DFV at Work

Domestic and family violence, or DFV, is when one person in an intimate, familial or care relationship behaves in a way that is:

• Physically abusive; and/or
• Sexually abusive; and/or
• Emotionally and psychologically abusive; and/or
• Economically abusive; and/or
• Threatening and/or coercive.

DFV is when the behaviour of one person in any way controls another person or causes that other person to fear for their safety or the wellbeing of someone else. DFV includes many different behaviours including coercive control, isolation, intimidation and other types of abuse such as spiritual abuse.

Click on your state or territory to find out how DFV is specifically defined in legislation in your location.

What is Coercive Control?

Coercive control is being talked about a lot in the media. So what is it? Coercive control is a pattern of abusive behaviour that where a person intimidates and controls the lives of others – the victims-survivors.

Coercive control is a type of  DFV that limits the freedom and independence of the victim-survivor.

What Does Coercive Control Look Like?

DFV, including coercive control, does not have to be physical. Coercive control tactics are often – but not always – non-physical. Coercive control is ongoing, repetitive, and builds up over time. It may include (but is not limited to):

• Social isolating, e.g., preventing the victim-survivor from going to work or other commitments, such as medical appointments. Reproductive coercion, e.g., attempting to control the other person through pregnancy or pregnancy outcomes.
• Financial and economical abuse, e.g., taking or controlling the other person’s income,.
• Threats and intimidation, e.g., threatening to hurt themselves or others, such as children or companion animals.
• Stalking and harassment, e.g., showing up at the victim’s-survivor’s workplace, calling and messaging frequently to check on the victim’s-survivor’s location and who they are with

Criminalisation of Coercive Control

Some Australian states and territories are considering legislating against coercive control, that is, making it a specific crime. A considered approach is essential to developing effective legislation.

Legislation is one possible response to the issues of coercive control and domestic and family violence.  We need comprehensive education programs in our schools, workplaces and communities.

Adequate funding for social and community organisations is essential, as is training and resourcing for police officers and other first responders to DFV.

References

Australia’s National Research Organisation for Women’s Safety. (2021). Defining and responding to coercive control: Policy brief (ANROWS Insights, 01/2021). https://www.anrows.org.au/publication/defining-and-responding-to-coercive-control/

McMahon, M., & McGorrey, P. (2020). Criminalising Coercive Control: An Introduction. In M. McMahon & P. McGorrey (Eds.), Criminalising coercive control: Family violence and the criminal law (pp. 3-32). Springer.

State of Queensland. (2020). Understanding Domestic and Family Violence [Booklet]. Queensland Health. https://www.health.qld.gov.au/__data/assets/pdf_file/0025/952072/1_Understanding-DFV-Booklet.pdf

The workplace may be one of the few places where a person experiencing DFV may feel safe – and one of the few places where they are able to reach out for help.

The impacts of DFV are often hidden however they may show up in the workplace in many ways. This can include:

• Absenteeism
• Distraction or having to respond to frequent contacts from the person using violence
• Injuries, or attempts to hide injuries
• Distress, withdrawal, and/or changes to personality or mental wellbeing
• Decline or inconsistency in work performance

The workplace is not always the safe haven it could be. DFV can come directly into the workplace through stalking, harassment and incidents of violence at work. Employees who use DFV may use work resources such as a phone, vehicle or internet to abuse the victim-survivor.

Working from home may increase the risks of DFV – if home is unsafe, working from home may be unsafe. Employers have a responsibility to uphold the work health and safety of their employees no matter where they are working.

DFV Work Aware can assist your workplace with training and consultation to recognise the signs of DFV at work, and how to respond and refer.

There are many myths about DFV at work. A common myth is that DFV is not a workplace issue, or that there is nothing a workplace can do about it.

Statistics, research and the lived experience of victims-survivors tell a different story: people who experience DFV are in our workplaces, and the DFV can impact them at work. And, people who use DFV are in our workplaces, too.

Our Watch and Diversity Council Australia have partnered to bust some of the most common myths about DFV and the workplace. They have prepared a comprehensive resource¹ you can use to build awareness in your workplace, and a short video busting the most common myths.

1. Diversity Council Australia and Our Watch. (2021). Myth Busting Domestic and Family Violence at Work: Using Evidence to Debunk Common Myths and Assumptions. https://www.dca.org.au/sites/default/files/mythbusting_domestic_violence_final_online_v2.pdf