Cyber Security
Why domestic violence is a workplace issue.
D By Nick de Bont Nick de Bont has worked within security related fields in both private enterprise and government for 20 years and   has built domestic and family violence related security programs within private industry. He is a certified protection professional (CPP), holds a Bachelor of Laws, Bachelor of International business and diplomas in postgraduate law, intelligence analysis and security and risk management.
48 | Cyber Risk Leaders Magazine
omestic and family violence is a workplace issue. It has far reaching effects on victims and those they work with, it significantly impacts the productivity of staff and can lead them to prematurely leave their jobs, it affects colleagues and also consumes significant time for managers and human resources professionals. The vast majority of people who suffer from domestic or family violence are in paid employment[9] , yet the role of employers in addressing the issue is still not well defined in Australia. There is no socio-economic limit to domestic and family violence - victims are found in blue collar or white-collar workplaces, and can be young or more mature in age. Since the age of 15, one in six Australian women and one in 16 men have been subjected to physical and/or sexual violence by a current or previous cohabiting partner, and approximately one woman is killed every week and one man every month by a current or former partner often after a history of domestic violence . Political, societal and culture attitudes are changing - a number of large Australian businesses have now implemented special leave provisions for employees who may require it due to domestic and family violence. This is aimed at facilitating time off to attend court, moving from
their family home, visiting a doctor and engaging with lawyers. These developments indicate a slight but important change – that is, recognition that the domestic and family violence is not only a private issue, and that employers can play an important role in ensuring the safety and security of their staff both at work and at home. With the increasing trend of working from home and restrictions on travel and business trips there is increased pressure on those facing domestic and family violence who now have less opportunities to escape abuse. As businesses examine more permanent working from home solutions they must consider their ongoing workplace health and safety obligation to provide a safe place to work. The correct desk height and a suitable chair checklist may not seem as critical to an employee where a business is asking an employee to work in a hostile and abusive location. Managers must consider how they can provide those suffering domestic and family violence appropriate support and implement policies where an employee feels safe to raise this sensitive and deeply personal issue. How can companies support their staff facing domestic and family violence As companies begin to provide special leave, another way in which employers can provide significant support is
