Fixing the Broken Ladder: How UK Workplaces Can Combat Gender-Based Violence and Misogyny

Every week in the UK, two women lose their lives at the hands of someone they once trusted. This stark reality isn’t just a statistic—it’s a call to action for every organisation nationwide.

Understanding the Intersectionality of Gender-Based Violence

Gender-based violence doesn’t occur in isolation. It intersects with discrimination based on race, ethnicity, sexual orientation, disability, and socio-economic status. Marginalised women often face heightened risks:

• Black and Women of Colour (BWoC): Experience higher rates of domestic abuse and encounter additional barriers when seeking support. We must acknowledge and address these disparities to ensure safety and justice for all women.
• LGBTQ+ Women: According to Stonewall, 24% of trans people in the UK have faced domestic abuse from a partner. It’s imperative to create inclusive support systems that recognise and cater to the unique challenges faced by LGBTQ+ individuals.
• Women with Disabilities: SafeLives reports they are nearly twice as likely to experience domestic abuse compared to non-disabled women. Providing accessible resources and support is crucial for this vulnerable group.

The Crime Survey for England and Wales estimates that 1.6 million women aged 16 to 74 experienced domestic abuse in the year ending March 2022. These numbers highlight a pressing issue that affects us all.

Misogyny in the Workplace

The workplace should be a safe haven, yet misogyny often permeates professional environments:

• Sexual Harassment: Over 52% of women have experienced sexual harassment at work, according to the Trades Union Congress (TUC). No one should endure harassment as part of their job.
• Gender Pay Gap: As of 2022, the UK’s gender pay gap for full-time employees stands at 8.3%, widening for part-time workers and women over 40. Equal pay for equal work is a fundamental right that must be upheld.
• Leadership Representation: Women hold only 35% of senior leadership positions in the UK’s top companies, with even lower percentages for women of colour. Organisations are missing out on diverse perspectives and talents due to these disparities.

These statistics reveal a culture that undervalues women, particularly those from marginalised communities. However, change is within our reach.

Positive Steps Organisations Can Take

Workplaces are uniquely positioned to lead the transformation towards equality. Here’s how UK organisations can make a tangible impact:

1. Implement Inclusive Policies and Training. Develop Comprehensive Anti-Discrimination Policies: Clearly outline protections against discrimination based on gender, race, ethnicity, sexual orientation, and disability. Ensure these policies are actively enforced and communicated throughout the organisation. Conduct Regular Training: Implement sessions on unconscious bias, cultural competency, and harassment prevention to foster a respectful workplace culture. Education can be a catalyst for lasting change.
2. Promote Diversity and Inclusion Diversify Recruitment Efforts: Actively seek candidates from underrepresented groups to build a more inclusive workforce. Broadening the talent pool enriches the organisation with varied perspectives and experiences. Ensure Equal Opportunities: Establish fair promotion and development pathways for all employees, enabling everyone to progress based on merit. This helps to dismantle invisible barriers caused by unconscious biases.
3. Establish Safe Reporting Mechanisms Create Confidential Reporting Channels: Provide secure ways for employees to report harassment or discrimination without fear of retaliation. A safe reporting environment encourages individuals to speak up. Conduct Independent Investigations: Use third-party organisations to handle complaints objectively and transparently. This builds trust in organisational processes.
4. Support Affected Employees Offer Employee Assistance Programmes: Provide counselling and support services for those experiencing violence or discrimination. Supporting employees’ well-being contributes to a healthier workplace. Adopt Flexible Policies: Accommodate employees facing personal challenges with options like flexible working hours or remote work. Flexibility can help retain valuable talent during difficult times.
5. Engage with the Community Partner with Charities: Collaborate with organisations like Women’s Aid or Refuge to support victims of domestic abuse. Extending support beyond the workplace amplifies the impact. Invest in Social Initiatives: Contribute to programmes that address gender-based violence and promote equality. Corporate social responsibility can drive societal change.
6. Address Intersectionality Tailor Support Mechanisms: Recognise that different groups have specific needs and adjust support accordingly. Personalised approaches enhance effectiveness. Establish Employee Networks: Create forums for BWoC, LGBTQ+ individuals, and employees with disabilities to share experiences and influence policy. Empowering voices fosters an inclusive culture. Implement Mentorship Programmes: Pair employees with mentors who can guide them through challenges unique to their identities. Mentorship bridges gaps and promotes growth.

Empowering a Cultural Shift

Everyone has a role to play in fostering a more equitable workplace:

• Educate and Empower: Stay informed about issues affecting marginalised groups and share this knowledge within your organisation. Awareness is the first step toward change.
• Speak Out: Challenge discriminatory remarks or practices when you encounter them. Your voice can be a powerful catalyst for progress.
• Support Colleagues: Be an ally to those who may face intersectional challenges, offering support and understanding. Collective effort strengthens the community.

A Call to Action

The fight against gender-based violence and misogyny is multifaceted, but every step counts. By embracing diversity, promoting inclusion, and taking decisive action within our workplaces, we can initiate meaningful change.

Let’s break the cycle. Let’s fix the broken ladder.

Together, we have the power to create safer, more equitable workplaces—and, by extension, a safer society for all women and girls. Change begins with each of us, and the time to act is now.

Join the Movement

• Review Your Policies: Assess your organisation’s current policies on discrimination and harassment. Ensure they are effective tools for change.
• Start a Conversation: Host a workshop or meeting to discuss these issues openly. Open dialogue encourages understanding and collaboration.
• Make a Pledge: Commit to specific actions your organisation will take to combat gender-based violence and misogyny. Set measurable goals and hold yourselves accountable.

By taking these steps, you’re not just improving your workplace—you’re contributing to a brighter, more equitable future for everyone.

Change isn’t just possible—it’s imperative. And it starts with you.

About the Author

Roz Etwaria is a dynamic DE&I Strategist and Transformational Leadership Coach passionate about creating inclusive and equitable workplaces. She empowers HR professionals, CEOs, and team members to unlock the full potential of diverse teams while driving personal growth. Through her insightful guidance and practical strategies, Roz helps leaders navigate complex challenges and foster cultures rooted in equity, compassion, and high performance.

As a sought-after speaker and consultant, Roz shares her expertise on diversity, inclusion, belonging, trauma-informed practices, and leadership development. She has partnered with organisations of all sizes to build thriving workplaces that celebrate diversity and drive business success.