From Awareness to Action: How Organizations Can Support the International Day for the Elimination of Violence Against Women

November 25 marks the International Day for the Elimination of Violence Against Women—a day dedicated to raising awareness and advocating for solutions to end violence in all its forms.?

And while many of the conversations surrounding this day typically center on legislation and community resources, there’s another key player in this effort: employers. Having a job is a lifeline for many survivors of domestic violence, providing not only financial independence but also a critical path to rebuilding self-esteem and autonomy. Organizations can play a significant role in supporting employee victims by creating a safe, supportive environment that protects and uplifts women, especially those who have been affected by domestic violence and abuse

1. The Role of Employment in a Survivor’s Journey

For many women experiencing domestic violence, employment is much more than a paycheck—it is their only path to safety and independence. Because the stability of a job provides survivors with the ability to have choices, and literally provides them with the power to make decisions that would otherwise be impossible. Financial independence means the difference between staying trapped in an abusive situation or having the resources to leave. And unfortunately, the trauma of abuse often spills over into the workplace, with abusers sometimes using harassment tactics such as stalking or sabotaging a partner's job to maintain control.

Their job is just as important to survivors as their family is. And organizations have a unique opportunity to support these women by creating policies that not only protect survivors, but also to help them thrive in a safe and accommodating workplace. And there is a very real payoff for employers when employees feel safe and supported – dedicated workers whose productivity increases the bottom line.?

2. Policies That Protect and Empower Employees?

Organizations can do more than offer lip service. Policies specifically designed to support victims of domestic violence and coercive control can make a real difference. Here are some key actions employers can take:

• Flexible Leave Policies: Offering paid leave for employees dealing with domestic violence allows them the time to access legal services, attend court dates, secure counseling, and make living arrangements without fear of losing income or their job. And although different states provide different legal protections, organizations can implement policies based the needs of their survivor employees rather than legislated requirements.?
• Workplace Protection Plans: Creating an open channel for employees to notify HR or security of any concerns can go a long way in protecting them. For instance, an employee experiencing harassment can request to have their contact information remain confidential or ask for additional security measures if they feel their safety is compromised.
• Zero-Tolerance Policies for Workplace Harassment: Many abusers attempt to intimidate their partners in the workplace, often through unwanted visits or calls. A zero-tolerance policy, combined with a clear reporting protocol, can help survivors feel secure on the job.

3. Mental Health Support and EAP Resources

Victims of domestic violence and abuse often experience significant mental health impacts, such as anxiety, PTSD, and depression, which can interfere with their ability to perform at work. By offering access to an Employee Assistance Program (EAP), companies can provide a valuable resource that survivors may not otherwise be able to afford or access. EAPs offer confidential counseling, mental health services, and legal support, which can be essential for helping survivors cope with the trauma they’ve endured.

Additionally, mental health benefits beyond EAP—such as in-network therapists or teletherapy options—can provide accessible, ongoing support. Knowing their employer values their well-being can make a tremendous difference in a survivor's recovery and long-term stability.

4. Partnering with Women’s Organizations

One of the most impactful ways to raise awareness and support survivors is through partnerships with organizations dedicated to women’s safety and empowerment. Women’s organizations, such as shelters, advocacy groups, and educational nonprofits, bring expertise and resources that corporations may not have in-house. Partnerships could include:

• Workplace Training Programs: Partnering with a women's safety organization to offer workplace training sessions on domestic violence and coercive control can educate employees on how to identify, support, and refer victims to the right resources. These trainings foster a culture of empathy and awareness, breaking down the stigma that often surrounds domestic abuse.
• Employee Awareness Campaigns: Highlighting the issue of domestic violence and promoting available resources via internal communications or social media during months like October (Domestic Violence Awareness Month) or specific dates like November 25 can normalize the conversation around this topic, helping more survivors feel empowered to seek help.
• Donation and Volunteer Opportunities: Hosting charity events, fundraisers, or volunteering days to benefit local shelters and organizations dedicated to ending violence against women can inspire employees and customers alike to contribute to this vital cause.

Taking a Stand on November 25 and Beyond

The International Day for the Elimination of Violence Against Women is a reminder that all of us e each play a role in ending violence, supporting survivors, and creating a world where women feel safe. Employers have a unique opportunity to lead by example, demonstrating that they stand with women not only on November 25 but every day.

By enacting policies that provide safety, offering mental health support, and partnering with women’s organizations, organizations send a powerful message: that women’s safety is everyone’s responsibility, and that their commitment to this cause is more than words—it’s action.