As a mother and director working on inclusion, I argue that workplaces must act to reduce violence against women by changing everyday culture and offering practical support
As a parent watching two boys grow up in a digital landscape full of influences I never encountered, I often reflect on how that exposure shapes future behaviour. In my professional life as director of Diversity Mark, I advise organisations on culture, inclusion and leadership, and I am increasingly confronted by the same troubling pattern: widespread acceptance of harmful attitudes that feed violence against women.
When we consider the next generation, it is not enough to focus only on homes and schools; workplaces also mould what is deemed acceptable and what is challenged. Changing those daily norms requires both leadership and consistent, visible standards.
There are stark figures that should make organisations pause: research indicates that 98% of women in Northern Ireland have experienced at least one form of violence or abuse in their lifetime.
That statistic positions this as an urgent social and workplace issue, not an abstract or distant problem. Employers need to recognise that these experiences travel into the office through reduced productivity, absences and the emotional toll on staff. Addressing this properly means seeing domestic abuse and related harms as present in the world of work and responding accordingly, with tailored supports and prevention measures.
Why workplaces matter
Organisations are more than places where work gets done; they are micro-societies that reinforce behaviours and set acceptable norms. When casual sexism, belittling language or exclusionary practices go unchecked, harmful attitudes are normalised and can spread beyond the workplace into communities and homes. Equally, expectations of masculinity that discourage vulnerability can leave men isolated and less able to seek help for stress, mental health struggles or relationship problems. By deliberately shaping culture, employers can either perpetuate damaging stereotypes or help dismantle them by modelling respectful interactions every day.
Norms, behaviour and leadership
Creating an environment where respect is non-negotiable requires leaders to act purposefully. Inclusive organisations set clear behavioural standards and call out instances of harassment or microaggressions before they become entrenched. Practical leadership means managers consistently demonstrate desired conduct, hold people accountable and highlight positive examples. Building psychological safety so staff can raise concerns without fear is essential: when people trust the system, they are more likely to speak up, support colleagues and engage in prevention. The cumulative effect of small, everyday actions can transform a workplace culture over time.
Practical steps employers can take
There are concrete policies that make a real difference for people affected by abuse while also signalling organisational values. Examples include providing paid domestic abuse leave, flexible working arrangements and easy access to confidential mental health services. Clear, trusted reporting routes and trained points of contact reduce barriers to disclosure, while well-publicised signposting to specialist support helps ensure people find the help they need. Such measures not only protect employees but also help retain talent and maintain trust. Practical support combined with prevention work signals that the employer treats safety and dignity as workplace priorities.
Toolkits, partnerships and sustained action
Change at scale often comes through collaboration and resources that translate strategy into everyday practice. At Diversity Mark, we are partnering with organisations such as Business in the Community Northern Ireland, White Ribbon NI and Nexus, along with many signatory employers, to create a practical Employers’ Toolkit. Designed to support the Executive Office’s strategy End Violence Against Women and Girls, the toolkit will offer guidance on prevention, awareness and practical support, with clear signposting to specialist services. This is intended as an ongoing resource for organisations committed to long-term cultural change, not a one-off campaign.
A call to collective responsibility
Real progress requires everyone to be involved: men and women, leaders and colleagues, educators and communities. Men must be active participants in conversations and solutions, rather than bystanders, because shifting attitudes depends on broad engagement. Employers have a unique opportunity to influence behaviour beyond office walls: by embedding respectful norms into day-to-day practice, workplaces can help reduce the social tolerance for abuse and create safer environments at home and in the community. As Christine White, director of Diversity Mark (part of The WiB Group), argues, modelling respectful behaviour consistently across all settings is the foundation for a healthier future for children and society as a whole.
