top of page

Safer Workplaces Drive Stronger Results

Everyone deserves a workplace free from abuse, intimidation, and harm.

Workplace misconduct and toxic behaviours cost companies money, talent, and reputation.


CCMA complaints, absenteeism, and staff turnover weaken culture and compliance.
Leaders often feel uncertain about how to address GBV and abuse in practice.

Abuse Risk Factors in the Workplace

  • Coercive and Controlling Behaviour

  • Cyber Bullying

  • Discrimination

  • Economic and Financial Abuse

  • Harassment

  • Psychological and Emotional Abuse

  • Physical Violence

  • Sexual harassment and assault

  • Stalking

Safer Workspaces Workshops 

As an HR leader, you’re tasked with far more than policies and processes; you’re shaping the culture where your people show up every day.

 

Safer Workspaces workshops offer your organisation a practical way to create a workplace where employees feel safe, valued, and empowered to perform at their best. 
 

These workshops help you demonstrate a clear, actionable commitment to Diversity, Equity & Inclusion (DEI) and ESG goals, showing staff, stakeholders, and the public that your brand stands for more than profit: it stands for people. 


The outcome? 


A stronger employer brand, higher retention, and a workplace culture that drives performance while protecting your most valuable asset, your people.


Our Safer Workspaces programme empowers organisations to recognise, prevent, and respond to all forms of abuse in the workplace, including emotional, physical, economic, and psychological abuse.


Because a safer workspace is not just a goal - it’s your responsibility.

How Employers Can Assist Victims of GBV

  • Include a GBV Workplace Policy, which explicitly states that GBV is not tolerated

  • Develop an Employee Support Policy for victims of domestic violence

  • Give grants or advances for victims to be able to move out.  Some countries and companies have implemented this as a best practice policy.

  • Banking details - ask why an employee is not using their own bank account and explain the risks attached especially if the change happens when the change occurs while already employed.

  • Allow special leave to consult legal practitioners.

  • Allow paid leave for court appearances for protection orders, divorce and maintenance.

Lloyds Banking Group​ Response to Domestic and Economic Abuse

​

"At Lloyds Banking Group domestic and economic abuse is a key business issue; at any one time several of our 30 million customers and 65,000 colleagues are likely to be experiencing domestic abuse."

 

We believe employers have a very real role to play in raising awareness, acknowledging, and responding to abuse. Our approach to domestic abuse sits at the heart of our Wellbeing strategy, comprising healthy bodies, healthy minds, healthy finances, and healthy relationships. We developed our approach using the ‘acknowledge, respond and refer’ framework to support our aim of raising awareness, and empowering colleagues to support each other and our customers." - Lloyds Banking Group

bottom of page