WorkHaven has now been established for over 2½ years. During that time we have worked with leaders across the corporate, government and community sectors, and our resources and services are available to over 90,000 Australian workers. We have come a long way, but we still have distance to travel.
My time as Founder and CEO of WorkHaven has been a whirlwind and I have had both the privilege and challenge to learn a great deal, both about running a business and the challenges workplaces face in addressing domestic and family violence in a meaningful and relevant way.
Here are some key insights and learnings I’ve picked up along the way:
Employers genuinely want to do the right thing – Every day I speak with leaders and HR representatives who are completely committed to supporting their people through life’s challenges. They genuinely want the best for their people, and they are open to developing new solutions. This makes me feel so optimistic for the future of the workplace as we evolve into a more human-centred approach and recognise that an employee’s home and work life cannot be entirely separate.
Employers understand why they play a role in the stand against DFV – When I started WorkHaven, I spoke with new and potential clients to explain why the workplace needed to lean in and support employees who were impacted by DFV. Sometimes this took a lot of time and detail to make a case for our work. However, in just a span of 2 years, workplaces are now beginning to acknowledge the connection and crucial role they have in assisting employees in dealing with domestic and family violence (DFV) and moving forward from it.
People are more open to talking about domestic and family violence – There’s no doubt about it, DFV is a challenging and sensitive topic. Even a couple of years ago, people would feel very uncomfortable to even broach the subject, not knowing what to say or fearful of doing the wrong thing. But I have noticed in both my professional and personal lives, we are becoming more open to talk about this topic, which is a crucial step forward to generate awareness and reduce the stigma for victims, so they can reach out for support and to create broad awareness amongst the workplace and the community.
Many people still don’t understand the scale or gravity of the issue – Today, 1 in 4 women and 1 in 16 men is impacted by DFV from the age of 15. 1 in 6 women in the workforce are impacted by DFV, and according to recent research from Monash University, 84% of people impacted by DFV are struggling to do their job as a result of the violence. These numbers are sobering and staggering. Furthermore, DFV doesn’t just lead to relationship issues or a breakup. It can impact mental and physical health, lead to homelessness, impact a person’s career, finances, social interactions and family structure, plus many other short and long-term impacts. And DFV doesn’t discriminate – it can happen to anyone. Yet there are still plenty of people who don’t realise the scale or gravity of this issue. There is great opportunity for workplaces to generate awareness and lean in with support and understanding.
Employers are now addressing people using violence–WorkHaven recommends employers include an approach to people who may be using violence or concerned about their behaviour, directing them to much-needed support to recognise and change their behaviour. It is encouraging to see more and more workplaces now include this element as part of their DFV strategy, as this is an important step If we are truly going to break the cycle of violence.
The DFV conversation is a catalyst to broader, positive cultural change – An organisation that can talk about DFV in an open, connected and supportive way is a workplace that can talk about almost anything. We regularly see these positive, long-term benefits from workplaces that take a committed approach to DFV. Employees are likely to come forward and talk about other difficult subjects, including drugs and alcohol and mental health. Nowadays, employees are more discerning and are seeking a connected workplace. Don’t underestimate the importance of taking a meaningful approach to DFV, both for its direct and broader benefits to your team and culture.
We are good at talking about confronting topics – Starting a new business is definitely not for the faint-hearted, especially when that business centres around topics that have been historically taboo. But the feedback WorkHaven has received from our clients has been overwhelmingly positive. We are experts in the topics people find hard to discuss. And so, we have decided to add another important topic to our services – sexual harassment. And we are confident we will be able to provide training and communications about this subject with the same expertise, sensitivity and clarity with which we have addressed DFV to date.
If you are looking for support to address domestic and family violence and/or sexual harassment in your workplace, WorkHaven is ready, willing and able to assist. We provide a range of services that are tailored to your specific needs to ensure your organisation has peace of mind and your employees feel connected, aware and supported. For more information, please click here.
Recent Comments