When DV comes to Work Information Sheet
Domestic and Family Violence (DFV) is a major social issue. While workplaces are not the cause of the problem, they can be part of the solution. This information sheet addresses some of the questions managers and employers may have about DFV as a workplace issue.
Information Sheet: When DV comes to work Information Sheet
QWWS is proud to announce our program:
when domestic violence comes to work
The program aims to foster effective workplace responses to family and domestic violence and to provide direct assistance on all workplace issues to working women in Queensland.
What can workplaces do?
Workplaces can play a key role in assisting people experiencing domestic violence and reduce risks of violence by ensuring that a response to domestic violence is part of workplace safety planning.
Information for co-workers and employers.
DV Work Aware can talk to you about recognising the signs that a co-worker may be experiencing abuse. DV Work Aware can assist you in considering what steps to take in offering support.
CONTACT US: 0732 111 440
Why tackle domestic violence in the workplace?
Domestic and Family Violence (DFV) is recognised as a serious problem facing Australian society. While the disproportionate burden is borne by victims, who are predominantly female, DFV damages the lives of perpetrators, families (especially children), and the communities in which we all live and work.
For women experiencing violence in their intimate relationships, maintaining employment and income is vital but at the same time coping with the demands of work while attempting to address the violence can be stressful and difficult. Violence may also follow the victim to work with invasive visits, phone calls or emails and stalking.
As a greater understanding of the gendered nature of DFV has evolved, much has been done to dispel the myths and stereotypes that surround the issue and data has been able to show the prevalence and the devastating impact of DFV.
Through evidence-based research and experience, it is ascertained that a coordinated community response tackling the multiple levels of structures and processes that produce and perpetuate DFV is the best way to protect victims of abuse and to hold their perpetrators accountable for the behaviours. This includes addressing the issue of gender inequality.
Organisations such as workplaces can have a significant role in being proactive and responsive to DFV. This is primarily through awareness raising and by referring and assisting victims in accessing the support they need to be safer and to address the violence.
The business case for workplaces to respond to domestic violence as it impacts on their employees is well established and more than one million employees is Australia have now have access to leave entitlements related to DFV. Many employers have begun to treat DFV with the same priority as other issues that impact on the safety of staff, their performance at work and the reputation of the workplace.
Workplaces must be well informed about approaches to safety and support. This calls for workplaces to have access to trained practitioners, skilled in recognising the signs of possible DFV and equipped to make appropriate referrals for advice and support and take appropriate measures within the workplace maintaining safety as a priority.
Queensland Working Women’s Service supports the current move by the ACTU and Unions for legislated minimum statutory entitlements for domestic violence leave and has long promoted the implementation of workplace DFV policies.
We have also identified through extensive experience in working with victims of DFV in relation to their employment that female victims feel comfortable requesting her entitlements or raising the issue of DFV in her workplace only where there exists a relationship of trust, where she feels she will not be victimised or punished further, where she is confident she can receive appropriate support and where her confidentiality will be assured.
Many women have indicated to us that they will not raise the issue of their DFV at work if they do not have this confidence and our experience has told us that even the best intentions from employers can result in significant experiences of re-traumatisation, shame, and fear at times leading to loss of employment.
The DV Work Aware program will provide support to increase the understanding of DV in workplaces fostering industrial and human resource management expertise about the prevalence and impact of DFV as well as the most effective preventative and responsive measures that workplaces can implement.
CONTACT US: 0732 111 440
You are not alone.
There are many people who can help you.
DV CONNECT WOMEN’S LINE 1800 811 811
DV MENSLINE 1800 600 636