Assumptions about a woman’s sexuality remain one of the most insidious and unexamined forms of gendered harm in modern workplaces. At WGG Australia, we continue to hear from women whose careers are derailed not by evidence or misconduct, but by rumour, perception, and unchecked bias. This recent anonymous submission — where a young woman was dismissed over an unverified allegation treated as fact — reveals how quickly speculation can harden into reputational damage and professional consequences. Her story reflects a broader systemic pattern: women punished for imagined wrongdoing while institutions routinely overlook or minimise credible allegations against men. This is not about comparison, but about confronting the structural failures that allow reputations to be destroyed on the basis of innuendo, and demanding workplaces commit to accountability, fairness, and genuine cultural change.

Mediation is often praised as a kinder, cheaper alternative to court, giving families the chance to find their own solutions. But when family violence is involved, the stakes change. Power imbalances, fear, and coercion can undermine the very principles mediation is built on, neutrality and free choice. This blog explores whether mediation can ever be safe or appropriate in cases of family violence, the safeguards that matter most, and why sometimes the courtroom is the only just path forward.