14/06/2026
https://www.instagram.com/reel/DYtmk8jsjM8/?igsh=MWdrZjFpcTAzNWd0Zw
Why Domestic Violence belongs in the "Respectful Workplaces" Conversation 💼⚠️
When we talk about psychological safety, inclusion, and building respectful workplaces, we often focus on what happens within our office walls. But we cannot separate the professional from the human.
In Sri Lanka, national data reveals a jarring reality: roughly 40% of women experience intimate partner violence in their lifetime. Sri Lankan police receive an average of 125,000 domestic violence complaints every year.
Because domestic violence is heavily stigmatized, almost half of survivors never tell anyone. But they do go to work.
Here is why this stat leaves us no choice but to make domestic violence a cornerstone of our workplace conversations:
1️⃣ The "Spillover Effect" is Real: Trauma doesn't stay at home. Economic abuse, harassment from a partner via work phones, or the severe mental health toll (including high rates of anxiety and suicidal ideation) directly impacts a teammate’s focus, absenteeism, and safety at work.
2️⃣ Work is often the Only Safe Haven: For a survivor, the office might be the only place they have access to an independent phone, internet, and a supportive community. It is often their only source of financial independence—the very thing required to escape abuse.
3️⃣ True Psychological Safety is Absolute: We cannot claim to have a culture of respect if our leadership and HR policies ignore the most pervasive safety crisis affecting our workforce.
WHAT CAN ORGANISATIONS DO?
**Train Managers: Teach leaders how to spot sudden changes in performance or behavior with empathy, not performance reviews.
**Normalize the Conversation: Break the taboo by including domestic violence resources in your wellness and Employee Assistance Programs (EAP).
**Provide Practical Support: Implement clear policies for paid safe leave, flexible working arrangements, and emergency financial assistance.
A respectful workplace isn't just about how we treat each other in meetings. It’s about building a culture safe enough for someone to say: "I am not safe at home, and I need help."
Let’s expand the boundary of what a supportive workplace looks like.
