Violence against women is not a private issue. It’s a workplace issue, a community issue, and a whole-of-society issue. One of the most important tools we have for understanding the beliefs, misunderstandings and social norms that allow violence to continue in Australia is the National Community Attitudes towards Violence against Women Survey (NCAS).
The NCAS is the world’s longest-running survey of its kind, gathering data from more than 19,000 Australians aged 16 and over about their understanding of violence against women, their attitudes towards gender inequality, and their willingness to intervene when they witness harm .
Understanding this report is essential for employers, leaders and everyday workers. Why?
Because the NCAS illustrates a simple truth: the attitudes we hold in society show up at work — in our culture, our policies, and our behaviour.
This blog unpacks what the 2021 NCAS tells us, what it means for workplaces across Australia, and how each of us can play a meaningful role as an ally.
1. What Is the NCAS, and Why Does It Matter for Workplaces?
The NCAS measures three things:
1. How well Australians understand violence against women
For example, whether we recognise that emotional abuse, tech-facilitated abuse or financial control are forms of violence.
2. How strongly Australians reject gender inequality
This includes attitudes that reinforce rigid gender roles at home or work, sexism, workplace power imbalances, and beliefs that undermine women’s leadership.
3. How strongly we reject violence-supportive attitudes
These are myths and beliefs that minimise violence, excuse perpetrators, mistrust victims, or subtly shift blame.
Together, these attitudes form a powerful climate: a cultural environment that either prevents violence or allows it to flourish.
The NCAS is directly tied to the National Plan to End Violence against Women and Children 2022–2032, and it helps measure whether Australia is progressing towards that goal .
Workplaces play a central role — as employers, community influencers, and spaces where culture is shaped every day.
2. What the 2021 NCAS Tells Us: Progress and Reality Checks
A. Australians’ understanding of violence is improving — but slowly
The NCAS shows that public understanding of violence against women has improved over the last decade. For example, 84% of respondents now recognise that repeated emails or texts to harass someone is a form of violence — up from 71% in 2013 .
Similarly, 81% recognise that denying a partner money to control them is domestic violence, up from 54% in 2013 .
However, the NCAS also reveals significant blind spots:
- Only 66% recognised repeated criticism designed to make a partner feel bad as “always” domestic violence.
- Only 66% recognised forcing a trans partner to hide their identity as domestic violence.
- Many respondents still see domestic violence as occurring somewhere else — 91% agreed it’s a national issue, but only 47% saw it as a problem in their own community .
This disconnect matters. In workplaces, it often translates to responses like:
“That doesn’t happen here.”
“We don’t have that problem.”
“He seems like a good bloke.”
B. Harmful stereotypes and myths persist — and show up at work
The NCAS highlights deeply concerning beliefs that still exist:
- 41% believe men and women perpetrate domestic violence equally — contrary to evidence.
- 34% believe sexual assault accusations are often used as payback.
- 23% believe domestic violence is a normal reaction to stress.
- 15% see no harm in sexist jokes.
- 1 in 10 believe women often say “no” when they mean “yes” .
These are not harmless misunderstandings — they reflect and reinforce the everyday culture that shapes how people behave at work.
Workplaces where sexist jokes are brushed off, where women’s leadership is subtly questioned, or where consent misunderstandings go unchallenged are workplaces that inadvertently create risk.
C. Australians’ willingness to intervene depends on context
Most people say they want to intervene when witnessing disrespect or abuse — but the NCAS shows their willingness drops:
- when the behaviour is subtle (e.g., sexist jokes)
- when the perpetrator has more social or professional power
- when they’re unsure whether colleagues will support them
This is especially relevant in hierarchical organisations, where power dynamics can silence bystanders.
3. What Does the NCAS Mean for Workplaces? Your Legal and Cultural Obligations
Workplaces are not just places where violence may be disclosed — they are places where attitudes that enable gender-based violence are either reinforced or challenged.
The NCAS findings intersect with several key workplace obligations.
A. Positive duty under the Sex Discrimination Act (2022 changes)
Workplaces must take reasonable and proportionate measures to eliminate:
- sexual harassment
- sex-based harassment
- discrimination
- hostile workplace environments
- victimisation
This aligns directly with the NCAS emphasis on challenging the social norms that feed disrespect and violence.
B. WHS obligations: Psychological safety
Under work health and safety laws, employers must provide a safe working environment that prevents:
- bullying
- sexist behaviour
- discrimination
- harassment
- controlling or coercive workplace conduct
Given that attitudes influence behaviour, the NCAS demonstrates why psychosocial safety reforms are essential.
C. Respect@Work Recommendations
Respect@Work highlights the importance of:
- gender equality at work
- leadership accountability
- accessible reporting pathways
- proactive prevention measures
The NCAS makes it clear that sexist attitudes, disrespect and rigid gender roles are risk factors for violence — meaning workplaces must actively challenge them.
D. National Plan to End Violence Against Women and Children
Workplaces have a role in achieving the plan’s goals by:
- modelling gender equality
- responding effectively to disclosures
- educating staff
- fostering cultures of respect
The NCAS provides the evidence base for why these obligations matter.
4. How to Be an Ally at Work: Practical Steps Every Employee Can Take
Being an ally is not an identity — it’s a daily practice.
Here’s how the NCAS findings translate into real actions anyone can take.
1. Learn to recognise all forms of violence and disrespect
The NCAS shows that physical violence is widely recognised — but emotional, identity-based, financial and tech-facilitated abuse are not.
Being an ally means understanding that abuse can look like:
- controlling who someone talks to
- constant criticism disguised as “feedback”
- sexist jokes that demean women
- dismissing a colleague’s capability due to gender
- pressure to share personal information
- monitoring someone’s movements
- undermining someone’s identity
If you can name the behaviours, you are more likely to challenge them.
2. Use your influence — however big or small — to challenge harmful norms
The NCAS found that:
- 15% of Australians see no harm in sexist jokes
- 19% believe women prefer men to be in charge
- 10% think men make better bosses
- 41% believe women misinterpret sexism
These beliefs show up in workplaces through:
- dismissive comments
- unequal promotion pathways
- subtle gaslighting
- gendered tasks
- undermining women’s leadership
Allies disrupt these patterns by naming them:
- “That comment doesn’t sit well — it undermines women.”
- “Let’s make sure women’s contributions aren’t being overlooked.”
- “That joke isn’t appropriate — it reinforces harmful stereotypes.”
Every small challenge builds cultural momentum.
3. Be a safe person to disclose to
The NCAS notes that 2 in 5 Australians don’t know how to access domestic violence services .
If someone discloses violence or harassment at work:
- believe them
- thank them
- avoid asking “Why didn’t you leave?” or other victim-blaming questions
- connect them with HR, EAP or specialist support
- ensure they are not penalised for speaking up
Your response can make the difference between safety and silence.
4. Intervene — even when it’s awkward
The NCAS shows people are more willing to call out overt abuse, but less likely to challenge subtle sexism .
Allies intervene early, before patterns escalate:
- Diffuse: “Hey, let’s keep things respectful.”
- Question: “What did you mean by that?”
- Redirect: “Let’s move on from that.”
- Check in privately: “I noticed that didn’t seem okay — are you alright?”
You don’t have to be confrontational — you just have to act.
5. Advocate for gender-safe systems
Being an ally includes supporting structural change:
- call for gender-balanced leadership
- support family and domestic violence leave
- push for transparent pay audits
- advocate for training on respectful behaviour
- support anonymous reporting mechanisms
The NCAS tells us that organisational change must occur alongside individual behaviour.
5. What Leaders and HR Teams Should Do Now
A. Review your policies through a gender-lens
Align policies with the NCAS evidence:
- broaden definitions of violence to include emotional, digital and coercive behaviours
- explicitly reject sexist and disrespectful attitudes
- strengthen reporting and investigation processes
B. Implement ongoing training
One-off workshops don’t shift culture.
The NCAS shows attitudes are shaped by the environment — meaning training should be:
- regular
- evidence-based
- scenario-driven
- tailored to roles and levels
C. Build a culture of accountability
Leaders must model the behaviour they expect.
D. Localise the issue
Since only 47% of Australians think violence is a problem in their own community , workplaces need to place the issue close to home:
- share anonymous case studies
- highlight real incidents (confidentially and sensitively)
- communicate the reality that violence impacts staff directly
E. Partner with specialist organisations
Expert organisations can guide policy, training and response frameworks.
6. Final Thoughts: The NCAS Is a Mirror — What Matters Is What We Do With It
The NCAS isn’t just data.
It’s a national mirror — reflecting both progress and the deep work still required.
It shows that:
- understanding of violence is growing
- rejection of gender inequality is improving
- but myths, stereotypes and harmful beliefs persist
- and workplaces are a key site for change
Every workplace — from small businesses to major corporates — plays a role in shaping Australia’s cultural climate. And every employee — regardless of job title — can be an ally.
Violence against women doesn’t start with violence. It starts with attitudes.
And attitudes can change.
The NCAS shows us where we are. Our actions decide where we go next.
