When Domestic Abuse Is Disclosed at Work

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Domestic violence is a silent epidemic—an insidious condition that permeates every social and demographic group, from all walks of life. Yet domestic violence is not confined to the home; it comes to work. When it is detected or disclosed in the workplace, coworkers and managers want to know what they can do to protect and support the victim personally, procedurally, and legally. Research provides some guidance.

The Impact of Salary on Disclosure of Domestic Discord

Samantha Conroy et al. (2023) in a study entitled “Intimate Partner Violence Disclosure in the Workplace” examined the factors that influence when victims of intimate partner violence (IPV) choose to disclose at work.[i] They acknowledge the importance of workplace disclosure of IPV because it may decrease safety-related risks and enable management of disruptions to the workplace environment. Regarding the question of to whom victims are most likely to disclose, Conroy et al., consistent with prior literature, opined that with a higher occurrence and frequency of IPV, employees are most likely to disclose to coworkers.

Conroy et al. also theorized that the decision whether or not to disclose will depend on employee pay. They hypothesized that highly-paid employees would be particularly reluctant to disclose domestic violence due to pressures related to the prototype of the “ideal worker,” and to anticipatory stigma. Using survey data from 350 workers across four organizations who reported being victims of IPV, they found that highly-paid workers were more likely to disclose IPV that is both high in frequency and happening at work.

So apparently, for abused working women deciding whether to disclose, salaries matter. Other researchers found that women’s workplace success impacts not only the likelihood of disclosure, but organizational response.

More Women Managers Means More Disclosure

Layla Branicki et al. (2023) examined organizational response to reported domestic violence in a piece entitled “Corporate Responses to Intimate Partner Violence.”[ii] They recognize IPV as one of society’s “most pernicious and impactful social issues” that not only harms personal health and well-being, but also impacts a woman’s career opportunities, employability, and work performance. They describe organizational responsiveness to IPV as a specific demonstration of corporate social responsibility that is important to advance gender equality. Studying IPV policies and practices of 191 Australian corporations over a three-year period, they found greater IPV responsiveness among corporations that were larger, had greater financial resources, had higher proportions of women middle managers, and had more advanced employee consultation on issues involving gender.

Recognition of Domestic Abuse Prompts Workplace Policies and Procedures

Research reveals that more companies and organizations are formalizing policies and procedures to tackle domestic violence in the workplace. Laura Kauzlarich and Michelle Greenwood (2024) engaged in a systematic review and feminist conceptual analysis of work-related IPV (termed WIPV),[iii] identifying it as a pattern of IPV that undermines work, employment, and careers in general. In addition to many other observations, they acknowledge the importance of conceptualizing gender in workplace research and challenging the boundaries of organizational involvement in traditionally private areas.

With the continuing evolution of company policies and procedures designed to tackle domestic violence, working victims have more options to report, which means greater access to resources. Addressing IPV as both a personal and professional issue is an effective societal response to protect victims, and provides a safe, sustainable workplace for everyone.