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Good practices guide OITW
Amy Goodf
Created on March 7, 2023
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Découvrez
French
Resources
Companies
Good practices
GOOD PracticeS guide
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Domestic violence
The network
Resources
Companies
Good practices
Contact
Domestic violence
The network
OneInThreeWomen is the first European network of companies committed to fighting domestic violence. After initiating the European projects CARVE (2014) and CEASE (2016-2019), the OneInThreeWomen network was co-founded by FACE, the Foundation for inclusion, and the Kering Foundation in 2018. Today, it brings together L'Oréal, Clarianne, BNP Paribas and Carrefour as ambassadors and also counts , SNCF group, Publicis France, Epnak, Orange, Superga Beauty, Air France, Sanofi, La Poste group and the CNES among its members. The name of the network refers to the statistic that one in three women has experienced or will experience violence in her lifetime. This violence, most often perpetrated by a spouse or ex-spouse, has serious consequences for the physical and mental health of the victims; it impacts not only their private life but also their professional life. Companies have a role to play in supporting and helping women victims domestic violence.
The Network
Resources
Companies
Good practices
Contact
Domestic violence
The network
Etendre
Senibiliser
This guide to corporate best practices for taking action against domestic violence reflects the interest and work of the companies involved in the OneInThreeWomen network. The strength of the network lies in the sharing and collaboration between organisations. That is why this guide aims to share the many ways in which the network of businesses are involved in the fight against domestic violence.
Resources
Companies
Good practices
Contact
Domestic violence
The network
Etendre
Senibiliser
Since its creation, the OneInThreeWomen network has been proposing that businesses take part in the fight against domestic violence by signing its charter of commitment.
Resources
Companies
Good practices
Contact
Domestic violence
The network
Etendre
Senibiliser
Each year, around the 25 November, the network organises a charter signature event. The event is an opportunity for member and signatory companies as well as actors involved in the subject to get together. Like the network, each event is rich in exchanges and meetings. The strength of the OneInThreeWomen network lies in its ability to work together. This signature is a strong act that reinforces the idea that companies also have a role to play in supporting victims of domestic violence.
Resources
Companies
Good practices
Contact
Domestic violence
The network
The state of domestic violence in the workplace
What is domestic violence?
Domestic violence is a corporate issue
The cycle of violence
Domestic violence
Resources
Companies
Good practices
Contact
The network
Domestic violence is violence within a couple (between spouses, partners or ex-partners). It mainly affects women, regardless of their social background. It can take various forms: verbal, psychological, physical, sexual, economic, administrative or even cyber violence. The consequences of domestic violence are serious: in France, in 2022, 112 women were killed by their (ex-)partner. Domestic violence in all its forms is prohibited by law.
Domestic violence
Domestic violence
Resources
Companies
Good practices
Contact
The network
Although most violence takes place in the private sphere, it does not stop at the door of the company: it has an impact on the professional life of the victims and an impact on the company itself. Indeed, the study published by the OneInThreeWomen business network in 2019 measured the impact of domestic violence on employees and their colleagues, but also on the company. Conducted by a consortium of international researchers and involving 40,000 female employees from six member companies of the network (Kering, L'Oréal, Korian, BNP Paribas, Carrefour and OuiCare) in six countries (France, Belgium, Germany, Spain, Italy and the United Kingdom), the study provides an overview of the current state of the effects of domestic violence in the workplace.
Domestic violence
Resources
Companies
Good practices
Contact
The network
The cycle of violence attempts to identify the repetitive processes associated with domestic violence. This cycle is composed of four distinct phases that follow one another and are repeated more or less regularly and accelerate over time: 1. The abuser has psychological pressure, control and isolation on the victim. The victim tries to improve the climate; 2. Explosion of violence; 3. Abuser blames partner for violence; 4. Abuser promises to change. For more information on the mechanisms of domestic violence, see the resources.
The cycle of violence
55% of the employees surveyed said that the violence had affected their work, particularly in terms of lateness, absenteeism and reduced productivity
More than one in five Europeans (22%) know someone in their workplace who has been a victim of domestic violence
37% of European women victims of domestic violence spoke about the violence they experienced at work, mainly with colleagues and friends rather than with managers, human resources or trade union representatives
24% of victims have taken time off work because of domestic violence
2 out of 10 employees are confronted with domestic violence
1 in 3 women have been physically or sexually abused in their lifetime, mostly by a spouse or ex-spouse
The state of domestic violence in the workplace
Domestic violence
Resources
Companies
Good practices
Contact
The network
Every employer has been, is or will be in contact with a woman who is a victim of violence. Companies are appropriate places to address this issue because women employees spend 1/3 of their time at work where they have less contact with the perpetrator. Although domestic violence is often seen as a private matter, employers have legal obligations towards their employees. In 2019, the International Labour Organisation (ILO), for the first time, included articles on domestic violence in Convention 190 on the Elimination of Violence and Harassment in the Workplace.
Domestic violence is a buisiness issue
Domestic violence
Resources
Companies
Good practices
Contact
The network
"...domestic violence can affect employment, productivity, health and safety...governments, employers' and workers' organizations and labour market institutions can assist in other measures to recognize, respond to and remedy the effects of domestic violence." ILO
Domestic violence
Resources
Companies
Good practices
Contact
The network
Implementation of HR Processes
Raising awareness
Communication
Support for employee victims
Collaborate with stakeholders
Deploy actions with a common voice
InFormation sur le réeau
Why communicate in the workplace?
Communication tools
Practical measures to be implemented
Communication
Good practices
Resources
Companies
Contact
Domestic violence
The network
In 2021 and 2022, on the International Day for the Elimination of Violence against Women, Clariane participated in the international Orange Day action carried out by the UN Women France Committee. Each employee wore an orange mask, the official colour of the campaign, which signifies a better future without violence. The aim of the action was to raise awareness among employees, residents and their families about the issue of violence against women and to create a discussion about the many issues surrounding this problem.
Communicating domestic violence in the workplace is probably the most important step in involving companies. Businesses have a unique role to play in helping their employees who are victims of violence, and to do this, it is necessary that all staff are made aware of it.
Communication
Good practices
Resources
Companies
Contact
Domestic violence
The network
BNP Paribas has created an intranet page dedicated to domestic violence, available in French and English and open to everyone in all countries. This page brings together all the resources, mechanisms and key contacts on the subject of violence. It also highlights anonymous testimonies from female employees who have been victims, illustrating the role that the company has played alongside them.
Internal communication allows the company's commitment to the fight against domestic violence to be affirmed. It also helps to reduce the stigmatisation of victims and the taboo surrounding violence against women, as well as contributing to the creation of a caring environment in which employees feel they can be heard.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Practical measures
- Organisation of events around the International Day for the Elimination of Violence against Women (25 November) and the International Women's Rights Day (8 March);
- Communication on the signing of the OneInThreeWomen commitment charter;
- Display of information posters on domestic violence with the numbers of internal help lines and specialised associations in strategic places (toilets, break areas, open space, etc.);
- Distribution of booklets for employees; Promotion of the OneInThreeWomen podcast to raise awareness of the role of companies in the fight against violence;
- Promotion of the OneInThreeWomen podcast to raise awareness of the role of companies in the fight against violence.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Often, colleagues and company representatives think that domestic violence is a private matter that cannot be dealt with in the workplace. However, as the 2019 study shows, domestic violence is not confined to the private sphere and employers can help employees. Communicating on the subject helps company employees to understand that companies play a key role in the lives of employees facing violence. By relaying information on violence against women and the mechanisms that exist, businesses facilitate the steps taken by employees confronted with domestic violence.
Why raise awareness among employees?
Tools
Train key people
Awareness Raising
Good practices
Resources
Companies
Contact
Domestic violence
The network
Raising awareness
The study conducted by the OneInThreeWomen network in 2019 found that every colleague and employer will one day meet someone who is a victim of violence. Therefore, raising awareness among all employees within the company is a keyway to combat domestic violence and provides the resources to deal with a colleague who is a victim of violence.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Awareness-raising sessions should include information on what violence is, the effects and consequences for the victim, including outside the workplace. When employees are informed about the subject, they feel more confident to talk about it. Thus, awareness raising helps to remove taboos on the issue. The OneInThreeWomen network has an e-learning programme on domestic violence that includes modules on:
- Domestic violence, the mechanisms of the aggressor and the effects on the victim;
- Domestic violence and its impact on the workplace;
- Helping, guiding and accompanying people confronted with domestic violence.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Members of the OneinThreeWomen network benefit from an intranet version of the e-learning programme which can be followed individually or in groups. This version is available in: English, French, Spanish, Italian, German, Portuguese and Dutch.
To avoid multiplying awareness-raising or training sessions, which can already be quite numerous, the issue of violence can be addressed in more comprehensive training sessions on sexual harassment, on gender equality or during meetings on quality of life at work. The network assists companies in developing an awareness-raising plan for all employees, as staff awareness plays a key role in preparing them to deal with these issues and can be an effective way of helping those experiencing violence.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Sanofi joined the network at the end of 2022. Within weeks, the company had already enrolled members of its HR team in training sessions co-facilitated by FACE and FNSF. As a result, it has helped employees understand why it’s primordial to take action against domestic violence in the workplace and equipped them with the skills to help a colleague who has been a victim of violence.
Training with a specialised association
Certain staff members will have more contact with victims of violence. These key people in the company – human resources, staff representatives, social workers, etc. - can then follow training courses provided by specialised associations in order to be able to react well to people facing violence. Training can also be provided to all employees. The role of these people is to:
- Receive the word of the victims;
- Refer to specialised structures;
- Inform about the internal measures available to victims;
- Inform victims of their rights.
Good practices
Resources
Companies
Contact
Domestic violence
The network
At the signature of the charter against domestic violence, La Poste invited the Fondation Agir Contre l'Exclusion, coordinator of the OneInThreeWomen network, to run an awareness-raising session on domestic violence. This session was aimed at the group's 20,000 managers and 5,000 HR staff. The awareness session was recorded in video format and is now available to all employees.
In order to guarantee the effectiveness of the application of a policy of prevention of violence in the company, the company can designate these persons as referents whose role is to be specialised internal advisors. Internal counsellors should be trained to react to an employee who is a victim of violence. Similarly, it’s important that they are trained to better understand the problem of the cycle of violence.
Good practices
Resources
Companies
Contact
Domestic violence
The network
These training sessions can provide answers to internal counsellors and enable them to help the victim to find solutions both outside the company and within the company. OneInThreeWomen works in collaboration with the Fédération Nationale Solidarité Femmes (FNSF) in order to train employees of member companies. The training sessions have been co-constructed by the FNSF and the Kering Foundation, and are designed for specific business themes (HR, social workers and nurses, diversity and equality).
Point of attention: companies should not take charge of people confronted with domestic violence - they cannot replace specialised associations - the company's role is to direct the victim towards existing services and to listen.
Why to put in place HR processes
Financial support
What can be achieved?
Implementation of HR processes
Good practices
Resources
Companies
Contact
Domestic violence
The network
Implementing HR processes
Implementing human resources practices is an essential step in formalising and standardising support for employees experiencing domestic violence. Each person facing domestic violence has different needs, but there are HR processes that companies can put in place to facilitate the victim's efforts. These processes are essential for enabling victims to maintain stable employment.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Achievable measures
Each company is able to adapt its processes according to the needs of their employees. For example, Air France has developed a 'no fly' system which allows a veto not to fly with a specific person and can therefore be useful in the context of domestic violence, for the cases where the victim and the abuser work together.
- Flexibility in work organisation
- Geographical mobility
- Protection against dismissal
- Financial support
Good practices
Resources
Companies
Contact
Domestic violence
The network
Never force a victim to do something they do not want to do, or to take steps without their consent. It is necessary to respect a victim's choices and pace, even if you do not understand them.
Employers have a responsibility to their employees to ensure safe working conditions. Certain measures can be put in place to ensure the safety of the victim in the workplace. Simple measures that can be taken include:
- Prevent reception and prohibit the perpetrator from entering the workplace;
- Allow the victim to adjust her working hours;
- Change the work email address and phone number;
- Avoid direct contact with customers or the public;
- Allow the victim to work at another site when the company can offer this possibility;
- Post emergency numbers on the premises;
- Change workplace access codes and numbers regularly.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Companies can also grant special leave of absence days to help victims. These days can be granted by the social or HR services, and allow victims to file a complaint, go to court, make an appointment with a psychologist or a specialised association. An employee may wish, or be obliged, to move out of their area. Where companies are able to do so, they may offer the victim the opportunity to work at another location. Such requests must respect the safety of the victim by ensuring the confidentiality of the request.
Orange has integrated the issue of domestic violence into its July 2019 global agreement and its national company agreements on professional equality between women and men, and provides for support for its employees, both women and men, who are victims of such violence. In France, Orange SA, in its latest professional equality agreement of December 2021, offers its employees who are victims of domestic violence up to five days' paid leave of absence, which can be split up, to carry out their procedures, and provides them with a dedicated information brochure.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Financial assistance
Attention should be paid to ensure that wages and any financial assistance are paid into the victim's personal account and not into the joint account.
Financial assistance can be useful for employees who are victims of violence and are about to separate or have separated from the abuser. Financial independence is a key factor in enabling victims to maintain the separation and for this purpose it’s possible to support them in the workplace. Depending on the situation of the victim, whether she is about to separate or has just left the abusive household, additional funds can be offered for housing, but also for legal advice or help from a therapist. Companies can help their employees by providing financial support (repayable and non-repayable) to help alleviate financial difficulties arising from the situation, for example:
- Payment of specific financial assistance;
- A payday advance on salary or 13th month payment.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Protection against dismissal
The SNCF has set up a financial aid policy which is managed by the social service. This service allows employees to access financial aid in less than 24 hours.
In addition to financial support, it is important for a victim of violence to be able to secure her economic independence in the long term. Protection against dismissal is a practice that can be included in agreements in order to protect the job of an employee who is facing domestic violence. For this reason, it is also important that employers are made aware of domestic violence and its impact on the workplace, so that they are aware of the consequences and can protect victims from dismissal.
How to support victims?
Practical tools
Access to housing
Support for victims
Good practices
Resources
Companies
Contact
Domestic violence
The network
Support for victims
Companies must recognise their place in supporting victims. The support they provide can never replace the support provided by specialised associations. It is essential that companies refer victims to these services.
People facing violence need different kinds of support depending on their personal situation. The personnel department or employees specifically responsible for these issues should be able to explain to employees who are victims of violence what their rights are, and to direct them to structures that can help them (i.e. specialised associations, specialised legal services, specialised trade union sections, etc.). It is crucial that the company and staff are aware of and can explain what the company can offer and what is available externally to help a victim. It is important that those appointed as domestic violence focal points have a general understanding of the laws and protection available in their country in order to inform the employee of their rights.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Carrefour has set up a toll-free number for employees. This helpline is open 24 hours a day, 7 days a week and offers employees the possibility to speak to a psychologist or a social worker whenever they wish.
It is important that those appointed as domestic violence focal points have a general understanding of the laws and protection available in their country in order to inform the employee of their rights. It is also advisable that these focal points are able to provide victims with information on local specialist associations or legal centres that can help them with their case. Companies can provide information on lawyers or law firms specialising in domestic violence. Some companies provide special social assistance for legal costs.
Good practices
Resources
Companies
Contact
Domestic violence
The network
EPNAK has set up a network of volunteer employees to hear from employee victims and to provide guidance. This network, trained in domestic violence, assists victims in their social and medical procedures and directs them to specialised associations.
Counselling is an essential support for victims. Many members of the network have set up a telephone hotline for employees run by external psychologists. This counselling by professional psychologists also provides support for private problems. This service is then to be disseminated to colleagues who are informed about the victim's situation.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Access to housing
The Oui Care Action Fund helps women victims of violence by providing them with emergency support (rehousing and payment of various expenses such as lawyers' fees or psychotherapy) financed by all the group's brands, which pay 5.1% of their profits to the Fund. In addition, the Fund acts as a sponsor of associations specialising in the fight against violence against women and the promotion of equality between women and men. In 2023, the Fund's ambition is to provide longer-term support to victims by helping them to heal from the insidious impacts of violence.
Re-housing is a central concern for victims of domestic violence. In France, in 2020, 77% of incoming calls to 3919 number (the national reference number for victims of violence) raised the issue of housing during the interview. Some businesses have been able to set up schemes that try to meet the needs of victims:
- Working in partnership with specialised organisations (Action Logement, Malakoff Humanis, etc.);
- Prioritising victims' requests for their rental properties;
- Paying for hotel nights.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Practical tools
The Agence Française de Développement (AFD) offers its employees the opportunity to install the “Mémo de vie” application. This application allows victims of violence to save testimonies, official documents and access key resources. Since the perpetrators of violence often control the victims' personal phones and computers, making this application known to its employees can allow them to save these documents in a more secure manner.
Setting up a digital safe: Employees facing domestic violence often need to store important documents (identity papers, residence permits, social security cards, pay slips, bank documents, etc.) away from the aggressor. A digital safe allows employees to store their documents safely. Evidence of violence (photos, videos, medical certificates, complaint receipts, testimonies, etc.) can also be saved in the digital safe. This tool can be indispensable to facilitate administrative procedures. Communication of mobile applications: Today, many mobile applications exist to allow victims to save official documents (for filing a complaint for example), or to report violence and get help.
Why collaborate?
What types of partnerships?
Collaboration with stakeholders
Good practices
Resources
Companies
Contact
Domestic violence
The network
Working with stakeholders
Superga Beauty, a beauty supplier, has set up a professional reintegration project for women victims of domestic violence. This programme, which has been in place since 2017, has enabled a dozen women to find permanent contracts.
Companies cannot respond to violence against women alone. In addition to their internal actions, they can develop partnerships with specialised associations and public bodies that work to fight violence. These organisations can be very helpful in providing expertise, knowledge and resources. Collaboration between different stakeholders can help to address the needs of a victim in the workplace. It is primordial to include trade unions in company actions to fight against domestic violence. Training and awareness-raising should also be directed at union members to ensure that they are well informed about gender equality and violence.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Types of partnerships
The L'Oréal Paris brand of the L'Oréal Group launched the Stand Up Against Street Harassment programme on 8 March 2020, in partnership with the NGO Right To Be. The programme offers training workshops where people learn simple but decisive gestures that allow them to intervene safely when they are victims or witnesses of street harassment.
Businesses wishing to deploy and develop their actions in the fight against domestic violence outside the company can develop specific partnerships with specialised organisations. Coordination and collaboration between organisations enable the skills of each stakeholder to be capitalised on.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Since 2008, the Kering Foundation has been fighting against violence against women. To maximise its impact, it works hand in hand with local associations that offer comprehensive and adapted support to women victims of violence. The Foundation also works to change behaviour and mentalities by engaging young people, particularly boys, to promote gender equality. It co-founded, with Equimundo, the Global Boyhood Initiative, to provide boys (4 to 13 years old) - and the adults in their lives - with educational tools to help them become men who embrace a healthy and gender-equal masculinity.
Campaigns
Collective actions of the network
Advocacy
Implementing actions with a common voice
Good practices
Resources
Companies
Contact
Domestic violence
The network
Collective actions of the network
The members of the network work collectively to implement their actions and use a collective voice to put forward the fight against domestic violence. The strength of the network lies in its ability to work collectively towards a common goal: improving support for employees who are victims of violence. Together, the businesses have developed a variety of tools for the general public, decision-makers and other companies.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Campaigns
In 2020, during the first lockdown, the network launched the campaign "Violence is not a dead end", together with Publicis, a network member. The campaign aimed to raise awareness of the 3919 number (the French national reference number for victims of violence) and to strengthen the resources of the Fédération Nationale Solidarité Femmes through an appeal for donations.
Good practices
Resources
Companies
Contact
Domestic violence
The network
In line with the commitments made by OneInThreeWomen at the Generation Equality Forum on 25 November 2022, the network launched its "Under Your Eyes" campaign with the support of Publicis, a member company of the network. The first wave of the campaign made it possible to raise awareness among companies of the weak signals of violence that may be present among employees. The second part of the campaign launched a Call To Action, and thus mobilised businesses on the subject, by highlighting the tools made available by the OneInThreeWomen network.
Good practices
Resources
Companies
Contact
Domestic violence
The network
Here you can find the summary note (FR).
Advocacy
The reflections of the "Housing" working group have made it possible to highlight - to the general public and to political and legal actors - the difficulties of obtaining permanent housing for victims of domestic violence. Following this observation, the members developed four possible solutions to overcome these difficulties.
Resources
Companies
Good practices
Contact
Domestic violence
The network
Violentometer
Join the network
Podcasts
E-learning (web)
Awareness Kit
OneInThreeWomen Survey
Resources
Companies
Good practices
Contact
Domestic violence
The network
Join the network
Violence against women is one of the most widespread human rights violations in the world. Worldwide, one in three women has been, is or will be a victim of domestic or sexual violence in her lifetime. Employers have a role to play in the fight against this phenomenon, a major social scourge of our time. Without ever taking the place of associations specialising in domestic violence, the company can provide support to women facing domestic violence.
Resources
Companies
Good practices
Contact
Domestic violence
The network
Today, the OneInThreeWomen network continues its commitment. At the UN Women's Generation Equality Forum, the companies of the network committed themselves to mobilise more companies on the issue so that all organisations can take action to fight against domestic violence. By joining the first European network of companies engaged in this fight, companies commit to:
- Implement internal policies and/or mechanisms to combat violence against women;
- Be part of a network of companies committed to the fight against domestic violence;
- Enable employees to speak out and promote a supportive environment for employees who are victims of violence.
Resources
Companies
Good practices
Contact
Domestic violence
The network
The members of the network benefit from:
- Individual support in the implementation of their action plan;
- Training provided by the FNSF and the Fondation Agir Contre l'Exclusion;
- Enhancement of the company's image in all the network's communications;
- Working meetings with all the member companies of the network;
- An annual event to promote and mobilise;
- The provision of OneInThreeWomen tools: the commitment charter, the e-learning (internet and intranet format), the awareness-raising kit including posters and an awareness-raising guide.
Resources
Companies
Good practices
Contact
Domestic violence
The network
For more information on the OneInThreeWomen network, contact us :
Project Manager violence against womenO.Cadart@fondationface.org
Oldine Cadart
Carrefour
BNP Paribas
L'Oréal
Clariane
Kering Foundation
Fondation Agir Contre l'Exlusion
Resources
Companies
Good practices
Contact
Domestic violence
The network
Orange
Epnak
Publicis France
SNCF
Resources
Companies
Good practices
Contact
Domestic violence
The network
CNES
La Poste
Sanofi
Air France
Superga Beauty
Resources
Companies
Good practices
Contact
Domestic violence
The network