Australia are required to provide.  The measures include broader education and support for Ikea Australia employees who are victim-survivors of DFV, such as a list of resources available, access to financial counselling, and job security, and training for managers on how to recognise DFV and how to support team members experiencing it. Globally, the UN estimates that one in the three have experienced at least one act of violence against women in their lifetime. In Australia, that figure is one in six, however, research shows that the severity and frequency of intimate partner violence have increased during the pandemic. “With this issue impacting so many, we know it is likely that there will be co-workers who know someone experiencing domestic or family violence or will be impacted themselves,” Elin Åhlund, people and culture manager at Ikea Australia, told Inside Retail.  “We wanted to ensure we can better support all co-workers and their families, and those affected by domestic and family violence.” Why businesses have a role to play While DFV typically occurs at home, the impact of domestic and family violence often reaches into the workplace, and as a regular place of engagement, it may be the site where indicators of domestic and family violence are first visible.  Global studies show that between 50 per cent and 81 per cent of people who experienced domestic and family violence in the workplace reported their work being negatively affected as a result, with examples such as lateness, absences, health issues, poor concentration and underperformance. In Australia, nearly one in two (50 per cent) of women who said they experienced domestic and family violence reported that it affected their capacity to get to work. Of these women, nearly one in five (19 per cent) said it followed them into the workplace with instances of abusive calls or emails or their partner even physically coming to work. Sixteen per cent of people reported being distracted, tired and unwell, and 10 per cent needed to take time off. “Domestic and family violence can not only take victim-survivors out of the workforce, but also impact the degree of their contribution when in the workforce and prevent them from entering employment,” Åhlund said. This is significant, since employment and financial independence are crucial factors for a victim-survivor who is attempting to safely leave an abusive intimate partner relationship. “Adjusting our paid leave policy to 15 days, plus other supportive measures to keep employment secure, is critical to achieving this independence,” she said.  Fitz-Gibbon believes businesses have a duty of care to support those experiencing DFV. “Under workplace health and safety laws employers have a duty of care to eliminate or minimise any risk, so far as is reasonably practicable, that an employee may be exposed to,” she told Inside Retail.  “Employers are increasingly mindful that this applies when employees are at the physical workplace and when an employee is working from home.” Why a holistic approach is necessary Fitz-Gibbon says there is no single support measure that will best suit all victim-survivors of DFV, which is why businesses should take a holistic approach.  “There is a need for workplaces to offer a suite of support measures to their employees. Perhaps more importantly, any changes to policy must be accompanied by upskilling and by workplace cultural change,” she said.  “That is why the whole-of-company approach that Ikea has rolled out is important in demonstrating its commitment towards an understanding workplace environment, and a safe space for employees to disclose their experiences of violence and to seek support.” One of the key aspects of Ikea Australia’s policy is that it doesn’t require staff to disclose sensitive or confidential information, or provide ‘proof’ that they are experiencing DFV, to access their leave entitlements. It also includes resources for perpetrators of DFV to seek help and change their behaviour.  Åhlund said the reception to the new support measures has been encouraging.  “We have had many managers come out of these sessions telling us they really learnt something new and believe they can put the training to use to help co-workers – particularly the ‘dos and don’ts’ around approaching someone you know might be impacted by domestic and family violence,” she said.