Making the Invisible Visible: Why Every Workplace Needs to Address Domestic Violence
- Rika Sawatsky
- Nov 5
- 2 min read
The Hidden Reality: One in Ten Employees Are Affected
One in ten of your employees is being abused by an intimate partner — right now.
That number shocks many leaders, not because the issue isn’t real, but because they don’t see it happening. In most workplaces, domestic or intimate partner violence remains hidden. Survivors often go to great lengths to conceal the signs out of fear, shame, or the need to keep their job safe.
When Intimate Partner Violence Follows Employees to Work
Think back for a moment. Do you remember a colleague who seemed to get an “annoying” number of phone calls from someone? That’s one of the most common ways abuse follows survivors into the workplace.
It happened to me. Those calls were constant and humiliating. I even asked IT to block the number, but they couldn’t. Eventually, I had to block it myself and deal with the fallout — missed work calls, missed opportunities, and the lingering fear of being “found out.”
Creating a Workplace Where Employees Don’t Have to Hide
Now imagine how different things could be if employees didn’t have to hide.
If leadership openly acknowledged that domestic violence can affect anyone, including their workforce.
If internal communications named it.
If HR policies clearly outlined paid leave entitlements for those affected.
If safety planning, risk assessments, and accommodations were standard HR practices.
Domestic Violence Is a Workplace Issue — Not a Private One
Addressing domestic violence at work isn’t just an act of compassion — it’s sound risk management. Proactive policies can reduce:
Absenteeism
Presenteeism
Workplace accidents and near misses
Employee turnover
Human rights violations
Physical and even lethal workplace violence
Why Executive Leadership Must Take the Lead
For meaningful and lasting change, this can’t be “just another HR policy.”
We need executive leadership — the C-suite — to understand, prioritize, and commit to supporting employees who are experiencing intimate partner violence.
And that’s not always an easy sell.
I’ve tried multiple approaches — the moral imperative, the business case, the legal compliance angle — and yet many leaders still see domestic violence as “a personal issue” rather than a workplace one.
The Proof Approach: Using Data to Drive Change
So now, I’m trying something new: proof.
If your leadership team doesn’t believe domestic violence exists within your organization, then test that assumption. Conduct a social audit — through anonymous surveys, interviews, and focus groups — to make the invisible visible.
That’s why I’ve built participatory gender audits into my consulting practice. These audits generate the data, evidence, and stories that move leaders from disbelief to action.
Partner With Us to Build a Safer Workplace
If you think the “proof angle” might help create change in your workplace, please reach out. Together, we can help you build a safer, more supportive environment for every employee.
For More Reading
The UK's Equality and Human Rights Commission found 10% of employees are currently experiencing domestic violence.
A 2007 US study found 10.3% (paywalled but free access available via many public libraries' online portals).
