Gender Equality- the ongoing need

For many of us the New Year represents an opportunity for reflection, about the year that has past and about the hopes, goals and potential for the year ahead.

This is true for me in my role as CEO of Women’s Health and Wellbeing Barwon South West.  As I work with this team to plan the year ahead part of my reflection is anchored in a question I’m often asked.  Why? Why in 2026, do we still need to focus on gender equality and the prevention of gender-based violence?

I’ll be straight to the point here; women are still dying. According to the Counting Dead Women Australia researchers (Destroy The Joint) 50 Australian women were killed by violence in 2025, and (at the time of writing) 2 women have been killed by violence in 2026. * Note- at the time of publishing, there have now been 6 women killed by violence in 2026.

In addition to the intolerable number of deaths, it's important to recognise that the burden of violence is much broader and more widespread.  Family violence is the leading contributor to preventable death, disability and illness in Victorian women aged 15 to 44 years.  Across Victoria intimate partner violence impacts women's ill health in many ways including by contributing to a staggering:

• 19% of suicide and self-harm injuries
• 17% of early pregnancy loss
• 15% of depressive disorders
• 11% anxiety disorders

This is not rare, it is not something that happens to an unfortunate few, and it's not a page out of the history books.  1 in 5 Victorian women will directly experience family violence in their lifetime, and it is happening now. This is why we must remain focused on this work into 2026 and beyond.

Another question that I am often asked is, how? How is the epidemic of violence against women connected to gender equality?  Gender inequality is when men are valued more than women, and have more power, resources and opportunities. An environment and society that tolerates gender inequality is one where violence is more likely to occur. Gender inequality can reinforce outdated gender stereotypes that suggest both men and women must stick to rigid gendered roles and these roles are often detrimental to all genders. It can create barriers to women’s financial independence, decision-making power and access to support. It can normalise and trivialise disrespect. And dangerously, it can minimise and condone violence and protect the perpetrators of violent behaviours. 

After the why and the how questions, it’s not uncommon for me to hear an incredulous statement along the lines of, “but surely in Australia in 2026 we are past this?”  We most certainly are not.

There are countless examples of how gender inequality persists. 

Sporting settings have a somewhat notorious reputation for gender inequality. In one particularly disturbing instance, this week it was reported that players, including the team captain, of a Melbourne-based football club attended a club event dressed in costumes portraying a 2010 scandal where a schoolgirl was sexually assaulted by an AFL player. 

Let’s break this down.

• The players felt comfortable to plan and wear costumes trivialising sexual violence and the sexual assault of a minor, suggesting that they thought this would be well received or accepted within club culture.
• They posted photos of the costumes on social media where they remained for an extended time, suggesting the players had no sense of individual discomfort about doing so, and indicating that there was likely no pushback from peers or guidance from leadership.
• The story also reports that senior players and the coach were present at the event, saw the costumes, and did not take any immediate action.

This is a version of a story that is often repeated at clubs and organisations, and it demonstrates influential bystanders failing to speak up, failing to set standards and failing to provide leadership when inappropriate behaviour is evident. This failure has the effect of condoning poor behaviour; the things you ignore are the things you accept. Taken in full, this adds up to an example of club culture that normalises, and so accepts, inequality, disrespect and violence. 

Sadly, it is just one example of many. There are so many news stories about women feeling uncomfortable, unsafe, discriminated against or undervalued in sporting settings.  Sport is so critical to many women’s health and wellbeing, providing physical, mental and social benefits.  These reports describe women reducing their participation in sport, contemplating or making decisions to leave their clubs or the sport altogether. This is sometimes about specific incidents or behaviours, but it’s often worsened by a pervasive culture of inequality and a lack of leadership and management from the club/body.  This is why we must remain focused on this work.

Beyond sport, there is current evidence of ongoing gender inequality across industries and workplaces.  To point to just a few of many examples, research shows that women are leaving industries as diverse as agriculture, wine making and cyber security due to issues of sexual harassment and discrimination.  Similar reports about university experiences reveal pervasive cultural problems and examples of harassment, particularly in male dominated fields.

Take this in the context of two Flinders University studies released this week revealing that around 80% of workplace sexual harassment victims do not report it, largely due to fear of reprisal and a lack of faith that anything will change.  Like the sport examples, this demonstrates a culture of acceptance and a failure of leadership. This all speaks to the reality that gender inequality remains a problem that is widespread, damaging and ultimately dangerous.  This is why we must remain focused on this work.

That being said, progress can and does happen.  In November 2025, the Victorian Parliament passed a new law that will place restrictions on the use of non-disclosure agreements in workplace sexual harassment matters.  The legislation is due to be implemented in 2026 and demonstrates genuine leadership from the Victorian Government.  The bill represents systemic change and goes some way to breaking down the insidious culture of secrecy that can protect offenders and that effectively puts organisational reputation ahead of preventing violence and prioritising the needs and recovery of victims.  This kind of progress shows that change can and does happen. 

So, I consider all of this as I reflect on the year ahead.  The reality of 2026 is that we have a long way to go before we achieve gender equality and safety, but there is progress.  My sincerest hope is that we all see a day, sooner rather than later, where systemic and cultural change both take a great leap forward.  A day where leaders of all genders across sport, community and industry actively step forward to speak up, guide, lead and change. A day where no person is constrained by harmful and outdated gender stereotypes.  A day where women and girls can genuinely be safe, respected and equal. Until that day, we will remain focused on this work!