By Leigh-Ann Athanasius
Gender-based violence (GBV) has long been treated as a private issue, something that happens behind closed doors, outside the reach of institutions or employers. However, to one degree or another, GBV affects all businesses. Violence, intimidation, and harassment do not stay neatly confined to the home or community; they follow people into the spaces where they work. Workplaces are impacted through absenteeism, presenteeism, high turnover, and emotional distress, all resulting in reduced productivity. Because employees spend much of their lives at work, employers are uniquely positioned to help prevent GBV and support those affected.
The workplace culture
The culture of a workplace can either reinforce harmful behaviours or challenge them. For employers, the fight against GBV begins with creating a culture where respect is expected, equality is practised, and abuse is not tolerated or swept under the rug. One of the most effective steps an employer can take to create this culture is to establish a clear, uncompromising stance on violence and harassment. A strong policy sets expectations, defines boundaries, and provides the framework for action when something goes wrong. But simply creating the policy is not enough. It must be effectively executed by being communicated consistently, backed by leadership, and understood by everyone. A zero-tolerance approach is only meaningful when it is visible and enforced.
Unfortunately, many people struggle to recognise GBV when it happens in ‘subtle’ or ‘disguised’ forms. Regular training helps employees identify harmful behaviour, understand the consequences, and learn how to intervene or seek help. Awareness campaigns, whether in the form of posters on a noticeboard or webinars hosted by experts, keep the conversation alive and reduce the stigma that often silences survivors.
What can an employer do?
Creating safe and confidential reporting channels is essential. Many people suffer in silence because they fear retaliation, humiliation, or disbelief. Employers should offer multiple, discreet ways to report incidents such as anonymous online forms and/or adequately trained HR professionals that employees can speak to, and trust will ensure that every report is handled with professionalism and sensitivity. This is a crucial step to creating a space of zero tolerance, when employees know that their concerns are going to be taken seriously.
The next step would be providing support for survivors of GBV. Though it is often said that “you should leave your baggage at the door when you get to work” and switch to professional mode, experiencing violence, whether inside or outside the workplace, can disrupt every aspect of a person’s life. Employers can make a significant difference by offering leave for medical or legal needs, flexible working arrangements, or referrals to counselling and support services. Such gestures help survivors maintain their employment and rebuild their confidence in a safe environment.
Safety also means thinking about the physical and logistical conditions of work. Adequate lighting, secure facilities, safe transport for employees who work late, and clear protocols for dealing with harassment from customers or third parties all contribute to a safer environment. These practical measures show that an organisation’s concern for its people extends beyond words.
It is a joint effort
Importantly, employers do not need to take on this challenge alone. Partnering with community organisations, shelters, legal aid clinics, and advocacy groups brings in expertise and resources that strengthen internal efforts. Supporting national campaigns, participating in awareness events, or offering the workplace as a platform for community engagement amplifies impact beyond the office walls.
GBV is rooted in inequality, power imbalance, and cultural norms that devalue certain voices. Transforming these norms requires intentional, long-term effort. Leadership must model respect in everyday interactions, speak out against discrimination, and create opportunities for everyone to grow and lead. Encouraging employees to challenge interactions that make them uncomfortable and refuse to tolerate disrespect, helps build a culture where harmful behaviour is shut down before it can even take root.
Ultimately, the fight against gender-based violence requires more than a checklist of policies. It demands leadership, empathy, and courage. When employers commit to creating spaces of safety and respect, they do more than protect their own staff, they contribute to a broader societal shift. They send a message that violence has no place in our communities, and that every person deserves to live and work free from fear. By taking intentional and compassionate action, employers can help build a future where gender-based violence is not tolerated, not ignored, and no longer a silent burden carried into the office each day.
