Domestic violence shock waves reach way beyond the home

By Ruth Weatherall, Mihajla Gavin and Natalie Thorburn

Gary* has been supporting his employee, Sara, who is being subjected to domestic violence. Gary is very supportive of Sara’s plans to leave her partner and ensures access to her entitled support such as paid leave and flexible working arrangements to make this happen. A few weeks later, however, Gary finds out that Sara returned to her abusive partner. Feeling frustrated that Sara did not follow through, he asks Sara to leave the organisation.

This true story of one domestic violence victim’s experience with a workplace highlights an important, yet complex, issue: access to workplace support for domestic violence is vital, but misunderstandings about such violence hinder effective implementation, potentially hurting victims further.

Supporting domestic violence victims in the workplace can be difficult without a proper understanding of the nature of the problem.
Supporting domestic violence victims in the workplace can be difficult without a proper understanding of the nature of the problem.

Gary holds common assumptions about domestic violence: it is a discreet event that ends when a victim leaves a relationship; violence happens in the home (not through institutions); and victims must take individual responsibility for violence. None of these assumptions are true.

Domestic violence is a complex social problem embedded in gender inequality. Victims are subjected to violence from abusers and institutions for years after a relationship ends. Domestic violence spills into work, friendships and communities. We must protect individual victims, but the violence is not individual; it is woven into the fabric of our society.

Workplaces need frameworks to understand their role within this broader social picture. While legislation gives us the base for employee rights, it alone does not determine how workplaces enact their responsibilities.

Our research, recently published in the Journal of Industrial Relations, aims to bridge the gap between the written policy and its implementation, in line with gender equality objectives.

A Framework for Workplaces

1. Domestic violence is both public and private

The ‘domestic’ of domestic violence is misleading. While violence does happen at home, it spills across arenas of victims’ lives. Research has shown that abusers use workplace time and resources: they might ask colleagues to report on a victim’s activities or call victims excessively during work hours. Victims carry the exhaustion, fear and pain of abuse into the workplace.

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Most importantly, these arenas are not separate. We work from home, check our emails on the train, connect with colleagues online. Workplaces need to understand that violence can be outside workplaces, inside workplaces, in digital spaces around work and to and from work. These arenas are interconnected.

2. Domestic violence has far-reaching and long-lasting impacts

It can be difficult for victims to leave an abusive relationship. Victims may be economically dependent on abusers or dependent on them for their visa. Victims may face consequences from their community if they leave. Requesting victims to leave partners can be dangerous.

Domestic violence does not end when a victim leaves an abusive relationship. Research shows domestic violence makes a victim less likely to have access to housing, healthcare and employment. The mental and emotional scars of violence can be with victims across their lifetime.

Workplaces must recognise their role as walking alongside victims. Domestic violence leave is not just allowing a break from work, but to actively provide support for victims at all stages. This is a long-term commitment.

3. Domestic violence is a gendered, social problem

Workplaces themselves are gendered in ways that privilege (cis) men over women and gender minorities. Other gendered workplace issues such as the pay gap, the uneven distribution of care work, or precarious work sit alongside domestic violence. A critical part of ending violence is promoting gender equality. Workplaces must holistically address workplace gender equality issues. To this end, workplaces must also hold abusers accountable. Ending domestic violence is a collective responsibility, not the victim’s responsibility.

This framework starts the conversation on what still needs to be done to safeguard victims of violence at work. There is significant opportunity for workplaces to have a positive impact on the lives of victims, but only if we recognise domestic violence as a socio-political, gendered issue.

Dr Ruth Weatherall is a lecturer at UTS. Dr Mihajla Gavin is a lecturer at UTS. Dr Natalie Thorburn is principal research and policy adviser at the National Collective of Independent Women’s Refuges.

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