Domestic Abuse, the missing policy in the workplace - By Tina Pokuaah
“Imagine having to
request extra hours at work, not because you needed the extra money, but
because it was your only source of freedom"
Domestic Abuse, the missing policy in the
workplace
To begin with, domestic abuse (DA) has been defined as any
incident or pattern of incidents of controlling, coercive or threatening
behaviour, violence, or abuse between those aged 16 or over who are or have been
intimate partners or family members regardless of gender or sexuality” (Gov.uk,
2012). It is said that 1 in 4 women experience DA and these are not strangers
from the corners of the earth, they could be our family members, friends,
neighbours, and who I would like to highlight today; our COLLEAGUES. Even as
professionals in safeguarding, this does not prevent victimisation. As reported
by Neu, (2020) the majority of the education workforce are women and it’s
likely that in any school or college, at least one woman will be at risk of, or
experiencing, domestic abuse.
Despite the recent media headlines and alarming statistics and the prevalence of domestic abuse, this unfortunately can still be considered a
taboo topic. Sadly, this can be a justification for employers to shy away from
addressing it. Regardless of this there’s strong research evidence which states
that up to 75% of employed victims are harassed by their abusers while at work.
Victims can be subjected to unwarranted visits and phone calls at their places
of work (Farrer & Co LLP, 2021). As rightly stated in SHRM (2022), the
workplace can be the only avenue of respite that a victim has, so if this is
also affected, it’s likely to make their situation far worse.
Moreover, by recognising the scope and impact of DA,
employers can be an important entry point to reduce the current statistics and
risks of further harm relating to DA. The reality is that whatever one's gender
or occupation, within every company there will be individuals who are experiencing
or previously experienced domestic abuse. Acknowledging that domestic abuse
happens can be instrumental in breaking down the taboo and stigma behind it.
Evidently, this fosters a culture that raises awareness, promotes openness and
honesty. Getting comfortable with talking about DA commences with being able to
start the conversation. If an employer is concerned about an employee
experiencing domestic abuse, asking the right questions can be a good starting
point to safeguarding their staff. For instance, asking questions like the ones
listed below;
“How are things with
you and...?”
“Is there anything
else that might be affecting you...?”
“You seem anxious, is
everything okay at home...?”
Also, it’s important
that employers are transparent about their concerns and show support instead of
victim blaming. Employers can also:
- Assure them that they are not alone and that they are many people in the same situation.
- Provide them with information to take away (if safe).
- Signpost to relevant support services.
- Acknowledge that they are in a difficult & frightening situation.
- Allow them to create their own boundaries of what they think is safe and what is not.
- Refrain from urging them to follow any plan that they express doubt about.
Victims may be reluctant to disclose abuse, but many reports
show that they hope that someone will ask them. Therefore, it’s important to
remember that repeated enquiries over time also increases the likelihood of
disclosure.
Furthermore, adopting a safeguarding culture amongst
employees, will further require adopting a domestic abuse strategy. Farrer
& Co LLP (2021) discussed the need for training, sharing the Governments
report which highlighted that managers and HR professionals lacked confidence
in dealing with domestic abuse cases. Employees, particularly HR and managers,
should receive specialist training to spot the signs of domestic abuse and
respond accordingly. Moreover, adopting a domestic abuse strategy also includes
implementing a domestic abuse policy that is tailored to the business or
organisation. A policy which shares with the 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 concerns of risk of harm to
themselves or someone else. More importantly, this policy must be reviewed and
updated against other relevant policies, to ensure they are consistent.
In addition to having a policy in place, they also shared
several ways that employers should position themselves to offer practical help.
This can include formulating a safety plan for the victim, potentially
including steps to ensure that the perpetrator cannot identify their location.
Also offering paid leave to attend appointments related to the abuse or to look
for a new house or school; advances on pay or loans; and counselling.
It is hoped that all organisations will begin to establish
and evaluate proactive practices to address the impact of DA especially in
terms of noticing warning signs and taking actions to keep employees safe.
References
https://www.shrm.org/resourcesandtools/hr-topics/risk-management/pages/domestic-violence-workplace-nfl-ray-rice.aspx
https://www.farrer.co.uk/news-and-insights/domestic-abuse-in-the-workplace-an-emerging-issue-in-employment-law/
https://lwa.org.uk/understanding-abuse/statistics/
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