Interview with Business Against Domestic Violence Network - BADV

"BADV aims to create workplace support against domestic violence and make violence against women visible"

Esen Özdemir

Project Manager of Business Against Domestic Violence 

Sabancı University Corporate Governance Forum (SU CGFT) Türkiye

Could you briefly tell us about yourself?

I studied Business Administration and Political Science. I took part in different positions in feminist organizations as a professional and volunteer for fifteen years. Amargi Women's Cooperative, Platform for Combating Sexual Violence, Istanbul Feminist Collective, Mor Çatı Women's Shelter Foundation are some of these organizations. In addition, I taught the "Gender in Everyday Life" course at Bilgi University, Department of General Education, between 2017 and 2023. Recent feminist movement history, feminist organization, horizontal organization, gender equality and mainstreaming of equality, gender-based violence, institutionalization of the fight against violence against women, gender-sensitive rights-based monitoring are topics that fall within my area of ​​interest.

My path crossed with Business Against Domestic Violence (BADV) when I was a social worker at the Mor Çatı Women's Shelter Foundation. I attended the first meeting, held while the project was being designed, on behalf of Mor Cati. Afterwards, I crossed paths with BADV at different times as an educator, consultant and editor. I have been coordinating the project since 2023.

How did BADV's story begin?

BADV was founded in 2003 by Prof. Dr. Melsa Ararat and was designed by SU CGF in 2013, hosted by the Sabancı University Faculty of Management Sciences. 

The project's background is based on Independent Women Directors (IWD), another initiative by SU CGF. In the IWD project, it was found that one obstacle to women's participation in management was domestic violence. 

Consequently, the SU CGF team decided to research the dimensions of domestic violence in the business world and the actions taken by companies on this issue.

The 2014 research examines the prevalence of intimate partner violence/domestic violence among white-collar women, employees' perceptions of violence, and support mechanisms in the workplace. Twenty companies, including Sabancı University, participated. The results were striking: 75% of the women reported experiencing at least one form of violence. This figure shocked the business world, challenging the perception that only women with lower education and income levels experience violence. The research showed that most women did not seek help from institutions but from their close circle, primarily family members. Only 15% felt they could share their experiences of violence at work. Nearly all participants (99%) believed that exposure to domestic violence negatively impacts work life and performance. These findings indicate high violence prevalence among white-collar women and significant impacts on work life, yet there are no effective workplace mechanisms to support those affected.

Based on these findings, SU CGF designed the BADV project with two main objectives: to support private sector employees exposed to violence in breaking the cycle and to support their active participation in business life, and to promote a business culture of "zero tolerance for violence" and gender equality. The BADV project guides companies in creating corporate policies on domestic violence and establishing workplace support mechanisms.

The project’s first supporter was the Dutch Consulate. Currently, it continues with the support of UNFPA and the Sabancı Foundation in cooperation with TÜSİAD.

Can you give information about BADV Member Companies and their work?

In 2015, the BADV project team prepared the "Workplace Policy Development and Implementation Guide on Domestic Violence Against Women" to guide companies on creating workplace policies to combat domestic violence. This guide includes basic steps for creating a workplace policy, a sample policy document, and examples of good practices from national and international companies regarding domestic violence/family violence/intimate relationship violence. BADV began the pilot implementation of this Guide with 17 companies in 2016, providing training on gender equality and domestic violence, as well as policy-making training.

Policy-making training within the scope of the BADV project is called "Guide" training, referencing the publication "Guide for the Development and Implementation of Workplace Policies on Domestic Violence Against Women." Other subjects are included under the trainer training program. Since 2016, the content of these trainings has been updated and enriched based on feedback from companies and the diversification of policies and practices on these issues. To become a BADV company, a company must complete the Guide Training and the BADV Trainer Training, which consists of six modules by 2024, and create its policy on domestic violence. BADV Guide training is provided by the BADV project team, and training in the Trainer Training Program is provided by experts in the relevant field.

Since the pilot application with 17 companies in 2016, 113 companies have joined BADV. Fifteen new companies will be added in 2024. Among our 113 companies, some do not yet have a policy document, but we have started a separate study to help them create policy documents as of 2023.

All companies that complete the BADV project cycle become members of the BADV Companies Network. This voluntary platform was established in 2022 to raise a collective voice against domestic violence in the business world, create a space for companies to learn from each other on this issue, and encourage companies to get involved in BADV. Many companies on this platform have good practice examples in combating domestic violence and are leading institutions in the business world in this regard. Some efforts by our member companies to combat domestic violence can be summarized as follows:

To support employees exposed to violence, companies are:

• Creating a special in-company emergency helpline or defining an email address for domestic violence support.

• Providing correct information and directing employees to relevant institutions and organizations.

• Offering legal and psychological support.

• Granting administrative or unpaid leave as needed.

• Providing financial support (which may be in the form of advances or grants).

• Offering companion support.

• Changing the workplace upon request.

• Providing necessary security support.

What benefits do you foresee for companies that support the prevention of domestic violence?

Based on findings from the 2019 BADV impact study, significant benefits include increased employee awareness and loyalty. Between 2016 and 2019, 38 companies participated in the research. Comparing responses from the 2014 and 2019 surveys, the rate of employees who believed "A woman should solve domestic violence herself" dropped from 17% to 2%. This indicates that BADV has raised substantial awareness among employees about domestic violence.

Employees in BADV companies, especially women, are more likely to seek workplace support, notice colleagues experiencing violence, and share their experiences compared to those in non-BADV companies. Additionally, BADV has positively impacted employee loyalty, with employees expressing pride in their companies and viewing their work as personally significant.

Furthermore, 42% of women in BADV companies reported that their company's efforts in gender equality and violence prevention positively influenced their career goals, encouraging them to set higher aspirations. This insight is valuable for talent management policies.

It is evident that exposure to violence affects work life and performance. Company efforts to combat domestic violence enhance employee engagement and effectiveness. Knowing they can seek workplace support helps employees feel less isolated and more courageous in transitioning to a violence-free life. 

These support mechanisms have a multiplier effect, contributing to a non-violent society and positively changing the company ecosystem.

While profit has traditionally been seen as the primary goal, there is now an expectation for companies to contribute to social transformation, establishing an equal, fair, and non-violent world. BADV's efforts in mobilizing the business world against domestic violence help companies meet these new expectations, enhancing their reputation and brand value. Domestic violence remains a significant human rights issue, and the private sector must play a crucial role in addressing it, as domestic violence is indeed a workplace problem!