Understanding gender-based violence from a workplace perspective

Once a year, we enter the campaign of 16 Days of Activism for No Violence against Women and Children.

But for millions of women around the globe and here in South Africa, who live with the shadow of this perpetual nightmare, it is a devastating and ongoing reality.

According to Scott Barnes, counselling psychologist at Universal Healthcare, employers and team leaders can play a vital role in supporting staff who are affected by gender-based violence (GBV).

“Outside of the home, the workplace is where people spend most of their time. This allows work colleagues a particular insight into the behaviour of company employees who, away from their private life, may display certain cues showing they direly need help. It is, therefore, important for employers, team leaders and colleagues to clearly understand GBV,” he said.

Multiple interrelated factors

Barnes said while GBV is defined differently by individual researchers, generally it refers to violence that occurs because of the lack of equity between genders.

This societal issue is widespread and results from a legacy of stereotypical gender norms and prejudices in which men are perceived as dominant and superior.

This has shaped expectations of gender roles and ideas about masculinity and femininity. This feeds back into the lack of equity and perpetuates the problem.

“A multitude of issues can contribute to GBV, and it is how these factors interrelate that sit at the heart of the matter. A few common core issues are worth noting,” he added.

“In some societies, there remains a stigma attached to GBV for the person who has experienced this violence. Some may still consider a woman who has experienced GBV as being the guilty party, assuming she has attracted the violence she has experienced.

“This can have legal implications, as these perceptions may contribute to lower levels of reporting of GBV. It is vital to reinforce that a person who has perpetrated GBV handles their actions, not the person who has experienced this violence.

“Economic factors also need to be considered, as a lack of gender equity in the workplace has led to women being less financially independent and, therefore, more dependent on men and thus more vulnerable to violence.
“We are living in a society where continued economic gender inequality can lead to financial abuse against women, often making them reliant on men, reducing their power.

“We also cannot discount the potential influence of environmental factors such as spending your formative years in a home or neighbourhood characterised by violence, where this is a normalised form of communication.

“The potential impact of growing up without a positive male role model can lead to a poor understanding of a fair male-female relationship. Alcohol and substance abuse have also been linked to an increased risk of GBV,” he explained.

Signs to look out for

Barnes said there are some important signs to look out for, which may indicate that a team member is a victim of GBV, including:

• Visible injuries such as bruises or marks

• Medical problems that seem strange or suspicious

• Higher levels of absenteeism without clear explanation

• Heightened levels of anxiety or fear

• Decreased concentration and focus

• Depression and social withdrawal

• A sudden or irrational change in emotions and responses, such as increased anger

“More broadly, it is important for leaders to be aware of the support that is available and to be tuned in to how your team members are doing. If you see a team member is struggling, approach them from the perspective of caring for their well-being and wanting to ensure they are well supported.

“Engage in a compassionate and supportive conversation with them and use good listening and communication skills to encourage team members to open up about what may bother them.

“Once you have gained their trust and feel they are receptive to what you are saying, be proactive and talk to them about any available support resources your organisation may have at its disposal,” he said.

Working to eradicate toxic masculinity in the workplace

Barnes pointed out that while the phrase ‘toxic masculinity’ is not new, it is often misinterpreted, and that it is a common societal issue, including in the workplace.

He said while it is important for us to talk about the problem of GBV, it is equally important to discuss the solutions to the problem and that a healthy view of masculinity forms part of that picture.

“Toxic masculinity refers to the idea that men are the superior sex. This can cause acts of intimidation and types of abuse, including verbal, physical or financial abuse, or a combination of these behaviours, with the ultimate aim of maintaining the upper hand, so to speak. This is, unfortunately, a fairly deeply entrenched system in society and contributes towards GBV.

“A healthy sense of masculinity is when men view themselves not as superior but as equal to all people and understand that everyone, regardless of gender, deserves the same level of respect and equal rights.

“The bottom line is that healthy masculinity means treating all people with the same level of kindness and acknowledgement that both they and you deserve. This applies to all circumstances in society and for male colleagues and leaders in the workplace, it is important to develop awareness around this,” he concluded.

• Issued by MNA on behalf of Universal Healthcare