Five ways employers can strengthen an organisation’s response to perpetrators of domestic abuse
Employers increasingly recognise their duty of care to acknowledge the impact of domestic abuse on their employees, and many are making strides in supporting victim-survivors in their workforce. However, many organisations also employ perpetrators of domestic abuse, and employers can play a role in addressing perpetrators – thereby helping to tackle the root cause of abuse.
Who are the perpetrators of domestic abuse?
Domestic abuse is the use of ongoing controlling, coercive, threatening, degrading or violent behaviour towards a partner, ex or family member. Domestic abuse affects one in four employees in the UK, and costs workplaces in England alone over £17 billion per year.
Perpetrators of domestic abuse work in all sectors and can be found at all levels of seniority. While anyone can be affected by domestic abuse, men constitute over 90% of convicted perpetrators of domestic abuse, and both men and women killed in domestic homicides are most likely to be killed by men.
As part of a campaign to help employers address perpetrators of domestic abuse, the Employers’ Initiative on Domestic Abuse (EIDA), in partnership with Respect and other expert contributors, have developed a dedicated resource to support employers to address employees who perpetrate domestic abuse.
Front cover of the guide developed by Respect and EIDA, ‘Addressing perpetrators of domestic abuse: A guide for employers’
How domestic abuse can be perpetrated through work
Domestic abuse is a workplace issue regardless of where the abuse takes place.
Perpetrators of domestic abuse may use workplace property, such as phones, laptops, vehicles, and access to workplace systems, as tools to carry out abuse.
They may also use their professional status or position of authority to exert power or control over the victim-survivor, for example by spreading malicious rumours, sharing private images and information, or limiting the victim-survivor’s access to workplace support.
Employers are uniquely placed to recognise when an employee is perpetrating domestic abuse, to respond through workplace policies and procedures, and to refer to specialist services.
In doing so, employers help ensure the safety of victim-survivors; protect their organisation, and; offer perpetrators referral pathways that provide them with a chance to change their behaviour at the earliest opportunity.
Five actions employers can take to strengthen their response to perpetrators
1. Take a clear organisational stance against domestic abuse
Employers can demonstrate their commitment to addressing domestic abuse by including a clear statement that they do not tolerate domestic abuse in relevant workplace policies and communications.
They should recognise the impact of domestic abuse, commit to supporting employees affected by it, and outline the measures the organisation may take where an employee is found to be perpetrating abuse. These steps should also take place in cases where the victim-survivor is not employed by the organisation.
Any workplace response should be guided by Respect's principle of safety first – do no harm. The safety of victim-survivors should remain central to decision-making, and employers should consider whether a proposed action could increase risk or harm.
3. Clear yet flexible procedures that prioritise safety
Organisations should have clear and confidential reporting mechanisms that explain confidentiality and its limits. Expectations relating to domestic abuse can also be reinforced through workplace communications and employee codes of conduct.
While a domestic abuse policy should set out the range of actions that may be taken where an employee is causing harm, these should be applied flexibly on a case-by-case basis. It may also be helpful to seek legal advice and advice from specialist domestic abuse organisations.
4. Signpost to specialist services to help people change their harmful behaviour
Responsibility for abuse lies with the person using abusive behaviours. Just as employers can signpost victim-survivors to appropriate support, they can also help employees using abusive behaviours to access specialist services designed to support behaviour change and reduce harm.
Providing information about available support can encourage self-awareness, earlier help-seeking, and reinforce the organisation's commitment to addressing domestic abuse.
Respect and EIDA have developed a series of posters that employers can display in workplaces to raise awareness of specialist support for people who want help to change their behaviour. These resources are available for free to EIDA members.
Respect's early response programme, Make a Change, regularly trains multi-agency professionals in the Recognise, Respond, Refer model. This is currently available in the North East (Newcastle, Durham, Sunderland) and the West Midlands (Coventry).
Campaign poster developed for employers by Respect and EIDA.
5. Become a member of the Employers’ Initiative on Domestic Abuse (EIDA)
The Employers’ Initiative on Domestic Abuse is a network of employers committed to taking effective action on domestic abuse. It is free for any organisation to join. The government’s Freedom from Violence and Abuse Strategy urges all employers to become members of EIDA, and there are many benefits for doing so.
As part of this perpetrator-focused campaign, EIDA has published four case studies from their employer members, including the NHS; the Ministry of Defence; the restaurant chain Hawksmoor; and a leading voice in HR, to illustrate the approaches various organisations are currently taking to addressing perpetrators.
Any employer can become a member of EIDA for free today to access the full guidance document, case studies, posters and a whole raft of other resources and benefits.
Organisations that are already members of EIDA and want to take their domestic abuse response to the next level, may want to consider becoming a Strategic Partner or a Beacon Member and join those leading culture change in their sectors.
This blog also appears on the Respect and EIDA websites.