A good practice guide – how organisations can support employees experiencing domestic abuse
One in five adults experience domestic abuse, it is important to recognise anyone can be a victim of domestic abuse. There are unique challenges faced by professionals and those working within domestic abuse services if they themselves become victims
It is important that employees understand the different forms of domestic abuse and recognise the signs to signpost to appropriate support and intervention.
Organisations must actively work to challenge stereotypes, fostering a culture that acknowledges and recognises that professionals can be victims of domestic abuse. Offer clear options and different pathways for employees to seek advice, support, and report incidents and raise awareness of support available (online and physical).
Professional curiosity and unconscious biases
There may be instances where both the individual causing harm and victim are within the same workplace. Being curious and paying attention to who is doing what to whom is essential. Unconscious biases can make it hard for employers to see who is vulnerable, these biases can come from stereotypes, like their job, status, or wealth, which can also add additional barriers to individuals seeking support.
How easy is it for staff to find and access support?
Assess and evaluate the current provision and support mechanisms in place. What resources and assistance does your organisation currently offer? Check your intranet or notice boards for available support options.
Policy
- Create and regularly review a specific policy for domestic abuse that is easily accessible to all employees. Avoid the use of acronyms, or clearly articulate their meaning.
- Conduct anonymous surveys to understand employees’ needs and concerns regarding domestic abuse support.
- Establish a steering group, set key priority standards, and hold strategy meetings to address and mitigate barriers.
Training
- Managers to utilise opportunities, such as one-to-one meetings, to check in with employees and know how to plan and sign post to help through mandatory training.
- Include mandatory training on domestic abuse for all employees as part of the organisation’s induction process, with refresher courses every two years.
- Organise regular workshops and training sessions focused on domestic abuse awareness and support resources.
- Integrate domestic abuse support into broader wellness programmes that address mental health, stress management, and overall well-being.
- Invite experts and survivors to share their experiences and provide insights at guest speaker events, or promote the SETDAB free Training Lectures.
- Professionals working in your organisation can also be individuals using harmful behaviour. Learn more about how to identify people who are using harmful behaviour.
Digital resources
- Develop a dedicated domestic abuse section on the intranet for employees to access, which includes the support you can offer and how colleagues can support others.
- Implement monitoring processes, such as checking intranet metrics, to track how the domestic abuse pages are being used and accessed.
- Provide an online space for anonymously reporting concerns or sharing information relating to others, knowing the appropriate action will be taken. For example, this could be achieved by implementing a system where individuals are referred to by a case number or pseudonym rather than their name or a recognisable identifier.
Communications
- Send regular updates and reminders about available support services through various communication channels, such as emails, newsletters, and team meetings.
- Leverage social media platforms to raise awareness and share information about support options.
- Place posters and flyers in common areas such as break rooms, toilets, and bulletin boards to ensure visibility.
- Host employee events on awareness days during key times of the year, where employees can learn about different support services and meet representatives from various organisations.
- Share testimonials from employees who have accessed support services.
- Distribute domestic abuse communications and resources from SETDAB and other SET domestic abuse agencies.
Employee assistance programme
- Ensure the availability and promotion of an employee assistance programme as a pathway to support.
- Promote any confidential counselling services.
Workplace domestic abuse champions
- Establish support groups and develop peer support networks where employees can connect with trained peers for support and guidance in a safe environment. An example of this could be appointing Domestic Abuse support champions
Real life case studies which bring some of these issues to light, are available here.