Workplaces can and should step up to tackle domestic abuse

VIOLENCE against women is an issue that demands our attention. Globally, the statistics are staggering. According to the World Health Organization’s “violence against women prevalence estimates” report, one in three women face some form of violence from an intimate partner or someone they know. This figure in Singapore stands at approximately three in 10, highlighting the urgent need for action in our society.

Despite these alarming numbers, many cases remain unreported, leaving countless victims without support. Research from the International Violence Against Women Survey shows that with every person who reports violence, there are three others who choose not to for various reasons, including the stigma and shame associated with their abuse.

It is also notable that even with these findings, the survey focused only on physical and sexual violence, excluding emotional, intimidation, psychological, and verbal abuse. When viewing violence against women as a whole, this means that the number of unreported cases is definitely far higher.

Domestic violence is a social issue, not just a private matter

Domestic violence against women is a social issue that takes a whole-of-society effort to combat it. Recently, we have seen more calls for bystanders to come forward and blow the whistle on perpetrators – particularly neighbours, given their physical proximity to the home setting. We echo this, and highly encourage neighbours to speak out if they hear or see something amiss.

But beyond the community of neighbours, given that we spend a significant portion of our time at the workplace, colleagues can also comprehensively observe changes in victims’ behaviour and are in good positions to check in on them.

It is troubling, therefore, to note the lack of organisations’ attention towards confronting domestic violence. In conjunction with the International Day of Elimination of Violence Against Women (Nov 25), we would like to extend this discourse to the realm of the workplace and corporations, shining a light on how and what they can do to support victims.

Ideal ground

Before the Covid-19 pandemic, some employers argued that domestic violence was primarily a private issue. The past three years changed things, as we know, and have since urged them to revisit this view.

When the home became the workplace – as it did for many then – employers’ responsibilities ought to have extended to providing both preventative and responsive measures when domestic violence occurs. And now, as more are returning to the office, these shouldn’t change.

The International Labour Organization also introduced Convention No. 190 in 2019, which acknowledges that domestic violence can affect employment and productivity, and called for measures to recognise, respond to, and address the impacts of violence.

Beyond productivity considerations, the workplace serves as a safe space outside of an abusive home setting, allowing victims to attain economic independence from their abusers. Research has shown that those who are financially dependent on their abusers are likely to stay in the abusive relationship, and those of higher economic power are at lower risk of violence. Work also has positive effects for victims, raising self-esteem and lowering social isolation, which further enhances their safety.

For victims and employers alike, the workplace stands as an ideal ground in the fight against domestic violence. With this in mind, a concerted effort is needed to dispel the prevailing workplace mindset that often dissuades colleagues from intervening in what might be perceived as a private matter.

Actionable steps

So how do we tackle this in the corporate sphere? Here are some steps companies can take:

First, offer employee assistance programmes that provide confidential counselling or referral services to employees affected by domestic violence.

Second, update HR policies to incorporate support mechanisms such as paid leave, flexible work arrangements, and financial aid for impacted employees. These are vital in assisting and protecting individuals affected by domestic violence.

Third, protect individuals who choose to disclose incidents of domestic violence from adverse action or discrimination. Establishing policies that protect employees who come forward about their experiences can encourage more victims to seek help.

Compulsory training for supervisors will empower them to identify signs of domestic violence quickly so they can more effectively support victims and survivors.

Signs of physical abuse may not be obvious as victims may cover visible injuries with clothing, but colleagues can look out for visible signs such as:

• Wounds, cuts, or bruises at different stages of recovery;
• Unexplained and frequent incidents of broken bones, fractures, sprains, and pain upon touch;
• Sudden changes in behaviour, such as wearing heavy makeup or clothes that cover more of the body than usual; and
• Significant changes in mood, which can be symptoms of psychological or sexual abuse.

When reaching out to a colleague who might be an abuse victim, it is important to start off being non-confrontational and to ask if they want help, instead of assuming that they need it. If survivors reject assistance at the start, continue to engage them as they might return to you to seek help.

Apart from these internal measures, employers can play an active role in mitigating domestic violence as part of their corporate social responsibility (CSR) strategy.

The Singapore Council of Women’s Organisations engages individual and corporate volunteers to run empowerment and reskilling/upskilling workshops for our support shelter residents, inspiring survivors to get back on their feet.

Companies can work with us in our efforts to raise awareness about domestic abuse and violence against women.

Over the past six years, we have partnered with several corporates – this year’s being Decorte Singapore. Beyond committing part of its sales to fundraising for our causes, the company also offers complimentary makeup services to women going for job interviews we facilitate.

These are just some of our efforts to help rebuild survivors’ lives as they seek to begin a new chapter.

Whole-of-society efforts needed

We must be reminded that while the workplace is conventionally viewed as a professional environment, it is a big part of victims’ lives, and can be a social and supportive hub for them.

Addressing the issue of domestic violence requires a whole-of-society effort, which includes employers and corporations as well. With their involvement, we can ultimately have greater positive impact and, one day, eliminate all violence against women.

Koh Yan Ping is chief executive of the Singapore Council of Women’s Organisations