------------------------

Interim Policy Recommendations

for Safety at UWA

------------------------

Produced by

Feminist Action Network

In consultation with the UWA Womens Officer

Introduction:

These rules are based in the idea that women are, at times, placed in danger as a result of reckless behaviour by clubs.

The excessive consumption of alcohol, coupled with a culture that devalues and hyper sexualizes women, often places women attendees at a significant risk of sexual harassment and assault. This set of responsibilities relies upon an understanding that there exist significant inequalities within culture and wider society which places women at a greater danger of being victims of violence at the hands of men.

While violence against men continues to be a problem within society, violence against men is more likely to occur at the hands of a stranger than by someone who is known to them (VicHealth, 2008). Violence against men does not result from a cultural bias against men in the same way that violence against women does (VicHealth, 2008). In 2006 the Australian Bureau of Statistics found that 67.4% of women who were victims of assault were assaulted by someone that they knew, this is in contrast to 65.7% of men who were assaulted by a stranger, and only 4.4% by a partner (Personal Safety Survey, 2006).

In 2011 the NUS Talk About It Survey found that 67% of female university students surveyed had experienced an unwanted sexual experience. 86% of women surveyed reported being sexually harassed on campus. This report is indicative of a university culture that is biased against women.

It is within this context that university clubs operate. At University of Western Australia these problems have recently come to the front in the media. Though it is the understanding of the Feminist Action Network that these issues had been raised with the university and the guild prior to their widespread publication.

These recommendations represent a first step, not a final action, to improving this culture and ensuring a vibrant campus life for all students.

Interim Recommendations for a Safer University Experience at UWA

Recommendation 1: The Guild should establish an online report system through which students can report incidents of sexual harassment or assault anonymously. The results of the Talk About It Survey indicate that many victims do not wish to take their complaint further or are afraid of possible social repercussions if they do so. By providing an anonymous online reporting system, data on the number of occurrences can still be collected in a sensitive manner and be used to inform future policy.

Recommendation 2: The working party proposed by Cr Anita Creasey is to deliver a central policy document that details the Guild policy on assault and harassment, including that of a sexual nature. This document should be easy to understand and readily available to students.

Recommendation 3: Policies developed by the working party should avoid placing the onus on the victim or putting them in damaging situations throughout the reporting and handling process.

Recommendation 4: The Guild should apply for funding from the University for implementation of the policies recommended by the working party to ensure a safer university experience.

Recommendation 5: All SOC affiliated clubs must sign the charter for UWA Clubs Guidelines and Responsibilities. Clubs who do not adhere to this charter should be penalised in accordance with SOC Regulations.

Recommendation 6: Free, safe and independent transport should be readily available for people who want to leave a camp.

Recommendation 7: Any event which runs overnight or involves the service of alcohol must provide safe spaces for students. It is recommended that the Red Cross be on site to provide this.

Recommendation 8: All camps and events involving alcohol must be attended by an individual appointed by the University as well as an individual appointed by the Guild. At least one of these individuals must be a woman. Both individuals must undergo Responsible Relationships/Consent training provided by the Sexual Assault Resource Centre (SARC).

Recommendation 9: Individuals responsible for organising camps and events involving alcohol must attend assault and harassment training outlined in Recommendation 8. Clubs who do not fulfil this obligation should be penalised in accordance with SOC Regulations.

Recommendation 10: Counsellors that are employed by the University to provide counselling services for students are to be adequately trained to deal with sexual assault and/or harassment per Recommendation 8.

Recommendation 11: As peers are often the first people victims of sexual assault or harassment turn to for advice, the Guild offer free training targeted at students that better equips them with what to do and/or say should a friend come to them having experienced it. This is essential as this first response can greatly influence the course of action (reporting, counselling, health care) the victim takes from that point on.

UWA Club Guidelines and Responsibilities

As proposed by National Womens Officer Noni Sproule

Clubs have the responsibility to adhere to the same rules which govern the wider guild and university.

Clubs have the responsibility to provide an environment which is welcoming and safe for all people. This includes providing an environment that is safe and inclusive to women, queer students, ethno-culturally diverse, students with (dis)abilities and Aboriginal and Torres Strait Islander students.

Clubs have a responsibility to adhere to laws regarding Responsible Service of Alcohol.

Clubs have a duty of care to those that attend events and activities.

This duty of care extends to ensuring that members feel safe and are free from assault and harassment.

Clubs should ensure that adequate grievance policies and guidelines exist, particularly when events take place over the period of several days (such as on camps) and that the person to whom these grievances are made exists separately to the peer group.

Clubs should ensure that there are sufficient grievance staff available that represent a diversity of backgrounds e.g Women, Queer Identifying officers, culturally diverse etc.

Clubs should attempt to provide training for these staff.

The NUS Womens Department understands that these may be beyond the scope of what is immediately possible. However, at this point it is important that these guidelines are agreed upon in the spirit of moving forward.