Responding to disclosure of family, domestic and intimate partner violence

Family, domestic and intimate partner violence is a social problem of epidemic proportions. It cuts across socio-economic, cultural, and educational backgrounds. In short, any person may find themselves caught in an abusive, violent or at-risk situation.

In recent years, recognition and understanding of behaviour termed ‘coercive control’ has grown in public awareness. Coercive control describes a pattern of behaviour that may include a perpetrator isolating their partner from friends and family, taking control over their finances, what they wear, where they go, who they see and what they eat. The abuse can include telling them they are worthless, physical intimidation, monitoring their phone and surveillance of movements. Threatening harm to them, their children, other family members and pets is common. Victims of coercive control can take a long time recognising that this behaviour is abusive because there may be no physical violence. It often builds slowly over time, creates self-doubt about responsibility and self-worth. In situations where coercive control does escalate to violence, murder of the victim can be the tragic outcome.

Domestic, family and intimate partner violence is complex and multifaceted. In the past, family violence was often hidden. When others were aware, it was considered a private matter, and outsiders should not interfere. Those who do know about it can feel helpless and may be confused and impatient, ‘why doesn’t she/they/he just leave?’. Research shows that it generally takes 7 plus attempts to leave before finally escaping such a situation. This is the most at risk time. The impacts are ongoing at personal, financial, work, social and family levels.

In December 2018 the implementation of the Fair Work Amendment (Family and Domestic Violence Leave) Act 2018 made responding to family violence part of an employee’s and employer’s rights and responsibilities through the provision of a minimum of five days unpaid leave. An employee requesting leave entitlements is in crisis. As an organisation, it is paramount to create an environment where staff members feel ‘safe enough’ to reach out. This necessitates particularly those in Human Resources, People and Culture, managerial, supervisory and team leader roles being equipped to respond with a trauma informed, empathic, and non-judgmental approach.

This training provides a foundation for understanding the complex interpersonal dynamics related to domestic abuse and family violence, make sense of at times confusing, contradictory, and inconsistent behaviour by the victim-survivor, assist access to leave entitlements, external supports and adjust work responsibilities where necessary through a period of crisis.