Our Aim

We will create a secure work environment by implementing check-in gates, onsite security personnel, and swipe card access to restrict unauthorised entry. These measures will ensure that all employees feel protected and can work in a safe, controlled space.

A dual-gate system will be implemented to ensure that only authorised personnel can access the complex in their vehicles or transport. Additionally, the workplace will be strategically located within 5 kilometres of a local police station to enhance security and ensure a swift response in case of emergencies.

Yes, we will provide access to a qualified counsellor who will visit the site quarterly, offering employees a safe space to seek guidance, ask questions, and address any personal concerns. Additionally, legal representatives will also attend quarterly to assist staff with any legal inquiries they may have, ensuring they receive the support and information they need.

We are establishing a personal hygiene supply model that will provide businesses with their everyday toiletry needs, including toilet paper, hand towels, and other essential hygiene products. Over time, we plan to expand our offerings to include office supplies as well. This business model allows us to create various logistical roles for affected staff, including pick packers, data entry clerks, order fulfillment specialists, and inventory management personnel. By providing these roles, we aim to empower employees with stable employment and valuable skills for future career opportunities.

Yes, we will offer comprehensive training across various roles to equip employees with essential skills for the workplace. This will include: Microsoft Excel – For data entry, inventory tracking, and order management. Barcoding System Implementation – Training on scanning, labelling, and SKU management. Inventory Management – Understanding stock control, product rotation, and warehouse organisation. Order Fulfillment & Logistics – Training in picking, packing, and shipping processes. Warehouse Safety & Equipment Handling – Proper use of manual handling techniques, pallet jacks, and other workplace safety protocols. Customer Service & Communication – For those involved in client interactions and order processing. Additionally, we will provide a pathway for employees to transition into local industries once they feel confident and ready to re-enter the standard workforce, ensuring they have the skills and support needed for long-term career success.

Self-managed / funded initially

Our company will operate as a socially procured business, balancing commercial success with social impact. While it will be a for-profit enterprise, 50% of all profits will be reinvested into the business to fund employee training, skill development, and workplace improvements. Additionally, a portion of the profits will be donated to charities that support the rehabilitation and re-establishment of women and children affected by abuse, furthering our commitment to making a meaningful difference in the community.

Our long-term sustainability plan is built on steady business growth, reinvestment in operations, and strong community partnerships. Key strategies include: Diversified Product Offerings – Expanding beyond hygiene supplies to include office essentials, increasing our market reach and revenue streams. Customer & Corporate Partnerships – Establishing long-term contracts with businesses that prioritise socially responsible procurement. Workforce Development – Continuously upskilling employees to enhance efficiency, productivity, and job satisfaction. Profit Reinvestment – Allocating 50% of profits to training programs, operational improvements, and charitable contributions, ensuring ongoing support for affected women and children. Operational Efficiency – Implementing smart inventory management, automation, and sustainable sourcing. Grant & Funding Opportunities – Exploring partnerships with government programs and non-profit organisations to secure additional funding for expansion and support services. By following these strategies, we aim to create a self-sustaining business model that not only thrives commercially but also continues to uplift and empower those affected by family violence.

Yes, external partnerships will be essential for the growth and sustainability of our initiative. We will collaborate with businesses that prioritize socially responsible procurement, forming long-term supply contracts to ensure steady revenue. Additionally, partnerships with charities and support organisations will help provide additional resources and services for employees. However, we will not rely on government grants to maintain operations. Our goal is to create a self-sustaining business model where revenue generated from sales supports training, development, and reinvestment into the business. This approach ensures long-term financial independence and stability without dependency on external funding sources that may be inconsistent or subject to policy changes.

Adherence to Fair Work Standards – All employees will receive fair wages, proper working conditions, and entitlements in line with national employment laws. Workplace Health & Safety (WHS) Policies – A comprehensive WHS framework will be in place, including regular risk assessments, safety training, and emergency procedures. Employment Contracts & Policies – Clearly defined employment contracts will outline rights, responsibilities, and workplace policies to ensure transparency and legal compliance. Regular Compliance Audits – We will conduct periodic internal audits and partner with legal professionals to ensure ongoing compliance with labour and safety regulations. Training & Education – Employees and management will receive training on workplace rights, safety procedures, and anti-discrimination policies. Confidential Reporting Mechanisms – A structured system will be available for employees to report any safety concerns, grievances, or legal issues without fear of retaliation.

Confidentiality & Privacy Safeguards – Employee personal information, such as addresses and contact details, will be strictly protected and accessible only to authorised personnel. Restricted Workplace Access – Only authorised personnel will have access to the premises through a dual-gate security system, swipe card access, and onsite security to prevent unauthorised individuals from entering. Legal Support & Advocacy – We will provide access to legal representatives on a quarterly basis to assist employees with any legal matters, including restraining orders and custody issues. Workplace Safety Policies – Employees will receive training on security protocols, including emergency response plans and discreet reporting mechanisms for any safety concerns. Flexible Work Arrangements – Where necessary, employees may have the option of flexible working hours or remote work arrangements to reduce exposure to potential threats. Collaboration with Law Enforcement & Support Services – We will maintain connections with local police and domestic violence support organisations to ensure a rapid response if needed.

There are no specific legal restrictions on hiring women affected by family violence; however, certain legal requirements and best practices must be followed to ensure compliance with employment laws and workplace safety regulations: Anti-Discrimination & Equal Opportunity Laws – Employment decisions cannot be made solely based on an individual's history of family violence. All hiring practices must comply with equal employment opportunity (EEO) and anti-discrimination laws. Workplace Adjustments & Support – Employers may need to provide reasonable accommodations for employees experiencing trauma, such as flexible work arrangements or access to support services. Confidentiality & Privacy Regulations – Employee personal information, including their history with family violence, must be kept strictly confidential and protected under privacy laws. Fair Work Compliance – Employees must be hired under fair work conditions, including proper contracts, fair wages, and workplace protections. Leave Entitlements – Under family violence leave laws, employees may be entitled to paid or unpaid leave to deal with legal, medical, or personal matters related to their situation. Safety & Risk Management – Employers must ensure the workplace is secure and free from potential threats, implementing workplace safety protocols to protect at-risk employees.

Skill Development & Career Progression – Monitoring the completion of training programs, certifications, and internal promotions to measure how well employees are gaining new skills and advancing in their careers. Income Stability – Assessing the financial independence of employees by measuring their income stability and the ability to support their families without relying on abusive partners. Employee Well-being – Evaluating the overall well-being of employees through regular check-ins, counselling services utilisation, and feedback on workplace safety and security. Community Impact – Tracking the number of women and children supported through the company’s charitable donations, partnerships, and outreach programs, contributing to the wider community’s well-being. Feedback from External Partners – Gathering feedback from external support services, legal representatives, and community partners to understand how well the company is meeting its mission and goals. Workplace Safety – Measuring the effectiveness of safety protocols through incident reports, the number of safety concerns raised, and the overall feeling of security among employees.

Yes, we plan to actively collaborate with existing social services and organisations that support victims of family violence. These partnerships will be key to ensuring that employees have access to a comprehensive support network, including: Referral Services – Collaborating with organisations that specialise in family violence support to provide employees with resources for legal assistance, counselling, and emergency services. Trauma-Informed Support – Partnering with mental health and counselling services to offer ongoing support for employees dealing with trauma, helping them navigate their healing journey. Safety and Legal Advocacy – Working closely with legal aid organisations to provide employees with guidance on restraining orders, custody battles, and other legal matters related to family violence. Workplace Reintegration Programs – Collaborating with social service agencies that assist individuals in reintegrating into the workforce, offering training, career advice, and job placement assistance for employees. Charitable Contributions – Supporting community initiatives and charities focused on providing shelter, food, and legal services to women and children affected by family violence.

Community Partnerships – Collaborating with local charities, advocacy groups, and organisations focused on family violence to raise awareness of the issue and our mission. Public Awareness Campaigns – Launching campaigns across social media, local events, and community forums to inform the public about the company’s work, its impact on women affected by family violence, and how the community can contribute or get involved. Employee Ambassadors – Encouraging employees to become ambassadors for the initiative, sharing their stories and experiences, and helping to spread awareness of the company’s mission in their networks. Educational Workshops & Events – Hosting workshops, seminars, or community events to educate the public on issues related to family violence, personal empowerment, and the services the company provides. Volunteer Opportunities – Offering opportunities for the local community to volunteer in various capacities, such as organising donation drives, assisting with outreach efforts, or providing professional services like legal or counselling support. Corporate Social Responsibility (CSR) Initiatives – Engaging other businesses in CSR initiatives that support our cause, such as donating a portion of sales to family violence charities or sponsoring events that raise awareness. Media Partnerships – Partnering with local media outlets, influencers, and bloggers to amplify our message and showcase success stories of empowerment and recovery.

Stigma and Social Perceptions – Overcoming societal stigma around family violence and helping both employees and the community feel comfortable discussing such sensitive topics. Some individuals may feel hesitant to seek help or disclose their past experiences, which could hinder their full engagement in the workplace. Employee Readiness and Trauma Recovery – Women who have experienced family violence may face emotional and psychological barriers to entering or remaining in the workforce. Supporting their journey of recovery, building trust, and ensuring they feel empowered and safe will be a gradual process. Securing Long-Term Funding and Partnerships – While we aim to create a self-sustaining business model, securing initial funding, forming partnerships with businesses, and building relationships with external support services can take time. We will need to prove the impact and value of our mission to ensure continued support. Workplace Integration and Safety – Establishing a work environment that is truly safe and supportive can be challenging, especially in maintaining security while promoting inclusion. We will need to continuously assess and adapt our safety protocols to protect vulnerable employees and ensure their comfort. Balancing Profitability with Social Mission – Striking the right balance between being a profitable business and staying true to our social mission can present operational challenges. Ensuring that 50% of profits are reinvested into training, development, and charitable causes may require careful financial management and business planning. Navigating Legal and Regulatory Requirements – Complying with a variety of legal requirements, from employment laws to workplace safety regulations, can be complex, particularly in managing the sensitive nature of our employees’ situations. Staying up-to-date with relevant laws and ensuring full compliance will be critical. Building Awareness and Engagement – Raising awareness in the community about the company’s mission and services may take time. Engaging potential customers, partners, and supporters will require strategic marketing and outreach efforts, particularly for a cause that might initially be underrepresented in business models.

We are committed to creating an inclusive and supportive workplace that actively works to prevent stigma and discrimination. To achieve this, we will provide ongoing education and awareness training for all employees and management to raise awareness about the challenges faced by those affected by family violence, fostering a culture of empathy and respect. In addition, we will enforce a zero-tolerance policy toward discrimination, harassment, or stigmatization of employees based on their past experiences, and any incidents will be immediately addressed and resolved. We will also ensure that any personal information about an employee’s background or circumstances is kept confidential and shared only with authorized personnel to reduce the risk of judgment or bias. Creating a supportive workplace culture where employees feel safe sharing their experiences—if they choose to do so—will be a key priority. To further encourage this, we will implement mentorship programs where employees who have experienced similar situations can provide guidance, support, and encouragement to their peers. A discreet and accessible reporting mechanism will be available for employees to raise any concerns about stigma or discrimination, ensuring that these issues are addressed promptly and appropriately. Lastly, leadership will actively promote inclusivity and challenge stigma through their actions, championing the company’s social mission and supporting employees throughout their journey. By taking these proactive steps, we aim to foster a safe, respectful, and stigma-free environment where all employees feel valued and empowered to succeed.

For employees experiencing ongoing trauma, we will ensure that they have access to a comprehensive support system tailored to their needs. This will include regular access to professional counselling services through qualified counsellors who will visit the workplace quarterly, offering employees a safe and confidential space to discuss their feelings and challenges. Employees will also have access to legal assistance on-site, with legal representatives available quarterly to provide guidance on any legal matters that may arise, such as navigating restraining orders, custody issues, or other family-related challenges. This ensures that employees feel supported both emotionally and legally as they navigate their trauma. The company will offer flexible work arrangements, including options for part-time hours, adjusted schedules, or remote work where needed, to accommodate the varying needs of those dealing with ongoing trauma. This flexibility allows employees to prioritise their mental health and recovery while still maintaining a sense of stability through their employment. By ensuring access to these support systems, we aim to provide a nurturing environment that encourages healing, empowerment, and long-term recovery for employees affected by trauma.

We take the confidentiality and privacy of our employees very seriously, especially given the sensitive nature of their past experiences with family violence. To protect employees and ensure their trust, we will implement the following confidentiality and privacy measures: First, all personal information about an employee’s background, including any history of family violence, will be kept strictly confidential. This information will only be shared with authorized personnel who are involved in providing support services, and it will never be disclosed to others without the explicit consent of the employee. Employees will also have the option to remain anonymous in their interactions with the company if they choose. We will put in place secure data handling practices to ensure that any personal or sensitive information is stored safely and in compliance with relevant privacy laws. Access to personal records will be limited to only those employees who need to know for the purposes of providing support or administering services. Regular audits will be conducted to ensure that all privacy protocols are followed diligently. Additionally, all counselling sessions, legal consultations, and any support services provided to employees will be conducted in private, with the utmost respect for confidentiality. Employees will be assured that their participation in these services will not affect their employment status or be shared with colleagues or management. To further safeguard privacy, we will create a secure, discreet reporting system where employees can report any issues related to their safety, work concerns, or harassment in a confidential manner, ensuring that their identities and personal details remain protected.