Thank you for your interest in Gender Fairness—a set of 24 cards for creating conversations and reflection about gender equity in a wide variety of settings. The intention of this online booklet is to support the use of the cards. It provides background to the development and purpose of the cards and a range of suggestions for using them. The publishing partners, Women’s Health Loddon Mallee and St Luke’s Innovative Resources, offer this information and support material as an evolving document, and anticipate that this booklet will continue to develop with updates and additions.

www.whlm.org.au www.innovativeresources.org

Women’s Health Loddon Malleewww.whlm.org.auABN: 21 794 157 588

First published in 2014 by:

St Luke’s Innovative Resourceswww.innovativeresources.orgABN: 97 397 067 466

© St Luke’s Innovative Resources & Women’s Health Loddon Mallee 2014

All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means (electronic, mechanical, photocopying, recording, or otherwise), without the prior written permission of the publisher.

ISBN: 978-1-920945-77-0

To the courageous men and women in Australia and beyond, who are working with determination towards Gender fairness.

Dedication

When one of the publishing partners of the Gender Fairness cards—Woman’s Health Loddon Mallee—consulted Australian politician Joan Kirner (the forty-second premier of Victoria and the first woman to hold the position) and proudly showed her the draft of this card set, she smiled and said: ‘It’s about time someone did this!’

We knew we had to find a way to help people talk about gender and gender equity when we started to raise it as a health issue. While people generally agree that society should be fair, we noticed that many were unaware of how unfair it currently is.

Unfairness is invisible because it’s disguised as ‘normal’.

We have had some experiences during discussions about gender fairness where men and women became very uncomfortable. Women don’t always want to be seen to have gained their positions as a result of affirmative action because they feel that means their ‘merit’ was not proven. Men want to be respectful but don’t always understand why women sometimes think they haven’t been. Sometimes women were overlooked despite the merit of their capability and sometimes the men were disrespectful … and often the conversations were awkward.

We’ve realised that many of us are not practised at talking about how social constructs of gender have influenced our own identity, our relationships at home and work and our expectations of each other. Gender is a core part of our identity. What it means to be a male or a female in our society is deeply embedded in how we interact with the world. It shapes our aspirations, our social interactions, our understanding about what our life is about. We assume roles in our relationships based on what we have learned about women and men, mothers and fathers, female and male.

While many deep aspects of the self are related to gender, our community structures and systems also embed assumptions and value related to gender. The roles we expect women and men to play in civic life, at work, as leaders, as volunteers are strongly influenced by expectations of gender. We have embedded privileges for men in the realm of power, leadership and wealth and we have embedded caring and connection to reproduction in our expectations for women.

While our different expectations are invisible they become noticeable when someone does something outside the norm. We take note of women stepping into leadership roles. We take note of men staying at home to care for young children. We notice when a father and mother make arrangements so that both can care for their children and continue to participate in work—in equal measure.

We celebrate difference, but need to make a change to ensure equity. Where difference leads to unequal access to resources, unequal participation in decision making, unequal opportunity to experience the joy of raising children, there is a problem. At this point in our history we need to address equity to enable women equal opportunity.

The co-publishers of Gender Fairness—St Luke’s Innovative Resources and Women’s Health Loddon Mallee—have designed these cards so that there is a chance to explore these concepts.

May the cards excite, challenge, inspire and inform you!

Linda BeilharzExecutive Officer, Women’s Health Loddon Mallee

Publishers’ Preface

‘We’ve realised that many of us are not practised at talking about how social constructs

of gender have influenced our own identity, our relationships

at home and work and our expectations of each other.’

Dedication . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Publishers’ Preface . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

The Complete Array of Cards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Being Careful and Respectful . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Two Broad Methods for Using the Cards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Suggestions for Using the Cards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

About the Publishing Partners . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Acknowledgements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Australia-wide Support Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

Further Reading . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Contents

Despite women having won the right to vote in Australia in 1902 (unless they were Aboriginal when it wasn’t until 1962 with Aboriginal men), inequality and discrimination still lurks in the hallways and corridors of our homes and businesses.

• Equal pay for equal work remains a distant dream for many women.

• There is far from equal representation of women as CEOs in boardrooms and in our parliaments.

• Breast-feeding remains taboo in many workplaces despite claims of family-friendliness.

• There is a noticeable absence of women in many professions. There is also over-representation of women in caring professions.

• Violence towards women in Australia continues to result in an average of one woman being killed by their partner or ex-partner each week.

• Hundreds of women seek sanctuary in women’s refuges and countless employ personal protective strategies against sexual assault when they go out in public.

• Many women live daily with evidence of structures and processes that discriminate, disadvantage and demean.

While progress may have been made in many quarters, the fact remains that inequality and unfairness is the lived reality of the majority of women in Australia in the first decades of the 21st century.

This is the context behind the Gender Fairness cards co-published by Women’s Health Loddon Mallee and St Luke’s Innovative Resources in Bendigo, Central Victoria.

These original and ground-breaking cards represent the type of innovative work that addresses the key

determinants of gender-based violence; to prevent violence from occurring . Using the card set challenges our thinking around key social and economic determinants of violence through promoting equal and respectful relationships between men and women. The cards aim to prompt discussion and open up themes around:

• belief in rigid gender roles and identities and/or weak support for gender equality

• masculine orientation or sense of entitlement

• male dominance and control of wealth in relationships

• culturally-specific norms regarding gender and sexuality

• Masculine peer and organisational cultures

• Institutional and cultural support for, or weak sanctions against, gender inequality and rigid gender roles.

As Women’s Health Loddon Mallee and Innovative Resources (the publishing arm of Anglicare Victoria) worked closely together to produce these cards, every step along the way took innumerable hours of reflection, discussion, drafting and re-drafting of every word and cartoon. The very act of creating the cards together naturally challenged our own beliefs and values around gender equity and the appropriate ways these notions could be reflected in each card.

Introduction

‘Fairness is an aspirational concept that requires constant

re-evaluation. Gender fairness is not a place we can ever claim to have reached once and for all. It demands ongoing scrutiny

and consultation lest some voices are overlooked and processes

of exclusion re-emerge.’

6

It was hoped that the result would engage people, stretch their thinking and perhaps challenge their own assumptions and traditions, but not inadvertently cause offence.

The intention was to create a conversation-building resource suitable for Australian communities, believing that it would have direct relevance across most western nations and cultures. While we hoped the end-product would be able to speak to the situation of women world-wide, we were very mindful that the lived reality of women in many countries was far worse than the inequalities experienced in western countries. We were acutely aware that it was exceedingly presumptuous and colonising to imagine that we could comment on the traumas, struggles and barriers of women in countries with extremely rigid and discriminatory gender roles and traditions.

But we knew that even within Australian society conversations about gender fairness can be divisive and contentious. How could the set be inclusive of a broad cross-section of people? How might the end product engage without making unnecessarily provocative assumptions or be seen as preaching particular dogmatic views? How might it stretch our thinking while respectfully challenging the beliefs and values that lead to the perpetuation of inequalities?

The final result of this wondering and testing is a set of 24 cards which contains:

• the name of a key domain for discussion such as ‘Family Responsibilities’ or ‘Entitlement’

• a statement about the significance that this domain has for many women

• three questions designed to open up conversation about that domain

• a lighthearted yet poignant cartoon in the tradition of newspaper satire that illuminates that domain.

Our hope in creating this card set is that it will at least provoke rich conversation in workplaces, organisations, families, businesses, teams, and groups of all sorts about what is fair and what is not.

All groups, teams and organisations have blind spots. Fairness is an aspirational concept that requires constant re-evaluation. Gender fairness is not a place we can ever claim to have reached once and for all. It demands ongoing scrutiny and consultation lest some voices are overlooked and processes of exclusion re-emerge.

The Gender Fairness cards may bring to light hidden processes of discrimination and prompt cultural change in organisations but they are not a recipe to permanently ‘fix’ the forces that create disadvantage. Our conversations will need to evolve, but hopefully the cards will continue to move them forward.

7

In this section of the booklet you will find thumbnail reproductions of all twenty-four cards and the text that appears on each card.

The Complete Array of Cards

8

Visibility

Women’s skills, experience andknowledge can be overlooked.– When have you noticed women being overlooked?

– Why does it matter?

– How can we increase the visibility of women’s expertise and wisdom?

Family Responsibilities

Women are often responsible for themajority of childcare, housework andother family responsibilities.– How do family responsibilities impact on many women’s paid work and careers?

– How can roles be negotiated fairly within families?

– How can employers support staff who have parenting and other family responsibilities?

Role Models

If leadership positions are mainly held by men, girls may not recognise their own potential.– Why is a balance of male and female leaders important?

– Who are the women you find inspiring?

– How can we better recognise, value and promote women’s leadership?

Advantage

Those with family responsibilities may not have the availability to meet some workplace expectations or cultures.– Do some workplace expectations disadvantage women?

– What are the inadvertent ways people can be excluded?

– How can workplaces ensure that meetings and decisions are inclusive?

‘That could be me one day,’ said Francine to her brother.

If leadership positions are mainly held by men, girls may not recognise their own potential.

– Why is a balance of male and female leaders important?

– Who are the women you fi nd inspiring?

– How can we better recognise, value and promote women’s leadership?

Role Models

‘That could be me one day,’

9

Fairness

The same solution does not give everyone equal choices.– What choices are limited due to gender?

– When are different approaches required to achieve equality for women?

– How do we ensure that need is addressed appropriately?

Invisible Barriers

We can name and challenge invisible barriers.– What are glass ceilings?

– How do they limit women’s choices?

– How can we notice and challenge unfair situations?

Aspirations

Our aspirations do not have to be limited by the early messages we receive.– How are aspirations formed?

– What early messages did you receive about gender roles?

– What messages have influenced your choices?

Shared Information

Participation is encouraged when information is shared.– Is anyone missing out on information in your workplace or community?

– How does gender influence the control of information?

– What examples have you noticed of information being shared well?

10

Labels

Labels can diminish people.– What labels have influenced your identity?

– What helps you to see beyond limiting labels?

– How can we challenge the power of labels?

Diversity

People are diverse.– Describe three women you admire for different reasons.

– How does diversity enrich us all?

– How can we ensure that everyone’s individuality is respected?

Difference

Difference can be valued.– In what ways are differences enriching?

– Why do we sometimes fear difference?

– How can we value and celebrate gender differences?

Stereotypes

Stereotypes can be challenged.– What are some common gender stereotypes?

– What gender stereotypes influence people in your workplace or community?

– How can we challenge gender stereotypes?

Listening

We need to make an extra effort to hear less dominant voices.– Who might not be heard in your organisation or community?

– When have you been inspired by quiet voices speaking out?

– What can we do to pay more attention to less dominant voices?

Inclusion

The important work of including others can take effort.– When have you noticed people being excluded on the basis of gender?

– What is lost when people are excluded?

– How can your community or organisation be more inclusive?

Entitlement

Entitlement to leadership is often associated with being male.– What male traits are commonly associated with leadership?

– Are there gender differences in how leadership is enacted?

– What is genuine authority?

Sexualisation

Treating people as sexual objects devalues everyone.– What is sexual objectification?

– Why is the topic of sexualisation especially important for girls and women?

– How do marketing and commerce infl uence sexual objectification?

11

12

Potential

People can limit their own potential.– How has gender influenced your expectations of yourself?

– What shapes your perceptions of your potential?

– How can we challenge our own selflimiting beliefs?

Power Over

Inappropriate use of power is linked to control and violence.– How does gender influence the experience of violence and control?

– What does shared power look like at home and at work?

– How can ‘power over’ behaviour be challenged?

Violence

Gender inequity is a fundamental cause of violence against women.– How does gender infl uence power in relationships?

– Why are women overwhelmingly the victims of family violence?

– How do men and women experience violence differently?

Sexual Harassment

Workplace sexual harassment is experienced more often by women.– What is sexual harassment?

– Who is responsible for sexual harassment?

– How can sexual harassment be challenged?

13

Social Messages

As women move into leadership, they often confront discouraging and undermining social messages.– What unfair social messages undermine women as leaders?

– What are the effects of the media’s portrayal of girls and women?

– How can we challenge messages that devalue, disparage and trivialise women?

Getting Attention

A deep male voice often gets more attention.– How does gender affect what is noticed?

– What truly deserves our attention?

– How can we focus attention on the message rather than the messenger?

Language

Some words exclude, diminish or degrade women.– What are the consequences of disrespectful language?

– What are some words that describe women positively?

– How can we ensure that language about women is respectful?

Dominant Story

Not everyone has the power to communicate their stories or priorities.– Who decides what is important for our community?

– How does this affect everyone?

– What stories, priorities and ideas can we value more highly?

Like all visual metaphors, artifacts and conversation-building tools, Gender Fairness cards need to be handled with some caution. Innovative Resources has learned over the years that even the gentlest, most innocuous looking materials can carry real potency and have the potential to generate latent emotions.

Gender Fairness cards touch upon issues of discrimination, disenfranchisement and disability that for many women and men have left wounds that are going to be very raw. To open up conversation around any of the 24 named domains of possible inequality may fuel powerful memories or suggest very real contemporary traumas.

Equally, responses throughout any workplace may vary enormously—from hostility and antagonism to strong endorsement that significant issues exist.

Multiple contemporary reports that insinuate cultures of bullying within organisations are not at all uncommon. It would be tragic if the conversations around these cards made women within any organisation feel more unsafe, disrespected or diminished.

It is certainly hoped that the cards generate lots of fertile and positive conversations. However, there is no guarantee that all users of the cards or participants in resultant conversations will experience the cards as empowering. The cards are not a panacea or a cure for dysfunctional workplace cultures or malignant behaviours.

Anyone thinking of using the cards in a group, organisation or workplace needs to keep in mind several significant questions:

• What do I know about the group that says that the conversation initiated by the cards is likely to be respectful and constructive?

• Are there any ‘Elephants in the Room’ that I should check out beforehand?

• Do I need to use all the cards? Are there some that should be excluded?

• What do I know about the group and the current situation that suggests that it is a good time to invite others to use the cards?

• Can I ensure I have enough time allocated in case the conversations become lengthy?

• Do I have a Plan B in case unexpected things emerge or emotions are heightened? For example, do I have an ally or a co-presenter to provide support?

• How might I introduce the cards in a way that creates optimal positive responses? How much context should I give? How much should I say about my personal experiences?

• How might I help facilitate all voices being heard? For example, what ground rules or parameters might I seek the group’s agreement on before beginning?

• What are my best hopes for the conversation process and outcomes? What do I need to consider to help ensure that my best hopes are met?

• How will I evaluate the usefulness of the cards and the activity? Is there a feedback tool or mechanism that I can employ if I was looking for information to plan a follow-up event?

Being Careful and Respectful

‘What can I put in place so that the conversation initiated by the cards is more likely to be respectful and constructive?’

14

While there are endless creative activities for using the cards, in general, they all fall into two broad methods.

Spread, Scan and SelectFirstly, there is the method known as ‘Spread, Scan and Select’. Using this method, all or some of the cards are spread out, face up on a surface—often a table or desk—and participants are invited to scan the cards and make a deliberate selection based on a particular question or prompt. The prompt can be as simple as, ‘Pick a card that catches your attention for some reason.’ Of course, you can invite participants to pick more than one card—or even a series of cards. (Later in this booklet, you will find many suggestions for activities using the cards.)

Spreading the cards out on the floor can create a different dynamic from spreading them out on a table where everyone is seated. Participants get a bird’s eye view of the cards, and they can be invited to walk around the cards or follow a line (or meandering path) of cards. Getting participants to move around the cards can also be achieved by placing the cards around the walls of a room, or on one or more tables that people then walk around while scanning the cards and making their selection.

Brain studies indicate that the human brain functions differently when our bodies are in motion compared to when our bodies are at rest. Therefore, activities that involve significant movement can open up different pathways to learning and reflecting. Notions of ‘multiple intelligence’ contained in the work of such education pioneers as Howard Gardner, also indicate that for those who may have a kinesthetic learning style, movement is a critical factor in being able to concentrate or absorb information. It is useful to keep in mind that in any group of people there will most likely be kinesthetic learners who don’t seem to learn as well when stationery. Plus, most people find it refreshing and fun to get up out of their seats, if possible—especially if they have been sitting for some time. For these reasons, facilitators are often looking to include activities that get participants moving and talking, as well as those that create stillness and quiet.

Whether the cards are spread out on a table, wall or floor, the amount of time needed for scanning the cards can vary enormously depending on several factors. Generally, the larger the number of cards, or the more complex the cards, or the more complex the activity—the more time is needed for scanning the cards and making a selection. As always, it is preferable to move at a pace that suits most of the users. As in any therapeutic conversation, managing the available time well is an important skill, and many facilitators find that more time is needed for an activity and conversations to unfold than they anticipated.

Two Broad Methods for Using the Cards

‘Facilitators are often looking to include activities that get

participants moving and talking, as well as those that create

stillness and quiet.’

15

Random ChoiceThe second broad method for using the Gender Fairness cards is ‘Random Choice’. Sometimes interesting learning occurs when a touch of random choice is introduced into a conversation using cards or other prompts. This method includes such activities as shuffling and dealing the cards, placing the cards face down on a surface, fanning the cards and having participants randomly select a card, playing a range of games that involve hiding and finding cards, lucky dips, random cards on chairs, selecting a card with eyes closed, and so on.

It is amazing how fruitful and meaningful random selections can be for people. Time and again they see connections between randomly selected cards, and they find useful and significant next steps and prompts in cards that come to them through a random method of selection. Often an element of whimsy and serendipity enters the conversation, and is welcomed and appreciated by participants.

Questions built around random choice can include:

• Even though the cards you now have in your hand were not deliberately selected, do they have any particular meaning for you?

• Can you think of times when one or more of the cards in your hand have been particularly relevant in your life?

• Do these cards have any significance or special relevance for you at the moment?

• Would you have deliberately chosen these cards?

• Looking at all the cards you have in your hand, do you think they relate to each other? Are they complementary in any way?

• In what ways would you like to see change in the way our society functions or legislates in this area?

16

Apart from always using card sets in respectful ways as outlined in the section called ‘Being Respectful and Careful’, there are no set rules for how to use the cards. People say again and again that when they take the plunge and simply begin using resources such as card sets, they very naturally think of other creative activities they would like to try. Many people begin with a very simple question—such as ‘Pick a card that jumps out at you for any reason’.

The purpose of this section is to offer lots of ideas for using the cards. Some of them may appeal to you exactly as they are presented, others you may want to adapt, and still others you may not wish to use at all. We hope the ideas presented here will spark your imagination and that many other ideas for meaningful activities will arise as a result.

1 Prominently display the whole card set or one card at a time on your desk or notice board. If a colleague notices the cards and comments you can seize the moment and open up the conversation around any of the questions.

2 Before a staff meeting distribute the cards around each person’s place at the table. As participants arrive you have an opportunity to have informal conversations about the relevance of the cards to how your meetings are run and/or the culture of your organisation.

3 Request time on the agenda of your meeting to discuss any of the cards and their questions that participants consider to be relevant. Do any of the cards and questions suggest changes that should be made to organisational policies or practices?

4 Suggest that at each meeting time be allocated to discuss one particular card. What are people’s responses to the three questions? Do the answers to the questions indicate that there are blind spots in the organisation’s culture?

5 Place a card in everyone’s conference satchel or on their chair in a workshop. Invite everyone to introduce themselves using their card. What does the topic of the card mean to them? Or for a longer activity, invite people to tell of an experience, anecdote or story based on that card. Do they know of an organisation or person who is inspiring in the way they demonstrate the skills and values embodied in the card?

Suggestions for Using the Cards

‘We hope the ideas presented here will spark your imagination

and that many other ideas for meaningful activities

will arise as a result.’

17

6 Play the ‘Serendipity Game’. In a group or a team meeting spread the cards out face down on a table or on the floor and ask participants to choose a card blindly or at random. What particular relevance does that card have for the person? How would they answer the 3 questions? How similar or different are other participants’ answers?

(Please be mindful that a card selected randomly can have a heightened emotional impact on a participant. It is always respectful to allow cards to be swapped in these activities in case a card touches a nerve for whatever reason.)

7 Introduce the cards to your board, executive or management group. Suggest to those who sit towards the top of your organisation’s hierarchy that you have a new organisational culture-building tool that they might find useful. Perhaps you could request time for yourself and perhaps some colleagues to attend the meeting and facilitate or participate in the discussion.

8 In public speaking or group work, the opportunity may arise to get the cards into people’s hands to open up conversations about fairness. At the very least such an activity may be a novelty but the cards may well generate a lot of interaction and even debate. Gender Fairness cards might just happen to be a great antidote to boring lectures!

9 In presentations to secondary school groups, Gender Fairness cards have proved to be a great catalyst for conversations about traditions, social structures, and cultural differences and how fairness and equity play out in contemporary society.

10 Are you a member of a church or religious congregation? Would you be prepared to introduce the cards into a service or business meeting to initiate conversations about the theology, philosophy and practices of the group?

11 Do you host dinner parties? Would you be brave enough to introduce the cards at such an event? It might lead to a rich and fertile conversation. It might also lead to new insights into the values of your guests!

12 Are the cards relevant to your family relationships? The cards contain important messages about equality and fairness in relationships and values relating to roles within couples and families. Are you and your partner comfortable in the roles you have carved out? Are there elements of inequality that persist? What messages about gender roles and fairness have your children learned? Would you want to challenge any assumptions about gender within your family?

13 For human services professionals, Gender Fairness cards can provide a novel window into good practice for discussion in supervision. How does gender influence your practice? How does gender inequality impact on your clients? How does gender shape the nature of our supervision?

14 Use the cards for reflection, research and writing— either personally or within a group or classroom. Select a card each week and research the history of this topic. Have associated attitudes or legislation changed over the years? Do other cultures have different attitudes to this topic? Can you find some relevant research, facts, myths or quotes concerning this topic? Is there any action you would like to take regarding this topic? Is there any action would you like to see governments or organisations take?

15 For journalling: select a card each day. What are your thoughts about it? Have they changed over the years? Do you notice anything that relates to this topic throughout your day? Write about it in your journal—or lead a discussion about it within a group.

18

Women’s Health Loddon MalleeWomen’s Health Loddon Mallee is a small not-for-profit organisation that has worked alongside community and health providers to improve the status of women’s health in the region since 1989. Most of the work is directed at improving the conditions of women’s lives in order to promote health. The work is project based with some research, community development, training and resource development and service delivery.

We sincerely thank St Luke’s Innovative Resources for their expertise and partnership with us, without which, this project would not have given us the fine quality, scrutiny, and humour it needed!

For more information about gender equity and violence primary prevention in the Loddon Mallee Region of Victoria, please visit www.whlm.org.au

St Luke’s Innovative ResourcesInnovative Resources is the publishing arm of St Luke’s Anglicare, a division of Anglicare Victoria.

Originally established in 1992, Innovative Resources has become the leading social work publisher in Australia having created over 60 original conversation-building card sets and books that have all grown out of St Luke’s strengths-based practice philosophy. These resources are now sold throughout Australia and internationally, and as a not-for-profit publisher, all sales support child, youth, family and community services.

Innovative Resources greatly appreciates the array of collaborations that they have been privileged to participate in over the years. It has been a joy to partner with Women’s Health Loddon Mallee in creating this truly unique and ground-breaking resource.

For more information about Innovative Resources’ publications and training, please visit: www.innovativeresources.org

About the Publishing Partners

19

This card set has been produced with the effort, contribution and cooperation of many people over a development period of more than three years.

Firstly, the publishers wish to thank the conception and development team, made up of staff from both organisations. They are:

Linda BeilharzMakenna BryonRussell DealTaryn McKerrowKaren Masman

Tenielle Summers

We also wish to thank Georgena Stuckenschmidt—the managing director of Innovative Resources, Mat Jones—the cartoonist, Jane Prideaux—the designer, and Adele Collins who contributed to the booklet.

While it is a great pleasure to acknowledge these specific contributions, the publishers also wish to thank all others who have made up the teams in their organisations over the past three years.

We sincerely thank the Women’s Health Loddon Mallee team members who have been present during the development period and who have not been mentioned above: Bernie Loughnan, Tracey Lillie, Marnie Jewell, Heather Souch, Jan Earthstar, Vida Sobbotka, Gwen Cooke, Tania Down, Elise Kornman, Judy Bish, Judy Perry, Bridget Nutting, Karen Webb, Wilma Skidmore, Chris Kyle-Link, Lorraine Gibbins, Jane Mallick.

We also sincerely thank the remaining members of the team at Innovative Resources, without whom the wheels would grind to a very rusty halt and we simply could not get this card set into your hands: Cristina Gay, Kim Cairncross, Chris Cain and Caitlyn Lehmann.

Acknowledgements

20

Australian Childhood Foundation- 1800 176 453

Kids Help Line- 1800 551 800

LifeLine - 13 11 14

Mensline - 1300 78 99 78

National Sexual Assault, Family & Domestic Violence Counselling Line - 1800 737 732

Police or Ambulance - 000

Relationships Australia - 1300 364 277

Translating and interpreting - 131 450

Australia-wide Support Services

21

Please note: this section is in draft. Further references will be added.

Victorian Equal Opportunity and Human Rights Commission http://www.humanrightscommission.vic.gov.au/

ACT Human Rights Commission http://www.hrc.act.gov.au/

Equal Opportunity Commission Western Australia http://www.eoc.wa.gov.au/

Equal Opportunity Commission South Australia http://www.eoc.sa.gov.au/

Office of the Anti Discrimination Commissioner (Tasmania) http://www.antidiscrimination.tas.gov.au/

Australian Human Rights Commission https://www.humanrights.gov.au/

Municipal Association of Victoria - Gender Equity Fact Sheets http://www.mav.asn.au/policy-services/social-community/gender-equity/gender-equity-factsheets/Pages/default.aspx

Women’s Health Victoria - publications and resources with gender lens http://whv.org.au/

Workplace Gender Equality Agency https://www.wgea.gov.au/

UN Women (United Nations Entity for Gender Equality and the Empowerment of Women) Australia https://unwomen.org.au/ ; International http://www.unwomen.org/

Australian Bureau of Statistics – Gender http://www.abs.gov.au/websitedbs/c311215.nsf/web/Gender

The Role of Men in Gender Equality, European Commission http://ec.europa.eu/justice/events/role-of-men/index_en.htm

Why Fatherhood is a gamechanger for gender equity: Gary Barker at TEDxBarcelonaWomen https://www.youtube.com/watch?v=CDNliLIQQY0

Gender Equality in Australia (The Feed) SBS2 https://www.youtube.com/watch?v=uLXjULf4hlo

Men on the front line of gender equality: Elizabeth Broderick at TEDxMelbourne https://www.youtube.com/watch?v=kwQVZWEIXN0

Further Reading

22