Why violence against women is a workplace issue

26/03/2025 -

Collett O’Connor works on Close the Gap’s delivery of Equally Safe at Work

In this blog, Collett O’Connor, Programme Officer for Close the Gap, discusses why violence against women is a workplace issue across all sectors and what leaders can do to help drive change.

Violence against women (VAW) refers to violence and/or abusive behaviour directed at women because of their gender. It includes physical, sexual, psychological, or economic abuse. At its core, VAW arises from gender inequality and crucially, it does not pause when the working day begins nor restart only after it ends. VAW impacts every aspect of women’s lives including their experiences in the labour market. VAW can affect women’s ability to do their job effectively, and in some cases they may even leave their job entirely. This represents a significant loss of talent to employers, with many organisations missing out on women’s skills and experience. Therefore, VAW is undeniably a workplace issue.

In Scotland, one in four women experience domestic abuse, and three-quarters of those women report being targeted at work. Perpetrators frequently use tactics designed to disrupt women’s employment including using workplace resources, such as phone calls or emails, to threaten, harass, or abuse women. Other tactics include destroying work clothes or personal documents, creating additional barriers to employment and career progression.

Sexual harassment is alarmingly common, with 70% of women in Scotland reporting that they have experienced or witnessed it at work. Recent research from Surviving in Scrubs, as well as a report in the British Journal of Surgery, indicates that high levels of sexual harassment and sexual assault are occurring across the NHS.

As part of Close the Gap’s employer accreditation programme, Equally Safe at Work, we undertake focus groups with women working in lower-paid roles. Within the NHS, this includes speaking with women working in bands 2-4. Findings indicate that women continue to experience sexual harassment, with many sharing that they are unsure how to report it; they worry it might impact their job; and because it often involves senior members of staff, they fear that nothing will be done.

Racially minoritised women, disabled women, LGBTQ+ women, and those from other marginalised backgrounds experience compounded discrimination. For instance, disabled women are twice as likely to experience domestic abuse and sexual violence. Further, 63% of young women aged 18-24 experience sexual harassment at work.

Effective VAW interventions must adopt an intersectional approach. Even well-intentioned policies may fail if they don’t account for these overlapping identities, highlighting the importance of responsive strategies that genuinely support all employees. To create meaningful change, it’s essential to understand the specific barriers faced by staff at all levels within the organisation, ensuring that interventions are grounded in the real experiences of those affected.

From our experience delivering Equally Safe at Work, we know that leaders play an important role in driving action and influencing workplace cultures. Further, organisations that use a gender lens in decision-making—whether in policy development, recruitment, or broader strategy—recognise that workplace structures directly influence the prevalence of VAW. We’ve identified three critical success factors to drive meaningful and sustainable change:

Leadership commitment
Our experience shows that securing leadership commitment is integral for driving action forward on progressing gender equality and preventing VAW. Leadership commitment is also important for ensuring that accountability is built into any changes being made.
Allocating adequate resources
Dedicated resources—including both financial investment and staff time—are essential for implementing effective policies and programmes. This is also important for mainstreaming and ensuring that all the work doesn’t fall on one person’s shoulders.
Informed and engaged staff
Building capacity in staff to understand the underlying causes of gender inequality is key for embedding meaningful change. Having people who are interested in and committed to tackling VAW and advancing gender equality ensures that initiatives being developed are representative of the issues that staff are facing.

Reflective Challenge: VAW is a workplace issue, and leaders have a crucial role in driving change. Take a moment to consider, what can you do to address VAW within your organisation?

Equally Safe at Work is designed to provide organisations with a framework for change, find out more about how to get involved at www.EquallySafeatWork.scot.

We’d like to thank Collett for writing this guest blog which is part of the Leading to Change Diversity Blog Series. We want to highlight and promote the voices and experiences of diverse leaders at all levels including those working at frontline / grassroots levels. We aim to celebrate diverse leaders who can act as role models for other aspiring, diverse leaders.

Collett O’Connor

Role:: Programme Officer for Close the Gap

Equally Safe at Work is an employer accreditation program dedicated to advancing gender equality and preventing violence against women in the workplace. Collett collaborates with employers across the public and third sectors to help them develop gender-sensitive employment practices.
Her work is informed by a strong academic foundation and is further reinforced by her extensive experience working in health and social care. At the core of Collett’s work are her unwavering principles of equality, equity, and ethical practices.