Building a safer workplace: Addressing family violence with confidence

In a world where the workplace is increasingly recognised as a critical space for addressing societal issues, the topic of family violence is taking center stage. Under the HeForShe initiative, UN Women have conducted groundbreaking research into the support provided by FTSE 100 companies for employees experiencing domestic violence and abuse. The report, titled "Small Steps, Big Difference," sheds light on current initiatives and opportunities for improvement in workplace, community, and societal responses to this pressing issue.

Domestic violence and abuse have far-reaching implications, affecting not only the personal lives of victims but also their professional environments. The report reveals that 82% of surveyed FTSE 100 companies offer support to employees experiencing domestic violence and abuse. This support includes immediate assistance, flexible working arrangements, and preventive measures aimed at raising awareness and promoting economic independence. These companies play a pivotal role in addressing domestic violence and abuse, given their significant influence and reach. With over 1.6 million employees represented in the survey, these corporations have the potential to make a profound impact, particularly in regions with limited state support.

One employee shared their experience, emphasising the crucial role their employer played in providing support during a difficult time. "I would never have left my husband if it wasn't for the support of my manager and my company’s domestic violence policy," they said. "The only thing I didn't lose in all of this was my job!"

As Leanne Wood, Chief Human Resources Officer at Vodafone Group, aptly puts it, "Domestic abuse is a vital topic for employers to engage with." By implementing global standards and providing training, companies can create safer and more supportive environments for their employees.

The impacts of domestic violence on its victims cannot be understated. Acts of violence seek to make the victim subordinate or feel ‘less than’ the perpetrator, undermining their confidence and ability to leave the violent person. This is often an ongoing behaviour that escalates over time, and can happen in many different ways. The most commonly reported forms of domestic violence include:

• Physical abuse and intimidation, or threats of physical violence
• Emotional abuse, such as verbal insults and humiliation
• Economic abuse, where you are denied financial independence and have a partner controlling your money
• Social abuse, including isolating you or denying access to friends and family.
• There are multiples forms of domestic violence, and they can be mutually reinforcing. While physical violence may be the most visible form, others such as sexual, emotional, social, spiritual and economic abuse can be equally harmful.

The experience of domestic violence can disrupt and have a significant impact on a victim’s life across various spheres, including home, work and community, and can affect an individual’s mental health. Domestic violence has a negative impact on self-esteem, sense of self-efficacy, and physical and mental wellbeing. As a result, all forms of partner violence are significantly associated with an increase in mental health issues and depressive symptoms for both men and women.

Increased stress and relationship issues in our personal lives obviously have an impact at work, affecting our performance, productivity and engagement.

Research shows that the more people know about gender violence and discrimination, the more they are able and willing to stand up to it. Awareness is therefore the first step in preventing and reducing domestic violence, and goes a long way towards reducing stigma. We can break down the stigma surrounding situation of domestic violence by openly speaking about the issue. Reducing stigma makes those experiencing domestic violence more likely to feel comfortable speaking out about their experience, and can help create social change.

In collaboration with White Ribbon Australia, we have built an interactive workshop tailored for People Leaders aimed at navigating the complexities of family violence within the workplace. Our workshop is meticulously crafted with insights from family violence subject matter experts and aligns with White Ribbon workplace accreditation criterion. At the heart of our workshop lies the core objective of building confidence, knowledge, and empathy among participants. Through comprehensive sessions, participants will:

• Gain insights into the prevalence and types of violence against women
• Explore the drivers of gendered violence and recognise common signs of abuse
• Develop essential skills to respond with supportive attitudes and conduct low-risk conversations
• Learn to apply appropriate rules for privacy, confidentiality, and disclosure
• Practice critical skills through realistic case studies, refining their ability to approach and respond to individuals experiencing violence

At Enmasse, we are committed to creating workplaces that help prevent domestic and family violence. For more information about our training programs and resources, including webinars on understanding and preventing domestic and family violence, click here or contact us.

If you or someone you know is being subjected to domestic or family violence, it's important to seek help. In the UK, you can call the Respect helpline on 0808 802 4040 or email helpline@womensaid.org.uk and staff will reply within 5 working days. In Australia, organisations like 1800 RESPECT, Lifeline (13 11 14) or No to Violence (Men’s referral service) 1300 766 491 can offer help and support.

References and further reading:
https://www.heforshe.org/en/many-ftse-100-companies-recognise-domestic-violence-and-abuse-workplace-issue-and-are-taking-action
https://www.vodafone.com/news/inclusion/many-ftse-100-companies-recognise-domestic-violence-and-abuse-as-workplace-issue-finds-new-un-women-research-supported-by-vodafone-foundation
https://www.glamourmagazine.co.uk/article/domestic-violence-leave-uk
https://journals.sagepub.com/doi/full/10.1177/15248380231189191