Better practice in responding to family violence

Organisations need to consider developing a response to perpetrators as part of their family violence response. This is a complex area that can carry significant risk, and experts advise that businesses should have a whole-of-organisation response to victim-survivors of family violence before they consider directly engaging with perpetrators of violence.

"Directly engaging with perpetrators of family violence in ways that work towards the safety of women and children is highly difficult. Unskilled or misguided attempts can significantly compromise family member safety"

However, all organisations can take action to support a safe work environment where family violence and violence against women is challenged.

For businesses seeking to develop responses to perpetrators of family violence, there are a range of specialist services that can provide support, including No To Violence or a local men’s behaviour change program. In addition to seeking advice from family violence experts, organisations should seek advice from legal experts. It’s important that individuals’ rights to fair processes and confidentiality are respected.

Our Watch and No To Violence recommend that policies and procedures for responding to perpetrators are carefully considered so that they:

• are appropriate and safe
• send clear messages to highlight perpetrator accountability and the prevention of violence against women
• respect the rights of perpetrators to confidentiality and a fair process.

No To Violence at its 2019 national conference, provided businesses and the family violence sector the opportunity to discuss ways to address perpetrators within the workplace.

Case Study – Not To Violence national conference

Conference speakers Rosie Batty AO, and Desmond Campbell, of the Northern Territory Anti-Discrimination Commission, suggested the need for workplaces to support men who want to change their behaviour to help embed a culture of trust and respect where all parties feel supported to talk about their experiences of family violence.

Yarra Valley Water spoke of its own work to respond to family violence, including staff training by No To Violence.

Yarra Valley Water and NAB have taken steps to improve responses to customers and staff who use violence. Konica Minolta reviewed how it responded to employees who used violence in order to improve support for staff and their managers. Queensland Government has published resources to support staff that want to seek help to change their behaviour.

Case Study – Yarra Valley Water

Yarra Valley Water has recently taken steps to improve how it responds to those who use violence. Whilst its policies cover both those who use violence and victim-survivors, until recently, the organisation’s focus has been on support for victim-survivors. Yarra Valley Water approached No to Violence, the peak body for organisations and individuals working with men to end family violence, to deliver tailored training. This was a full day session that covered No to Violence’s approach to men’s behaviour change and how to respond safely and effectively when engaging with men who are using violence.

Case Study – National Australia Bank (NAB)

NAB published an article online about getting help for violent or abusive behaviour, with clear messages about the causes of family violence.35 Through the NAB Foundation it also funded the development of an evidence-based smartphone tool for men who have used violence in their intimate relationships.

Case study – Konica Minolta

Konica Minolta introduced its domestic and family violence policy in 2015. The policy addresses perpetrators of violence, including support for those who come forward for assistance and a statement that using company assets to perpetrate violence would not be tolerated. Once the organisation began to apply the policy, managers grappled with some areas, particularly those related to perpetrators. 

“This new policy was somehow different. As employees reported about their experiences under the domestic and family violence policy, managers reported feeling emotional, uncertain and even confused about how to respond. Others acknowledged they were struggling to deal with their own biases and were concerned how this would affect their discussions.”

As a result of this feedback Konica Minolta modified its approach, referring incidents involving perpetrators to an independent group better equipped to address them.

Case study – Queensland Government

The Queensland Government says employees using violence or abusive behaviour at work may be subject to disciplinary action. It has invested in resources to support employees using violence to seek help to change their behaviour.

'Domestic and family violence: A workplace approach to employees who use or may use violence and abuse' is a guide for Queensland workplaces to respond appropriately to employees using violence or abuse. It was developed by the Public Sector Commission in collaboration with Australia’s CEO Challenge, DV Connect and Minter Ellison and provides advice on language and key policy and legal issues to consider.