Susan Bright, CEO of the Employers’ Initiative on Domestic Abuse, reports.
I first started thinking about domestic abuse as a business issue several years ago when I was UK Managing Partner at a global law firm, and led the introduction of my firm’s domestic abuse policy. Until then, I had thought of domestic abuse as a private issue that usually happened behind closed doors. I had not realised how widespread domestic abuse is, and how employers are uniquely positioned to do something about it.
When our domestic abuse policy was introduced and we started talking about domestic abuse within the business, I saw the impact first-hand - how people were empowered to seek help, and the vital role that employers can play. It is not about employers becoming experts in domestic abuse, but it is about learning how to spot the signs, knowing how to respond, and where to refer people for support.
I am now the CEO of EIDA, a membership network of over 1700 UK employers committed to tackling domestic abuse. Our mission is for every UK employer to take effective action on domestic abuse and protect their employees.
Some of the employers we speak to are surprised to hear us talking about domestic abuse as a workplace issue. Many are not aware that they have a common law duty of care towards their employees affected by domestic abuse, as outlined in the Statutory Guidance accompanying the Domestic Abuse Act 2021.
Domestic abuse can happen to anyone. It affects 1 in 4 women and 1 in 7 men in the UK and costs businesses in England alone an estimated £17 billion each year through decreased productivity, lost wages, sick pay, and absenteeism. With the rates of domestic abuse being as high as they are, every business will employ someone who is a victim-survivor of domestic abuse - or who knows someone who is.
Crucially, work may be the only safe place for someone experiencing domestic abuse. It can be a physical refuge from violence or the threat of violence, and be a place of support and a social network for someone being isolated from their friends and family. Having a supportive manager or colleagues who can spot the signs of domestic abuse, lend a listening ear, or provide practical support can make a world of difference to someone experiencing abuse.
Having a supportive employer is especially important for people who may face additional barriers to speaking out and seeking help. These barriers may be economic, if someone is financially dependent or they are on a temporary visa, which could lead to them being economically reliant on their abuser. It may be language, such as those for whom English is a second language, or socio-cultural for those who don’t have a strong support network. For all employees regardless of their circumstances or background, having awareness of what domestic abuse is and the help that is available, is most important.
Our employer members consistently tell us that when they announce their workplace response to domestic abuse, their employees come forward and disclose their current or past lived experiences. People also disclose to us at EIDA virtually every time we give an awareness-raising talk for an organisation. When domestic abuse is not talked about, people suffer in silence. But when employers signal that they are there to help and that they want their workplaces to be a place of safety, affected individuals begin to feel empowered to share their stories and seek help – often for the first time.
The cleaning sector is one of the UK’s leading employers, with nearly 1.5 million employees and over 70,000 businesses. The Covid-19 pandemic highlighted how crucial the cleaning sector is to the safe functioning of our society. A core part of the cleaning sector’s mission is keeping people safe – and taking action on domestic abuse is a big step in that direction.
We encourage all employers to join EIDA. Membership is free and gives you access to a host of resources, including the EIDA Handbook; which is a step-by-step guide to introducing an effective workplace domestic abuse response, a template domestic abuse policy, easy-to-follow practical guidance for Managers, webinars and events, and a network of other engaged employers. Any UK employer can sign up here.
https://www.eida.org.uk/member...
About the contributor
Susan Bright
CEO
Employers’ Initiative on Domestic Abuse