Why Domestic Violence Programs Need More Than HR: How to Build a Multidisciplinary Response Team

The Problem: Most Workplace IPV Programs Stop at HR

When employers think about domestic or intimate partner violence (IPV) in the workplace, the instinct is often:

“This falls under HR—let them handle it.”

But IPV doesn’t show up neatly inside one department’s responsibilities.

It can appear as:

• Security threats at entrances or parking lots

• Digital harassment through workplace systems

• Financial abuse

• Media or reputational risk

And more.

Because of that complexity, programs built only inside HR tend to stall or fail entirely.

The Solution: A Multidisciplinary IPV Response Team

The first and most critical step is building a cross-functional team responsible for planning, implementing, and maintaining your IPV program.

The goal: shared responsibility and operational readiness across departments.

Depending on the size and structure of the organization, that team may include:

• Human Resources

• Corporate security

• Legal counsel

• Internal communications

• Media relations

• EAP

• Health & Safety

• Unions

• IT and cybersecurity

• Payroll and benefits

• Building/grounds/parking teams

• Diversity, equity, inclusion, and accessibility (IDEA)

This team doesn’t just exist on paper. Its responsibilities include:

• Defining the scope of the IPV strategy

• Assigning clear roles and accountability

• Creating procedures for responding to disclosures

• Coordinating accommodation, safety planning, and reporting

• Reviewing and updating the program regularly

• Ensuring leadership support and organizational alignment

What If You're a Small Employer?

Smaller organizations may not have security teams, EAP, or in-house legal.

That’s okay.

In that case, the team may instead connect to external supports, such as:

• Local women’s shelters

• IPV advocacy organizations

• Community threat assessment teams

• Police services or workplace violence specialists

The point isn’t to build the biggest possible team—it’s to ensure no single person is left solely responsible for navigating a crisis.

How to Get Buy-In: Attach It to Existing Priorities

When I speak with leaders and IDEA professionals, many say the most effective way to operationalize a workplace IPV response isn’t to build it from scratch, but to attach it to something already happening—such as:

• Return-to-office planning

• Psychological health and safety initiatives

• Diversity and inclusion strategy

• OHSA compliance

• Workplace violence and harassment program reviews

Because I understand that many employers hear “domestic violence program” and think: “That sounds expensive, complicated, and beyond our capacity.”

But re-framing it as part of legal compliance, employee safety, and modern workplace culture shifts the conversation from “extra work” to “necessary work.”

Why This Matters — Today and Beyond

Today is the International Day for the Elimination of Violence Against Women, and it marks the beginning of the 16 Days of Activism Against Gender-Based Violence.

Workplaces have legal obligations under occupational health and safety laws, employment standards, and human rights legislation. But beyond compliance, they also have an opportunity to save lives, protect employees, and become part of the solution.

⭐ If you're ready to start, the first step is simple: build the team.

I’m an employment lawyer focused on helping employers recognize their role in responding to and preventing IPV in the workplace. For organizations ready to implement or scale a program, I offer consulting and implementation support.

If you'd like help forming your multidisciplinary response team—or if you’re not sure where to begin—reach out.

Your workplace can make a meaningful difference.