Safety Planning Can't Stop at the Workplace Door

Day 9 of the 16 Days of Activism Against Gender-Based Violence

Welcome to Day 9 of my 16 tips in 16 days series for employers building workplace programs that respond effectively to intimate partner violence.

If you missed the beginning, you can go back to Day 1 here.

So far, we’ve talked about intake, trust-building, IPV dynamics, risk assessment, and safety planning.

Today’s message continues that safety planning discussion.

Most workplaces focus their domestic violence safety plans on what happens inside the office walls. But for many survivors, the greatest moments of risk are in the transitions: coming to work, leaving work, and getting to and from the places where they’re trying to rebuild their lives.

To support employees effectively, your safety planning needs to extend beyond your own property line.

Support Commuting Safety

If your organization is located in a rural or remote community, look into whether there’s a voluntary safe-driver program — and if not, consider sponsoring one. This can be a literal lifeline for survivors whose partners monitor vehicles, track mileage, or sabotage transportation.

Even in urban or suburban settings, explore options like:

• Designated staff escorts to parking areas

• Priority access to well-lit parking

• Temporary relocation to an office with secure access points

• Taxi vouchers or transit passes when needed

  
  

Small, practical adjustments like these can significantly reduce risk.

Safety Plan for Continuity Between Workplace & Shelter Supports

One of the biggest gaps in workplace safety planning is the lack of coordination between an employer and the shelter or community organization supporting the survivor.

Here’s the key: continuity has to be client-driven.

Shelters will not respond to employer cold calls, nor will they take a call where the employer and employee are sitting together.

What you can do:

• Encourage the employee to tell their shelter worker that they want continuity of safety planning with their employer.

• Reinforce that this allows safety strategies at work and at home/shelter to complement each other, rather than operate in silos.

• Respect the shelter’s confidentiality rules — they exist for the survivor’s protection.

Use Community Resources Wisely (Including the Assaulted Women’s Helpline)

The Assaulted Women’s Helpline (AWH) is an excellent resource for employers who need preliminary guidance.

Employers can call AWH to ask general questions about:

• risk factors

• safety planning options

• how to respond to an initial disclosure

But here’s what employers should not expect:

AWH will not stay on the phone with both the employer and the employee. After your initial questions are answered, you should refer the employee to call AWH themselves so they can be connected to a local shelter or specialized service.

Think Creatively About Community-Level Solutions

Employers have enormous cultural and structural influence in their communities. You can use that to build safety in ways that go beyond policy and training.

Some ideas:

1. Kennel or Pet-Care Partnerships

Many survivors delay leaving dangerous situations because they can’t bring their pets with them, and very few shelters allow animals.

Employers can help by:

• Sponsoring temporary kenneling

• Collaborating with local vets

• Creating a small on-site emergency pet room (some businesses do this!)

• Offering financial support for off-site crisis boarding

2. Local Business Referral Network

Work with other employers to create a confidential referral network so survivors can access services across businesses — transportation, financial services, translation support, childcare, wellness services.

This is low-cost and high-impact.

3. Community Awareness Partnerships

Join forces with local Chambers of Commerce, BIA groups, or nonprofits to normalize conversations about IPV, distribute resources, and expand safety programs beyond your workplace.

Ready to Take Action?

If your organization wants to build or strengthen its domestic violence program, I help employers across Canada with policy development, training, risk assessments, safety planning, trauma- and violence-informed response, and more.

Reach out if you’d like support.