Learn Your Workplace's Unique IPV Risk Profile

Day 5 of 16 Days of Activism Against Gender-Based Violence

Today is Day 5 in my 16 tips in 16 days series—practical guidance to help employers build domestic and intimate partner violence (IPV) strategies that move beyond compliance and toward meaningful support.

If you missed earlier posts, you can go back to Day 1 here.

Not All IPV Risks Look the Same — and Your Workplace Needs to Know That

Many employers assume domestic violence looks the same everywhere.

It doesn’t.

IPV risk may vary significantly based on:

• Geography
• Socioeconomic context
• Emmigration/immigration experience
• Family/marital status
• Disability
• Impacts of colonisation
• Strongly held beliefs at the community or individual level around traditional gender norms
• Access to resources (or lack of them)
• And more.

Notice based on this list that the risks aren't all tied to the individual. They appear at the relationship, community, and societal levels as well.

Understanding these nuances isn’t stereotyping — it’s responsible planning.

There’s Also a Legal Foundation for This

Some legislation already requires risk-specific assessment:

• Federally regulated employers in Canada are legally required to identify and address family violence risk factors in their violence and harassment programmes.
• In Ontario, the requirement is broader but still clear: assessments must consider “circumstances specific to the workplace.”

Why?

Because IPV is not monolithic, and risk is shaped by context (sometimes referred to as the "ecological model").

IPV Risk Profiles Help You Ask Better — and Safer — Questions

Most employees will not disclose everything at the time of their first conversation — especially if:

• Trust is still being built
• They fear retaliation, job loss, or custody consequences
• They’ve had traumatic experiences with institutions

That means the employer needs to know what risk indicators to look for and which questions are essential for safety planning.

Examples of Risk Differentials

Here are just a few risk profiles we already know from Canadian research, including Domestic Violence Death Review Committee findings:

Immigrant and Refugee Employees

• Isolation
• Limited access to legal or community supports
• Trauma from the emmigration/immigration process
• Language barriers
• Economic dependency
• Threats leveraging immigration status

Rural or Remote Workers

• Isolation
• Lack of shelters or services
• Lack of communication methods
• Increased access to firearms
• Stronger traditional gender role norms
• Fewer transportation options
• Intergenerational trauma and other impacts of colonisation

Employees With Disabilities

The abusive partner may also be the employee's sole support person.

This Isn’t About Assumptions — It’s About Preparedness

This isn't about relying on stereotypes; it's about recognising where your employees MAY need your support and asking the right questions to co-create the optimal safety plan and accommodation process.

If your workplace wants to build a supportive, evidence-based domestic violence programme, identifying your risk profile is a critical early step.

If You’re Ready to Build This Into Your Workplace Strategy, I Can Help

I’m an employment lawyer who supports organisations in creating domestic and intimate partner violence programmes aligned with legal obligations and trauma- and violence-informed best practices.

There are excellent free resources available through dvatwork.ca, and if your team is ready to move from awareness to implementation, I’m here to partner with you. Please reach out.