The recent sexual assault allegations emerging from Victoria have sparked national outrage, exposing serious flaws in a system meant to protect our youngest and most vulnerable. Families were blindsided – only learning of allegations when they were made aware by police and government authorities. The revelations have prompted widespread media scrutiny, raising urgent questions: How could such abuse go unnoticed for so long? And did the childcare providers know more than they were letting on?
In the wake of these devastating events, another critical question emerges: What if there had been an independent, external complaints line?
Why don’t people report?
When working closely with colleagues, it can be sometimes difficult to comprehend and process behaviours observed. We often hear complainants reflect that ‘they didn’t know what to do’ or ‘they weren’t able to comprehend fully at the time’. Often when people start in a new position, they observe behaviours that appear to be normalised and find it difficult to unravel whether the behaviour should be reported, particularly if others in the workplace are not alarmed by the behaviours. They may hear words to the effect of ‘oh, that’s just Bob (or Mary), they are just like that. Many times workers do not want to risk losing their own positions by reporting, even if they have been subjected to the behaviour themselves. At worst, people may worry of being subjected to a difficult worklife if they report, and at worst losing their own employment. Some workers are casual and are at high risk of losing the work they have by reporting.
What is an External Complaints Line?
An external complaints line is a safe, anonymous service, independent of the organisation, where staff, parents, and others can report concerns confidentially. It is designed to triage complaints early, identify patterns, escalate them appropriately, ensure that key personnel are made aware of any serious allegations, so that they can investigate them early and take appropriate action.
It allows concerns to be raised with the right people, bypassing direct internal filters that could delay or suppress the right internal decision makers. In cases like Victoria, this could have meant the identification of trends, reporting to senior key contacts within the business, meaning earlier intervention, investigation and appropriate warranted actions, including termination and reporting to authorities.
The Power of an Independent Option
Concerns like sexual harassment, bullying, discrimination or event fraud can happen in any workplace. That’s why having a secure, independent way to report issues, not just whistleblowing concerns, is so important.
Early intervention is key when it comes to addressing workplace concerns—especially in environments where the wellbeing of children and vulnerable individuals is at stake. When complaints are captured and addressed promptly, organisations can prevent harm, support staff more effectively, and foster a culture of openness and accountability.
Yet all too often, serious issues go unreported in the workplace. Individuals may remain silent out of fear—fear for their safety, their job security, their future career prospects, or possible retaliation from those in positions of power.
This is where a confidential, independent reporting process becomes vital. By removing the risks associated with speaking up, such mechanisms empower individuals to come forward safely and ensure concerns are heard and managed with integrity. In doing so, organisations not only protect their people—they build trust, strengthen culture, and uphold the standards their communities expect. In addition, where complaints are reasonable management action they are reinforced via this process giving credibility to internal processes.
What Could Have Been Different?
If an external reporting service had been in place:
- Concerns could have been documented and investigated earlier, potentially stopping harmful behaviour sooner.
- Staff may have felt empowered to act, reassured that their concerns wouldn’t be ignored or used against them.
- Parents and guardians could trust in a system that gave them a voice and ensured their children’s safety
- Childcare centres could rely on a safe, dependable service to protect their communities – most importantly the youngest and most vulnerable populations.
The question isn’t just what could have been different in Victoria – it is how many other centres might be sitting on concerns, waiting for someone to do something about it.
A Safer Path for the Future
Emverio Workplace Complaints and Whistleblowing Service is an independent complaints scheme providing safe and robust reporting processes for complainants and workplaces. We offer an impartial and trauma-informed platform for staff, families, and other stakeholders to raise concerns—whether related to misconduct, safety, or systemic issues.
