New research commissioned by
Despite the increase in domestic abuse, only 16% of those surveyed said their workplace had a policy to support survivors. The new findings reaffirmed the urgent need for employers to implement domestic violence and abuse policies that reflect changing post-pandemic hybrid working patterns, including the increasing role of the workplace as a 'safe space' for those experiencing abuse.
Opinium surveyed more than 4,700 workers across nine countries in September 2021[1], building on earlier research for Vodafone in 2020. The research found that:
· One in three workers (32%) have experienced domestic abuse during the last twelve months.
· More than half (56%) who have experienced domestic abuse in the last year said the COVID-19 pandemic had increased the frequency of their abuse.
· A third (33%) who have experienced domestic abuse in the last year said their workplace has provided access to a safe space to work, despite many workplaces having to fully or partially close.
· Almost all (94%) workers said it has had an impact on their work performance, with a third (32%) stating it had also seriously affected their career progression.
· Only 16% said their workplace had a dedicated policy supporting survivors of domestic abuse.
Reflecting the research, Vodafone has updated its Domestic Violence and Abuse toolkit - available at https://www.vodafone.com/about-vodafone/who-we-are/people-and-culture/domestic-violence. It includes new guidance on supporting survivors in different working patterns including office, hybrid or remote working.
The Opinium research also found that children also experience a range of negative impacts from knowing about domestic abuse. Half (49%) of workers who have experienced abuse in their working life stage and who have children say their dependent children were aware about the abuse that they faced at the time, with three in ten (29%) saying their dependent child witnessed the abuse.
This had a negative impact on the child, with half saying their child was upset (54%) or scared (53%) by the abuse. Two fifths (40%) said their child felt anxious as a result, while 44% said their child wanted to be with them more. The negative impacts extended to their children's education, with a quarter (24%) saying that their child started having problems at school, and 12% saying their child missed days off school as a result.
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Vodafone's Domestic Violence & Abuse Policy
In 2019, Vodafone commissioned research from
As a result of work absences related to abuse, in the nine countries covered by the
To coincide with these findings, in 2019 Vodafone launched the first global Domestic Violence and Abuse policy, setting out a comprehensive range of workplace supports, security and other measures for employees at risk of, experiencing, and recovering from, domestic violence and abuse.
Vodafone's Policy gave those experiencing domestic abuse 10 days paid safe leave and supported them with counselling, flexible working and assistance in the event of financial abuse. Vodafone also took steps to improve their safety in the workplace, including remote and hybrid working, the opportunity to change work locations and protection against cyber-harassment and stalking at work.
Further research conducted by Vodafone in 2020 on the impact of the Policy showed it is making a difference to Vodafone employees experiencing domestic violence and abuse, with the most frequent support being referrals to counsellors, specialist support and paid safe leave.
Vodafone's training has had a powerful effect on many line managers, with some going on to support survivors in their teams and others playing a wider advocacy role in the community and in supporting friends and family members who are experiencing domestic violence and abuse.
The Bright Sky app builds on more than a decade's work by
Vodafone's global programmes to increase diversity and inclusion
Diversity and inclusion are integral to Vodafone's purpose, reinforcing the company's ambition to be a company whose global workforce reflects the customers it serves and the broader societies within which it operates.
Vodafone's goal for women to hold 40% of management and leadership roles by 2030 is already reflected at Board level, demonstrating Vodafone's senior commitment towards this ambition. Globally, women currently hold over 32% of Vodafone's management and leadership roles.
To meet Vodafone's ambition to be recognised as the world's best employer for women by 2025, Vodafone has developed and introduced a series of pioneering global programmes. These include progressive flexible working policies, maternity and parental leave that supports families to share caring responsibilities in the home, ReConnect to attract talented women back to the workplace and a Domestic Violence and Abuse policy.
In
Vodafone launched the ReConnect programme in 2017 to attract talented women who have left the workplace for several years - often to raise a family - who want to return to work but are struggling to make the professional connections needed or refresh the skills required.
In 2019, Vodafone supported families with a new global parental leave policy offering 16 weeks fully paid leave to all employees, giving every parent the opportunity to have more time with children new to their family. Vodafone employees can phase their return from parental leave by working the equivalent of a 30-hour week at full pay for a further six months. Vodafone's parental leave is available to all non-birthing parents, regardless of their gender, sexual orientation or length of service.
In 2021, Vodafone made a global commitment to ensure employees are supported during the menopause, part of the company's broader strategy of supporting all employees through every life stage to create a culture of inclusion. Vodafone's global commitment introduced a balance of support and assistance, training and awareness, including a training and awareness programme for all employees.
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NOTES FOR EDITORS
[1] Opinium survey of 4,762 workers in the
[2]
For further information:
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About Vodafone
Vodafone is a leading telecommunications company in
Vodafone is the largest mobile and fixed network operator in
We support diversity and inclusion through our maternity and parental leave policies, empowering women through connectivity and improving access to education and digital skills for women, girls, and society at large. We are respectful of all individuals, irrespective of race, ethnicity, disability, age, sexual orientation, gender identity, belief, culture or religion.
Vodafone is also taking significant steps to reduce our impact on our planet by becoming net zero by 2040, purchasing 100% of our electricity from renewable sources in
For more information, please visit www.vodafone.com, follow us on Twitter at @VodafoneGroup or connect with us on LinkedIn at www.linkedin.com/company/vodafone.
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