Living in fear due to domestic violence – whether physical, sexual, or psychological abuse – is a devastating reality for millions. The World Health Organization reports that one in three women globally experience some form of abuse in their lifetime, with men and children also significantly impacted.1

Exacerbated by factors like isolation and economic hardship, domestic violence not only shatters individuals but also infiltrates the workplace. Victims often struggle with absenteeism, decreased productivity, and difficulty concentrating, impacting both their personal and professional lives.

Inadequate support for affected employees

Despite growing awareness of this critical and highly concerning issue, many companies and employers fail to support affected employees adequately.

This often stems from a lack of proactive education about domestic violence, its signs, and available resources, a shortage of confidential support channels that encourage disclosure without fear of judgement or retaliation, and inadequate resources and referrals to crucial services like shelters, counselling, and legal aid.

By addressing these critical gaps, employers can create a more supportive and inclusive environment, fostering employee well-being and boosting overall workplace productivity, explains psychologist and trauma counsellor, Rina van der Watt.

While mental health and wellness experts emphasise the importance of employer involvement in creating safe, confidential spaces for employees affected by domestic violence, the reality is that this responsibility often falls to HR professionals.

“Many HR professionals may lack the specialised training necessary to effectively address such sensitive issues. Furthermore, maintaining strict confidentiality within a corporate environment can pose significant challenges. These factors can lead to hesitation in directly addressing domestic violence concerns. HR professionals may also be reluctant to delve into employees’ personal lives due to privacy concerns and fear of inadvertently breaching confidentiality,” Van der Watt elaborates.

Role of EAPs in assisting affected employees 

This is where Employee Assistance Programmes (EAPs) can play a critical and multi-functional role as they are specifically designed to provide confidential support services. In helping and supporting people affected by domestic violence, they can also manage and minimise the impact on employees’ performance in the workplace.2

A recent article published by EAPA-SA2, a member of the International Employee Assistance Professional Association (EAPA), highlights that EAPs can act as both a counselling and information resource and reference point. This allows them not only to help raise awareness among employees who may be victims but also to provide support to managers and colleagues of those who may be affected by this abuse.

Furthermore, EAP counsellors and coaches can train managers and HR professionals to recognise the signs of domestic violence and instigate open discussions within the workplace about domestic violence. By raising awareness of the available EAP services, employers can create a safe space for employees to discuss the issue. EAP professionals can also connect employees to crucial resources such as legal aid and shelters, and guide colleagues on how to approach employees who may be at risk, minimising the potential for unintended harm.

“The primary function of an EAP is to support employee wellbeing. This aligns perfectly with addressing domestic violence, which significantly impacts an employee’s mental, emotional, and physical health. HR often has a broader range of responsibilities that may limit their ability to dedicate focused attention to individual cases of domestic violence,” remarks Van der Watt.

Why should employers care 

Supporting employees affected by domestic violence is not merely a humanitarian undertaking; it’s a sound business decision. By prioritising employee wellbeing, employers can foster a more productive and engaged workforce, reduce costly turnover, enhance their reputation as an employer of choice, and demonstrate a strong commitment to social responsibility. Addressing domestic violence is not just about offering a service; it’s about creating a safer, more supportive, and ultimately, more successful workplace for all.

It is important to remember that domestic violence is a serious crime, and victims should not be blamed or shamed for their experiences. If you or someone you know is experiencing domestic violence, please seek help or reach out to a LifeAssist counsellor or coach for assistance in navigating this very difficult journey.

References:

  1. https://www.who.int/news-room/fact-sheets/detail/violence-against-women
  2. https://www.eapasa.co.za/eaps-role-in-combating-domestic-violence/

Understanding why victims of domestic violence are reluctant to speak up

  • They fear further abuse or violence if they speak out
  • They feel ashamed or embarrassed about the situation, especially if they believe they are somehow responsible for the abuse.
  • Victims may not trust the police or other authorities to help them, or they may fear being blamed or disbelieved.
  • Victims may be financially dependent on their abuser and fear losing their source of income if they leave.
  • Some cultures or religions may stigmatise victims of domestic violence or place blame on them.
  • Victims may be isolated from friends and family, making it difficult to seek help or support.
  • The cycle of abuse, which often includes periods of remorse and apologies from the abuser, can make it difficult for victims to leave.
  • Victims may fear the unknown and the challenges of leaving an abusive relationship, such as finding safe housing or support services.