Why & How We Need to Encourage Domestic Abuse Awareness in the Workplace

Blog author: Kayleigh Delacey

Domestic Abuse Education, spearheaded by Sharon Livermore, a survivor of domestic abuse, stands as a beacon of awareness and education. Sharon’s personal journey, marked by a harrowing incident in November 2015, has fuelled her dedication to shedding light on the pervasive issue of domestic abuse. Her impactful initiatives include the establishment of two businesses and the co-creation of “Sharon’s Policy,” a domestic abuse policy with accompanying guidance notes, freely accessible to businesses nationwide.

One of the latest additions to Sharon’s efforts is a CPD training course, designed not only to provide employees with CPD accreditation but, more crucially, to offer in-depth education on domestic abuse and guidance on how the workplace can offer support. Shockingly, statistics reveal that 75% of employees who experience domestic abuse are targeted at their workplace by their abusive partners and 2% of employees lose their jobs as a direct result of domestic abuse.

November 25th marked day one of a global annual campaign titled “The 16 Days of Activism against Gender-Based Violence”, in the context of awareness campaigns such as this and the White Ribbon Campaigns, Domestic Abuse Education positions itself as a vital player in educating employees, networks, and partners about the prevalence and consequences of gender-based violence; although statistically women are more likely to be victims, domestic abuse does not discriminate and therefore when we train and educate we talk through statistics which demonstrate the impact on all people across society.

Raising awareness and fostering a commitment to understanding domestic abuse is the core mission of Domestic Abuse Education. Recognising that domestic abuse is unequivocally a workplace issue, Domestic Abuse Education emphasises the transformative power of education. The belief that “knowledge is power” comes to life as individuals become educated, altering their perceptions of domestic abuse, and empowering them to support victims within their workplace— whether current, past, or future. Core to our training is the 4 R’s which call on employers and employees to:

Recognise – this involves recognising the signs of domestic abuse.

Respond – this may involve calculated or an immediate response depending on the severity of the situation but most important what the victim would like you to do to support them.

Record –  accurately record any incidences or what has been shared with you.  

Refer – Refer or signpost the victim to additional resources and support.

Currently, just 5% of organisations have specific policies or guidelines for domestic abuse, despite 86% of employers agreeing that they have a duty of care to support employees experiencing domestic abuse. By getting educated and advocating for comprehensive Domestic Abuse Policies, we can all sow the seeds of change and adhere to our duty of care. If you’re interested in finding our further information and/ or for a confidential conversation you can reach Sharon on 01223 608244 / [email protected]

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