Family and domestic violence (FDV) is often perceived as a personal issue, but it’s also a workplace issue. Workplaces can become safer spaces for victims and survivors. If you’re a manager, know that you have the power to support victims of FDV in your team (and your organization).

• Understand some of the ways that the trauma of FDV can show up in the workplace. While there is no “one way” FDV shows up in people or at work, signs to look out for may include the appearance of frequent, unexplained bruises or injuries, last-minute absenteeism, or aggressive and abusive comments in the background of a virtual meeting.
• Read up on your legal obligations. Learning about the legal rights that a victim of FDV is entitled to makes you more aware and informed about the support you can offer your team members should they confide in you.
• Advocate for your employer to become more aware and sensitive to FDV at the workplace. If your company’s policies on addressing FDV in the workplace are not robust, don’t hesitate to bring it up to your manager. Reach out to HR with your ideas and advocate for more resources with the support of your boss and other leaders in the company.
• Reduce the stigma around FDV. Make it safe for people on your team to disclose or speak up about any issues they may be experiencing. Create a psychologically safe team culture where every member feels comfortable sharing their experiences without reprimand or judgment.