Domestic violence doesn’t stay at home when an employee starts their workday. It follows them—silently—into meetings, on the warehouse floor, in the C-Suite, and when working from home.
The impact of domestic violence ripples through your business in ways you may not realize. In fact, 85% of your employees are impacted every day. They support a victim/survivor in the workplace or at home and don’t know what to do so they drag all that emotional baggage into the office with them. Managers and leadership may not know what is happening but see the lack of productivity, too many days off, an employee leaving early, and 100 calls a day from an abuser.
And the biggest problem for your company:
Domestic violence robs your business of 1-3% of the bottom line
in increased healthcare costs,
lack of productivity
and job turn over.
I can help your employees learn to recognize the signs of domestic violence, help them talk to victims and survivors, create safety plans, and understand the barriers to leaving. Because the truth is:
When it comes to domestic violence, silence is not neutral—it’s risky.
What Is Domestic Violence and Why Does It Belong in Workplace Discussions?
Domestic violence, or intimate partner violence (IPV), is a pattern of behavior in which one person seeks power and control over a partner. An abuser can use physical, emotional, psychological, or financial abuse. While it often begins behind closed doors, its consequences can surface everywhere—including at work.
Victims may:
- Miss work due to injury or safety concerns
- Show signs of anxiety, depression, or isolation
- Avoid calls or messages from their partner during work hours
- Struggle to focus or perform due to fear or trauma
And employers may:
- See higher rates of absenteeism and turnover
- Experience disruptions in team dynamics
- Face legal and reputational risk if safety isn’t addressed proactively
According to the CDC, 1 in 4 women and 1 in 9 men in the U.S. experience severe intimate partner violence.
The Cost of Ignoring IPV in the Workplace
Not addressing domestic violence is not just a missed opportunity for employee support—it’s a risk to your entire organization.
- Productivity Losses: IPV costs U.S. companies more than $8.3 billion a year in lost productivity and healthcare expenses.
- Workplace Safety: Perpetrators can and do show up at the workplace. Threats don’t end at the front door but walk right out to the parking lot.
- Culture and Retention: Employees are more likely to leave companies that fail to support them.
What Executives and HR Leaders Must Know
As leaders, you are responsible for building a workplace culture where every employee feels safe. That means going beyond checking boxes—and directly addressing issues like IPV before they escalate into crisis.
Here’s what your company can do:
1. Acknowledge That Domestic Violence Is a Workplace Issue
This isn’t about bringing someone’s personal life into work—it’s about recognizing how abuse shows up in performance, mental health, and even physical safety. Creating policies around Domestic Violence shows that your leadership is both aware and compassionate.
2. Train Your Managers and HR Teams
Most managers want to help but don’t know how to help or even what to say. Without training, they may overlook signs of abuse or handle disclosures in a way that causes further harm. Proper training equips your leadership to respond appropriately and supportively.
3. Review and Strengthen Policies
Does your organization have a domestic violence policy? Do you know how to support an employee who confides in you about abuse? From safety planning to protected leave, your HR handbook should include clear, actionable guidelines.
4. Bring in Expert Voices
The best way to shift culture is to start the conversation. That’s where I come in. Through corporate keynotes, lunch-and-learns, and leadership trainings, I help companies move from awareness to action—without blame, shame, or fear.
Why Companies Invite Me to Speak
My keynotes and workshops aren’t just about education—they’re about transformation. I speak to your team not as a statistic, but as a survivor, a researcher, and a trained communicator who understands the sensitivities of corporate environments.
Executives bring me in when:
- A major incident prompts the need for better awareness and policy
- HR teams request expert training on how to support IPV disclosures
- Wellness or compliance programs seek to broaden their scope
- They want to proactively build a culture of safety and empathy
I approach every engagement with respect for your company’s culture, goals, and concerns. I provide clear, actionable takeaways so your teams walk away equipped, not overwhelmed.
Domestic Violence is a Safety Issue and a Leadership Issue.
Addressing Domestic Violence in the workplace doesn’t mean prying into your employees’ private lives. It means having the awareness and infrastructure to support those who are silently struggling.
It means:
- Creating a workplace where no one fears retaliation for speaking up
- Recognizing that wellness initiatives must include trauma awareness
- Understanding that policy isn’t enough—training is critical
- Taking a stand that aligns with your values and protects your people
Let’s Talk
Whether you’re reviewing your HR policies, organizing a wellness series, or navigating a recent incident that raised concern, I’m here to help you move forward—ethically, compassionately, and strategically.
Visit JenniferGardella.com to book a call.
