In line with International Day for the Elimination of Violence Against Women, CEO of Community Sector Banking Andrew Cairns looks at supporting women in the workplace who are affected by domestic abuse, keeping women safe at work and financially secure to care for her family without falling into homelessness.

There’s a lesser known side to Australia’s domestic abuse crisis – that is, how it impacts on women in the workforce. According to the Australian Bureau of Statistics, around two-thirds of women who are experiencing domestic abuse are also working. That’s one in six women workers.  

These shocking statistics should be a wakeup call. If we want to address domestic abuse in Australia, organisations need to step up and play their part to support affected workers. 

Workplaces need to be aware of how domestic abuse can impact on a woman and affect her working life. Research shows that intimate partner abuse is a leading contributor to illness, disability and premature death for women aged 18-44.  

But it doesn’t end when a woman makes the decision to leave an abusive relationship. Depending on the circumstances, the nature of the abuse and whether children are involved, the decision to leave can trigger a raft of processes that are not only emotionally exhausting but also time consuming. She may need to attend court dates and appointments with lawyers, counsellors and social services. She may need to see doctors for related mental health conditions. She may have ongoing fears for her safety and wellbeing, and that of her family.  

Currently, too few workplaces in Australia offer employees the support they need when they’re experiencing domestic abuse. Many managers and leaders don’t know where to begin. They may be concerned that they don’t have the expertise required to provide support, or dismiss it as ‘personal matters’ to be dealt with outside the workplace.  

But organisations have a responsibility to ensure the safety and wellbeing of their employees. When it comes to domestic abuse, they have a key role to play. By providing the right support, organisations can help to ensure that victims and survivors are safe and secure in their workplace and suffer minimal disruptions to their career and financial security.  

Leave and flexible work arrangements can help staff with the raft of appointments they may need to attend. Last August, Australian workers received a new entitlement to unpaid domestic abuse leave. Employees on modern awards can now take up to five days of unpaid leave. Some of Australia’s most successful companies have gone further, offering paid domestic abuse leave – this includes the likes of Qantas, Woolworths and Telstra. 

Managers and HR staff should also be trained to respond to domestic abuse. They should be able to spot the warning signs and offer appropriate support and referral options. Employees need to know about workplace entitlements, safety measures that can be put in place, such as screening calls and blocking emails, and internal and external counselling services, such as 1800RESPECT. 

A 2016 KPMG study found that abuse against women is estimated to cost the Australian economy $22 billion a year. The cost to people’s lives is immeasurable. 

If organisations across Australia step up and support women affected by domestic abuse, it can make an enormous difference. It can mean the difference between a woman being safe at work and having the financial security to care for her family, and being out on the street. It can mean the difference between life and death.