As bad as those statistics are, the pandemic has only made the situation worse. A survey conducted by the Australian government found that one in 12 women experienced physical violence from their live-in partner in the first three months of the pandemic. Furthermore, more than one in five women experienced emotionally abusive and controlling behaviour from their live-in partners — that’s over 1 million women.
Judging by these numbers, we can safely assume that victims of Domestic and Family Violence (DFV) walk through the doors of workplaces in Australia every single day. As owners, managers, or employees within an organisation, it’s critical to recognise that the effects of DFV are not confined to a household, and we have a part to play in helping victims. Indeed, according to research conducted by the UN, 55-70% of all people experiencing DFV in Australia are in the paid workforce.
The victim and the workplace
A workplace can represent a variety of safeguards for a DFV victim. It can provide a place to escape, somewhere to connect with others and receive support, and represent an important source of income (which can enable routes out of the relationship). It’s important though to understand that this is not the case for all victims. Research has shown that over half of employed victims are harassed by their abusers while at work via repeated calls or visits to the workplace.
While an organisation has limited control over what happens to an employee while they’re at home, it can create a safe space at work where a DFV victim can open up about the abuse and seek the support they need
One of the key issues in providing workplace help for victims is that organisations and employees are unsure of their roles in this space. While the initial stigma of DFV means victims may not feel able to talk to anyone at work about what they are experiencing, workers who do disclose the issue (often to a co-worker in the first instance) often do not receive a sympathetic response. Furthermore, often line managers and other staff are not trained to recognise DFV and miss the opportunities to listen and offer appropriate support.
According to a survey conducted in 2019 by the Sightlines team at Domestic Violence Service Management, victims wanted their organisations to improve across three key areas:
- People in the workplace should be compassionate and non-judgmental.
- Workplaces should provide more (or improved) tangible support.
- The workplace should improve its understanding and awareness of family and domestic violence.
When these three main improvements are realised, victims are more likely to share their experiences and, therefore, have a better chance of receiving the help they need.
Signs an employee might be suffering from Domestic and Family Violence
There are a host of signs that an employee might be suffering from DFV. They can range from work productivity changes to physical bruising. Here are a few things to look out for:
Work productivity
- Change in the person’s working patterns: for example, frequent absence, lateness or needing to leave work early.
- Reduced quality and quantity of work e.g., Missing deadlines, a drop in usual performance standards.
- Change in the use of the phone/email e.g., A large number of personal calls/texts, avoiding calls or a strong reaction to calls/texts/emails.
- A marked (and unexplained) increase in the amount of time spent at work.
Changes in behaviour, where the employee:
- Demonstrates conduct changes compared to previous employment history.
- Becomes quieter, anxious, frightened, aggressive, distracted or depressed.
- Begins to isolate themselves from the rest of their colleagues.
- Becomes secretive about home life.
- Openly worries about leaving children at home.
Physical signs:
- Visible bruising or repeated injury with unlikely explanations.
- Change in the pattern or amount of make-up used.
- Change in the manner of dress e.g., Clothes that do not suit the climate that may be used to hide injuries.
- Looks visibly tired or fatigued.
Other signs:
- The partner or ex-partner is known to be stalking the employee in or around the workplace.
- The partner or ex-partner is exerting an unusual amount of control or demands over the work schedule.
- The employee appears to be isolated from family/friends and usual work social interaction.
What to do if someone is suffering from Domestic and Family Violence
Currently, the vast majority of women experiencing high levels of FDV have left employment by the time they get to a refuge. Therefore, early intervention in the workplace is key for supporting staff to stay in work, maintain their financial independence and prevent the escalation of abuse.
So, how should you approach someone who you suspect is being affected by domestic and family violence?
- Approach them respectfully. Say something like, “I’m concerned about your safety”, “I’m worried about you”, or “Is there something I can do to help you be safer at work?”
- Talk about the things you have noted are concerning e.g. “I noticed you have some bruises. Are you ok? Are you safe?”, or “I’ve noticed you seem frightened of your partner [or other person you suspect is hurting abusing them]. Is everything OK? Are you safe?”
- Don’t immediately insist that they leave their relationship or criticise them for staying.
If they do engage with you and open up about what is happening, it’s important you offer help in the following ways:
- Listen without judging. Believe what they tell you and never blame them for what is happening.
- Never focus on the domestic and family violence details, but rather on helping them to be safe and referring them to services, so they can be safer at home. Victims will be assessing how much they can trust you and will react negatively to signs of judgement from you.
- Victims are actually most at risk when they leave a perpetrator, so it’s important to trust that they know their situation best.
- Talk to them about their DFV workplace entitlements and the options available to them, such as taking leave (DFV leave if available) or accessing flexible work arrangements.
- Discuss possible safety measures you could implement if the employee feels unsafe in the workplace, such as screening the employee’s incoming calls, blocking emails, changing a phone number, or changing working hours or location.
- Provide the employee with appropriate contacts within your organisation or inform them of external support (see external support details below).
- Take steps to ensure all disclosures and activities are kept confidential, unless there is a legal or safety requirement for sharing information.
- Check with the employee what information can be shared and with who. There is usually a need to share certain minimum information with others to help enact safety measures.
Implementing a Domestic and Family Violence strategy
Having a clear strategy, that is known to all employees, can help both victims and those who are willing to help. At Converge, our bespoke training programs can help both managers and employees understand what to do when faced with an employee who is suffering from DFV in the workplace.
If an organisation is to create a safe space for victims of DFV, they need to implement the following strategies:
- Training
Employees, particularly HR and managers, should receive specialist training to spot the signs of domestic abuse and respond accordingly. - A clear policy
A Domestic and Family Violence policy should be tailored to the business and communicate to employees what they can expect from the employer if they disclose domestic abuse. It should also confirm that disclosures will be treated in confidence, except where there is a risk of harm to a child, vulnerable adult or staff member. - Raise awareness
Employers can play an important role in raising awareness and setting out the support that can be offered to victims, both by specialist agencies and within the organisation.
Reach out for help
If your employer is with Converge, you have access to our specialised Domestic and Family Violence Helpline. You can find the number within your Converge Portal, or call one of our friendly staff on 1300 687 327. We also offer tailored training courses to help managers and employees create a safe space for victims and provide them with the help that they need.
Alternative support includes:
- 1800 Respect: 1800 737 732
- Mensline: 1300 789 978
- Kids Helpline: 1800 551 800
- General Practitioner