Domestic and family violence is increasingly recognised as a national crisis. One in three women have experienced physical violence (DFV) since the age of 15 and one in five women have experienced sexual violence.

According to Monash University, a shift in thinking is urgently required across Australian workplaces to better recognise the impacts of DFV at work, following an anonymous survey of 3,000 victim-survivors working across a range of industries in Australia examining how their experiences of DFV impacted their employment and the workplace response they received, if any.

Written by Dr Emma McNicol, Professor Kate Fitz-Gibbon and Sally Brewer, the report aims to advance Australia’s evidence on how best to understand and respond to DFV within the workplace.

The authors state there is a critical need for all Australian industries and workplaces to develop and introduce workplace support systems to mitigate the impacts of victimisation on work participation, and better support employees experiencing domestic violence.

In particular, a staggering 2,515 victim-survivors reported that their job was impacted by their experience of DFV. The study also found that:

• One in two reported that DFV negatively impacted their career progression and opportunities
• Two in three reported that DFV impacted their ability to concentrate at work
• Two in five reported that DFV impacted their productivity and ability to enjoy their job
• One in three reported that DFV led them to socially withdraw from co-workers
• One in four reported that DFV impacted their punctuality for work.

Only 30 per cent of participants told someone at work about their experience of DFV, demonstrating how difficult it is for victim-survivors to disclose their experiences to staff members in their workplace. This is particularly striking seeing as most respondents reported that DFV impacted their work.

Almost 50 per cent of survey participants had experienced workplace interference tactics by their abusers. This can include making it difficult for them to get to work, phoning them repeatedly at work, arriving at their workplace unexpectedly or harassing colleagues at their workplace.

Professor Fitz-Gibbon said: “Our study reveals that impeding access to employment is a key tactic utilised by perpetrators. Abusers not only make it difficult for victim-survivors to engage in paid employment, but also tactically impede victim-survivors’ abilities to perform, advance career goals and to thrive at work.”

The study also found:

• One in five victim-survivors worked in the same workplace as their abuser
• Three in five victim-survivors who worked alongside their abuser reported that the abuser held a position of power above them in the workplace.

Monash University recommends that all Australian workplaces prioritises the implementation of a DFV workplace policy, and that they prioritise the cultivation of a compassionate workplace culture.

Professor Fitz-Gibbon said: “It is essential that all Australian employees, regardless of their level and management responsibilities, are equipped to respond in a way that ensures the victim-survivor feels believed and validated, and also with an understanding of the support pathways specific to their workplace”.

A full copy of the report can be accessed here

How we can help

The Victorian Chamber has multiple resources to help members navigate this sensitive area. More information on improving how you can respond to DFV in the workplace is available via this article.

The Victorian Chamber is also committed to providing a range of health, safety and wellbeing courses to our members. Our comprehensive courses will equip your senior leaders, managers and HR professionals with the knowledge and skills to effectively manage DFV in your workplace. The Victorian Chamber also runs on-site training to members, making it easier to educate your staff on DFV in the workplace. You can access these services here.

Call us on 03 8662 5333 or email hsw@victorianchamber.com.au to find out how we can assist.