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Respect Victoria acknowledges the immense contributions of Aboriginal and Torres Strait Islander peoples and organisations both to our society, and to violence prevention work across Victoria. Respect for Aboriginal and Torres Strait Islander, cultures, histories, knowledge and rights is crucial to the success and integrity of our work; if we want to support and contribute to effective primary prevention efforts for First Nations women and families, we need to centre the expertise and perspectives of Aboriginal and Torres Strait Islander communities.
We acknowledge that much of the theory and practice our work is founded on comes from a white, Western feminist lens. We also know that Western ways of working, such as engagement methods and research methodologies and frameworks, are not always relevant nor appropriate for the First Nations context. This means that we need to advocate for approaches that are strengths-based, community led, and prioritise cultural strengthening (1).
As an organisation and as individuals, we are committed to recognising, celebrating, and continuing to build our knowledge about the oldest, continuous living cultures on earth. We will harness our team’s passion and provide opportunities for all employees to learn more about Aboriginal and Torres Strait Islander cultures and histories with the aim of creating a workplace where everyone has a role in supporting truth telling, justice and decolonisation.
Action 5: Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Implement findings from the review of cultural learning needs within our organisation. | Jun 2025 | People & Culture Manager |
| Develop, implement and communicate a cultural learning strategy in consultation with local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors, and Aboriginal and Torres Strait Islander employees. | Jun 2025 | People & Culture Manager |
| Provide opportunities for RAP Working Group members, managers and other key leadership staff to participate in formal and structured cultural learning. | Jun 2025, 2026 | People & Culture Manager |
Action 6: Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Increase our team's understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols. | Mar 2025 | Senior Advisor, Research and Translation |
| Finalise, implement and communicate our cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country. | Mar 2025 | Senior Advisor, Research and Translation |
| Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each year. | Dec 2024, 2025 | Director, Communications & Community Change |
| Continue including an Acknowledgement of Country or other appropriate protocols at the commencement of All-staff, Board, and other important meetings. | Jun 2025, 2026 | Strategic Advisor |
| Install an Acknowledgement of Country plaque at Respect Victoria’s offices in consultation with Traditional Owners. | Dec 2024 | Director People, Governance and Operations |
Action 7: Build respect for Aboriginal and Torres Strait Islander cultures by celebrating NAIDOC Week
| Deliverable | Timeline | Responsibility |
|---|---|---|
| RAP Working Group to participate in an external NAIDOC Week event. | Jul 2025, 2026 | Coordinator, Prevention Practice |
| Review HR policies and procedures to remove barriers to employees participating in NAIDOC Week and National Reconciliation Week. | Jul 2025, 2026 | People & Culture Manager Director People Governance & Operations |
| Promote and encourage participation in external NAIDOC events to all staff. | Jul 2025, 2026 | Social Media Coordinator |
Action 8: Improve awareness and understanding of the colonial history and legacy of our workplace
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Undertake research to understand and educate our team on the colonial history and legacy of the building and its impacts for Aboriginal peoples. | Jun 2025 | Strategic Advisor |
| Investigate what steps have been taken to date to acknowledge and make reparations for this history. | Jun 2025 | Strategic Advisor |
| Investigate how we might adjust our own practices in response and/or seek to influence other tenants to do the same. | Jun 2025 | Strategic Advisor |
References
- Urbis and Karen Milward. Aboriginal Family Violence Prevention Evidence Review.