Staff affected by gender-based violence

Here are some key steps schools can take to support staff affected by gender-based violence in the workplace:

• Acknowledge that staff may be affected by gender-based violence, including in the workplace, and ensuring they have access to information about support services (for example displaying information in staff rooms and bathroom facilities) and know how to report any workplace issues to the school
• Ensure that the school is equipped to handle any reports of gender-based violence affecting staff.
• Ensure that sexual harassment and gender-discriminatory attitudes towards staff are always challenged
• Ensure that staff who deal with gender-based violence in the course of their work – whether routinely or on a one-off basis – can access advice so that they are confident about how to handle such issues, as well as emotional support.
• Recognise that staff affected by past or current experiences of gender-based violence may require measures to support them – for example in relation to any current safety concerns or mental health and wellbeing issues. It’s important to work together with staff to decide what measures may be of help, as a supportive and empowering approach is most likely to promote safety and recovery.
• In cases where it may be appropriate to involve the police, discuss this with the staff member in advance so that they can make an informed choice (unless there is risk of immediate harm). They may wish to contact support services for further information about reporting and for access to support and advocacy services.

Schools can also consult their local authority's gender-based violence policy (or domestic abuse policy) for guidance on employment practices and support for survivors.

As schools engage with ESAS it’s important to think about how this work might affect staff who have personal experience of it. In general, we know that survivors of gender-based violence often welcome proactive measures that organisations and workplaces take to tackle the issues as this recognises and validates their experience, and demonstrates a commitment to preventing violence and supporting those affected. However it’s important to recognise that talking about gender-based violence can bring up difficult feelings and memories for those with personal experience and the following steps can be taken to help staff affected to feel more comfortable engaging in the work:

• Informing all staff of inputs and training sessions ahead of them taking place, acknowledging the potential impact on staff affected and reminding staff of support options.
• Allowing staff to determine their own engagement with the work, for example by enabling them to take breaks whenever they require during training sessions and inviting staff to volunteer to take forward work, rather than appointing them.
• Signposting to support services when communicating with staff about ESAS.
• Outlining what steps a member of staff could take if they have any concerns about engaging with ESAS work.

The Act

Schools have a duty the 2010 Equality Act, under which sex is a protected characteristic, to take measures to promote women’s equality – as follows:

• a) Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
• b) Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• c) Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Close the Gap has developed an Employer Accreditation to support employers to improve their employment practice to advance gender equality at work, and prevent violence against women, called Equally Safe at Work. This includes a range of useful resources including Guidance for Line Managers on violence against women and work.