactics raises awareness about DFV through:

• Displaying information about available support options in the workplace

• Providing information about confidential contact points to workers

• Incorporating information about confidential contact points in the induction program for new workers

Our goal is to make sure that all workers are made aware of the available support services.

7. Support for Leaders

While leaders are not always equipped with the skills or knowledge to deal with matters of DFV, HR Tactics provides leaders with:

• Introduction to WorkHaven CEO to ensure aware of their services

• Training to develop skills to handle disclosures of DFV

• Clear information about the procedures to be followed in responding to disclosures of DFV

• Advisory services to leaders

• Information to minimise vicarious trauma to leaders

• Support to leaders to enable them to deal with matters of DFV in an appropriate manner.

8. Risk-Based Response Approach

In accordance with the risk-based thinking approach of the ISO 9001:2016 Standard, HR Tactics undertakes:

• Risk identification of workplace safety concerns with disclosures of DFV

• Workplace adjustments to address identified risks (where appropriate)

• Ongoing review of identified risks to ensure continued workplace safety

• Review of processes to assess responses to incidents or feedback received

The possible workplace adjustments that may be implemented include flexible work arrangements, safety planning, and temporary adjustments to work arrangements or contact arrangements. 

9. Roles and Responsibilities

9.1 Management

The management will be responsible for the following:

• Implementation and review of the Policy annually

• Maintaining confidential contact points

• Providing training and resources

• Monitoring the effectiveness of the support processes for those experiencing DFV

• Complying with the legislation

9.2 Leaders

The leaders will be responsible for the following:

• Providing a respectful and confidential response to the person disclosing the experience of DFV

• Providing the person experiencing DFV with information and support pathways

• Not conducting an investigation unless authorised

• Seeking advice when necessary

9.3 Employees and Contractors

All staff and contractors will be required to:

• Treat colleagues with respect

• Respect confidentiality

• Raise safety concerns

• Engage with awareness and training programs

10. Confidentiality and Documentation

HR Tactics ensures confidentiality of documentation in the following ways:

• The information given by the person experiencing DFV will be documented only when necessary

• The information will be stored safely and access restricted

• The information will be handled in accordance with the privacy legislation

• The information will not be disclosed without the person’s consent unless required by law and the information is of serious and imminent risk

11. Monitoring and Continual Improvement

HR Tactics undertakes the following continual improvement actions:

• HR Tactics will continually review and improve the Policy

• The Policy will be reviewed annually

• The effectiveness of the support processes will be monitored

• The effectiveness of training programs will be reviewed

• The views of the staff will be taken into consideration

• The Policy will be reviewed if legislative changes occur

• The Policy will be reviewed if a significant workplace incident occurs

12. Policy Review

• The Policy will be reviewed annually

• The Policy will be reviewed if legislative requirements change

• The Policy will be reviewed if a significant workplace incident occurs

• The Policy will be reviewed if feedback indicates that improvements are required

Step-by-Step Response Process

Step 1: Initial Disclosure

When a worker discloses DFV:

• Listen calmly and respectfully
• Thank them for sharing
• Avoid judgement, blame or pressure
• Do not attempt to “solve” the situation
• Reassure them that support is available

Example response:

“Thank you for telling me. I’m sorry you’re experiencing this. Let’s talk about how we can support you safely at work.”

Step 2: Clarify Immediate Safety Risk

Determine whether there is an immediate workplace safety risk:

• Is the perpetrator aware of their workplace location?
• Has there been threatening behaviour at or near the workplace?
• Is there a current safety concern?

If there is an immediate threat, contact emergency services.

Step 3: Maintain Confidentiality

• Explain confidentiality limits (e.g., serious imminent risk)
• Only share information on a strict need-to-know basis
• Do not document sensitive details unnecessarily
• Store any documentation securely

Step 4: Offer Support Options

Provide information about:

• Confidential internal contact points
• External DFV specialist services (e.g., WorkHaven or equivalent)
• Employee Assistance Program (if applicable)
• Crisis support services

Do not pressure the individual to take specific action.

Step 5: Consider Workplace Adjustments

In consultation with the individual, consider reasonable adjustments such as:

• Flexible working arrangements
• Remote work options
• Adjusted contact details
• Temporary changes to duties or location
• Security measures where relevant

Document agreed adjustments in a secure and confidential manner.

Step 6: Ongoing Monitoring

• Schedule appropriate follow-up check-ins
• Monitor workplace safety risks
• Adjust support measures if circumstances change