Rosie Batty: The word 'terrorism' immediately invokes fear. Certainly what we do notice is that there's incredible response to the threat of terrorism and things move incredibly quickly and decisively. Yet we've been pushing an uphill battle to have family violence on the agenda for a very, very long time.
So I think it is a good comparison. Terrorism (according to the statistics) will affect somebody else but we're made to feel it could happen to us, at any time. But when we consider that family violence is affecting so many people in our society and is a very real threat - we currently have two women a week being murdered in this country when they come to leave a violent partner - and we're certainly not seeing two deaths a week from terrorism.
AC: Clearly that's why large organisations, like ANZ, would be concerned. If it's two women a week in Australia that's a huge number of people who work for the bank who, either directly or indirectly, are affected. So is there a role for the business world, for corporations, in tackling this issue?
RB: When you consider that you potentially have up to up to 30,000 women in Australia who will have or will be affected by violence in their lifetime, what does that look like for an employer?
Well, it will impact their working productivity. People who are experiencing violence suffer from depression, anxiety, post-traumatic stress, so that affects their absenteeism, it affects the bottom line.
But also there is the very grave risk that through this trauma of being in a violent relationship, it can mean - because of court attendances or many other reasons - you may fall out of employment.
A large number of people who are homeless are families, women and children, fleeing violence.
So the ability to have continuity of employment is critical. And if the employer can support their staff through very difficult times, it does mean that's a very, very important lifeline for them.
AC: What then are the factors and policies organisations should consider or be aware of?
RB: By organisations having systems and processes in place, and recognising the part that is appropriate for them to play, that's really important.
Certainly that needs to be done by working closely with, perhaps, a specialised organisation that can help put these policies and procedures into place.
Obviously, confidentiality and discretion are important. It could be that, with workplace training, staff know how to perhaps say to a work colleague 'Are you okay? Can I help with something?' And perhaps support them to take the appropriate steps internally.
Certainly it is very important organisations recognise the degree of responsibility for being a compassionate and ethical workplace; that there is a responsibility for staff wellbeing.
So there are concrete policies like paid entitlement, leave entitlement. I think the 10-days' paid leave entitlement is a really great step. But that needs the implementation of policies and procedures and the culture surrounding that so an employee is comfortable to disclose. But also, the organisation knows the boundaries and the part they play, effectively, in linking and supporting their employee further.
We also need to consider that we have perpetrators of violence in the workplace too. So what do we do to improve or acknowledge that in the workplace? How do we educate people about what family violence looks like?
There is also the responsibility to your clients and customers. What is it you can learn about the situation a victim may fall into that your services could actually review and have a look at?
What could you do that is socially responsible?