How employers can advocate for domestic abuse victims

Employers can play an important role in recognising and supporting those experiencing domestic abuse.

Domestic abuse currently affects an estimated 1.6 million women and 757,000 men in the UK, according to the Office for National Statistics.

That’s a staggering 6% of the working-age population, or 1 in every 20 employees.

Employers can make a difference by recognising the signs and knowing how to help victims.

Taboo topic

Despite its prevalence, domestic abuse remains a relatively taboo topic in the workplace.

It profoundly impacts employees' physical and mental health, impairing their ability to work as well as their productivity, attendance and performance.

Despite this, many victims continue without support due to fear, embarrassment, or shame.

But we, as employers, can help. In fact, both employers and employees can play a significant role in advocating for and supporting domestic abuse victims in our day-to-day working lives.

Here’s how we can make a difference:

Understanding and awareness

Awareness and understanding are the first steps in bringing about change.

Domestic abuse can manifest in various forms, including physical, emotional, psychological, or financial abuse.

Common signs of domestic abuse include:

Unexplained injuries or illnesses
Frequent absences
Changes in behaviour
Withdrawal from social interactions and activities
Sudden decline in work performance

By training and educating managers and employees, and by learning to be vigilant and empathetic, we can help identify colleagues who may be experiencing abuse and offer our support.

Creating a safe space

Creating a safe space for those who may feel unsafe at home is a crucial start.

Lend a listening ear, practice empathy, and avoid quick judgments or reactions.

If a colleague confides in you about their situation, maintain confidentiality and share information only with appropriate individuals and only if they consent.

By fostering an atmosphere of trust, we can encourage victims to seek help and support without fear of judgment, stigma, or negative repercussions.

Consider how the workplace can be made safe for those who are taking action against domestic abuse offenders.

Practical steps such as introducing key card access, call screening, separate entrances and exits, as well as flexible work arrangements can be hugely beneficial in consolidating a safe space.

Providing practical support

Providing practical physical support can lighten the heavy load of those facing domestic abuse.

You could accompany them to appointments, offer transportation, help them access resources such as hotlines, shelters, and legal aid, or even assist with moving if necessary.

Have the contact details at hand for charities and organisations such as Women’s Aid and Refuge which offer comprehensive support services.

Ensure your company’s intranet is updated to make these resources readily available and easy to access for those who may be unable or unsafe doing so at home.

Allyship and policy change

Even as an employee, you can spearhead your company’s development in understanding domestic abuse and incorporating this into company policy.

Take small steps to be an ally by:

Encouraging internal communications on help and resources
Creating support groups
Ensuring regular check-ins among colleagues
Training and promoting domestic abuse allies

Advocate for workplace policies that include paid leave, flexible working hours, and access to counselling services.

Advocating for domestic abuse victims might seem like a daunting task, but it can begin with small steps such as awareness, learning, empathy, and practical action.

These acts of consideration and kindness can make a significant difference in someone’s life and wellbeing, while also enhancing the corporate approach to managing employees’ mental health.