Family and domestic violence can have direct implications for safety at work. It may affect a worker’s physical and psychological health and safety, attendance and capacity to participate safely in the workplace. The workplace may also become a site through which a person using violence continues patterns of surveillance, harassment, intimidation or control.
For organisations, an effective response therefore extends beyond leave provisions or a written family and domestic violence policy. It requires consideration of how FDV may create or contribute to risks at work, how workers can seek support safely, and whether staff with responsibilities for responding have the capability to do so appropriately.
Family and domestic violence as a workplace safety issue
WorkSafe WA provides guidance for persons conducting a business or undertaking (PCBUs) on managing the risks of family and domestic violence at work within Western Australia’s work health and safety framework.
Workplace risks can arise in different ways. A person using violence may repeatedly contact a worker during work hours, attend or monitor the workplace, misuse workplace systems or technology, or target a worker during work-related travel. The effects of violence occurring outside work may also affect a worker’s health and safety while at work.
The appropriate workplace response will depend on the circumstances, the nature of the risk and the worker’s needs. Organisations require processes that allow potential risks to be identified and considered without relying on an improvised response after a disclosure or incident.
Policy, procedure and organisational response
A workplace FDV policy is one component of an organisational response. Its effectiveness depends on whether workers know how to access support and whether those responsible for implementing the policy understand their role.
Managers and designated contact staff require a different level of capability from the general workforce. This includes understanding how to receive a disclosure safely, what information is appropriate to seek, the limits of their role, confidentiality and information-sharing considerations, workplace risk and safety planning, and when specialist advice or referral is required.
Clear internal processes are also required so that decisions about workplace responses are not left to individual managers without guidance, defined responsibilities or escalation pathways.
Responding to a disclosure
A disclosure of family and domestic violence does not require a manager to investigate the violence or take on the role of a counsellor or specialist practitioner.
The workplace role is to respond safely and appropriately within organisational responsibilities. This includes listening without judgement, identifying immediate workplace safety concerns, explaining available options and considering appropriate workplace adjustments or safety measures in consultation with the worker.
Depending on the circumstances, responses may include changes to work location or hours, workplace access arrangements, communication or technology controls, leave arrangements, workplace safety planning, and referral to specialist family and domestic violence services.
Responses should be informed by the individual circumstances of the worker and should avoid actions that may inadvertently increase risk or reduce the worker’s control over decisions affecting their safety.
Workforce capability
Different parts of an organisation require different levels of family and domestic violence capability.
General workforce education can support recognition of FDV, understanding of its workplace impacts, knowledge of available support and awareness of organisational processes.
Managers, HR practitioners, work health and safety staff and designated workplace contacts may require more targeted training because they are more likely to receive disclosures, consider workplace risk and safety responses, or implement organisational procedures.
The purpose is not to make managers FDV specialists. It is to ensure they understand their role, can respond without colluding with or minimising violence, recognise when workplace safety measures may be required, and know when specialist support should be engaged.
A coordinated workplace response
Workplace responses to family and domestic violence commonly intersect with work health and safety, people and culture, leadership, management practice, workplace policy and external referral pathways.
A coordinated approach provides clarity about responsibilities, disclosure pathways, workplace safety responses, available adjustments and access to specialist support. It also reduces the likelihood that a worker’s experience of the organisation will depend on which manager or staff member receives the disclosure.
DART Institute works with organisations to develop family and domestic violence capability across the workforce, from foundational awareness to targeted training for managers, HR teams and staff with specific responsibilities for responding to FDV.
DART also provides an online Foundations of Family and Domestic Violence module for organisations seeking a consistent foundation across their workforce.
DART Institute delivers family and domestic violence training for workplaces across Australia. Get in touch to discuss tailored workplace training for your organisation.
