A high-profile Victorian initiative designed to make workplaces safer for diverse women has come under fire, with one of its key figures branding it a “perfect failure” due to internal conflicts, poor management, and unmet goals.
The $800,000 WorkWell Respect Network, backed by WorkSafe Victoria, was launched in July last year to tackle gendered violence in workplaces, particularly for women from culturally and linguistically diverse backgrounds. It was delivered through Victoria University’s Sir Zelman Cowen Centre, with human rights lawyer Nyadol Nyuon leading the charge. However, the project quickly became mired in disputes, resignations, and missed milestones.
Ms Nyuon, who resigned from the university earlier this year, said she felt “betrayed” and “isolated” after being left to manage a project that she believes lacked the necessary support and resourcing from the start. She claimed the initiative became symbolic rather than transformative, describing her involvement as being used as “corporate blackface” in a program that didn’t genuinely reflect inclusion or equity.
“I thought it could send a powerful message to employers and create a safety net for everyone, but it failed in every way possible,” she said.
The project was intended to deliver a series of forums in collaboration with four key partners: Women 4 STEM, Australian Hotels Association Victoria, National Association of Women in Operations (NAWO), and Professional Migrant Women. However, only two of those organisations remain active in the program, with the others exiting due to tensions and disagreements over content and delivery.
NAWO reportedly left the project in September and has since launched its own initiative, Operation Respect. Meanwhile, Professional Migrant Women withdrew even before the formal launch. Concerns were raised that the educational content being delivered across the forums lacked cohesion due to diverging input from different groups.
Ms Nyuon said there were repeated frictions between her centre and other stakeholders, including WorkSafe, which she accused of overreaching and providing conflicting information to various groups. She said the workload became overwhelming, leading to stress and a deterioration of her mental health. At one point, she collapsed and was hospitalised.
Despite the pressure and setbacks, some stakeholders defended the project. Women 4 STEM stated that the forums they delivered were well received and that delays had actually allowed for greater industry participation. The group also acknowledged that its concerns were addressed appropriately when raised.
In contrast, an independent evaluator brought in to assess the project concluded that a proper evaluation was not possible due to instability and a breakdown in internal processes.
Behind the scenes, a strained relationship between WorkSafe and Victoria University was compounded by internal staff departures. Ms Nyuon, who was still serving as director of the Sir Zelman Cowen Centre while managing the project, eventually requested financial recognition for the additional work. In response, Victoria University offered her $70,000 in compensation, praising her “continued dedication and contribution.” She has not yet decided whether to accept the payment.
A Victoria University spokesperson said the institution remained committed to supporting Ms Nyuon and welcomed diverse perspectives among staff and students. WorkSafe, meanwhile, issued a statement reaffirming its commitment to workplace safety and its ongoing collaboration with stakeholders on related initiatives.
Although some forums were completed, many involved agreed the project missed its full potential. Ms Nyuon said she believes that the root cause of the program’s failure lies in systemic issues, under-resourcing, and leadership that failed to meet the project’s complexity.
“The biggest risk for me was not losing a job — it was losing my voice,” she said. “I’ll continue to speak up, because being able to express the truth of my experience is the only way to create genuine change.”
