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Together we can break the myths and build a working life and a life beyond work, where everyone is safe.
Gender-based violence and harassment affect the well-being of many people, especially women, across Europe and worldwide. About one in three women in the EU has experienced physical, sexual, or psychological violence during their lifetime in an intimate relationship.* Globally, the number is even higher, and it has barely changed since 2000.** This situation calls for action, not just words. Workplaces have the power to provide safety and support.
There are many persistent myths about intimate partner violence and how it is addressed in workplaces, which can hinder effective intervention and support. Let us break these myths in honour of the International Day for the Elimination of Violence Against Women on November 25.
Myth: Intimate partner violence is a private matter and does not belong in the workplace
Fact: Violence and harassment negatively affect gender equality as well as employees’ occupational safety and well-being. The ability to work safely and with dignity, free from violence and harassment, is a fundamental human right that must not be denied to any worker. ILO Convention No. 190 and Recommendation No. 206 recognise intimate partner violence as a workplace issue for the first time.
Intimate partner violence can spill over into the workplace and impact both the employee and the entire work community. The increase in remote work has made intimate partner violence even more of a workplace issue.
Violence can, for example, reduce an employee’s work capacity, limit opportunities to keep a job or participate in training, endanger commuting, increase absenteeism, and slow career development. Violence costs not only individuals and society but also employers through absenteeism, incapacity for work, and reduced productivity.
The workplace can also be an important safe space. Financial independence can provide an opportunity to leave an abusive relationship.
Myth: Employers have no means to support employees experiencing intimate partner violence
Fact: Support and assistance available at work can be crucial for the future of an employee experiencing violence.
Intimate partner violence can be integrated into occupational health and safety risk assessments. Supervisors and employers can reduce risks and implement individual safety measures by offering flexible work arrangements and schedules, enabling remote or on-site work, changing workstations, protecting contact details, checking technical devices, granting leave, or providing temporary protection against dismissal.
Since violence can spill into the workplace through stalking or threats, employers must also protect other employees who may be at risk.
Workplace guidelines and support networks are essential for prevention. Employers should ensure that information about intimate partner violence, its forms, consequences, and impacts, as well as available support, is easily accessible to all employees.
Myth: Addressing violence is difficult – better to stay silent
Fact: Addressing violence prevents future incidents and can significantly impact a person’s well-being. Even asking about violence can help someone recognize their situation and seek assistance.
The most important thing is to show support and guide the person to help.
If it is suspected that a colleague or subordinate is experiencing intimate partner violence, the matter can be raised privately in a safe environment. Questions such as “Is it safe for you at home?” can be asked. The person should be listened to empathetically, without blame, and their autonomy respected. They should not be pressured to leave the relationship. If necessary, recommend contacting a supervisor, occupational health services, or other support organizations. The matter must be handled confidentially. In case of imminent danger, contact the police.
Myth: Intimate partner violence is not a trade union issue
Fact: The world of work is a crucial arena for preventing gender-based violence and harassment and for supporting those who have experienced violence. Trade unions can play a key role in prevention and support.
Trade unions can negotiate agreements that include provisions to protect and support those affected, such as flexible work arrangements, paid leave, or agreed guidelines and training.
They can train staff representatives to recognise the phenomenon and support employees experiencing violence.
Trade unions can influence legislation and promote safe workplace practices.
They can collaborate with support organizations, such as NGOs, to assist those who have experienced violence.
Trade unions can commit to supporting employees affected by intimate partner violence, both inside and outside the workplace.
Together we can break the myths and build a working life and a life beyond work, where everyone is safe.