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Workplaces Respond to Domestic & Sexual Violence

Workplace Education and Training on Domestic and Sexual Violence

Implementation of strategic responses to domestic and sexual violence is a work-related need with a bottom line impact.

Domestic and sexual violence training can be effective. In a study of a workplace domestic violence prevention program, for example, employees were much more likely to use counseling services after training. And the absenteeism of employees experiencing violence who used counseling was significantly reduced after participating.1 Simple methods that get information to employees can have a longer-term impact on day-to-day goals than workplaces may realize.

Educational methods can be varied, adapting to changing needs. Mainstreaming content into other trainings (e.g., sexual harassment training, health and safety training) or information channels is one efficient alternative. Review the suggestions on content, methods and resources for more ideas.


  1. Urban, B.Y. (2000). Anonymous Foundation Domestic Abuse Prevention Program Evaluation: Final Client Survey Report. Chicago, IL: The University of Illinois at Chicago. Contact byurban@aol.com.

Partner Organizations Futures Without Violence (formerly Family Violence Prevention Fund), Legal Momentum, Pennsylvania Coalition Against Rape and its National Sexual Violence Resource Center, National Sexual Assault Coalition Resource Sharing Project (RSP) of the Iowa Coalition Against Sexual Assault, American Bar Association Commission on Domestic & Sexual Violence, Corporate Alliance to End Partner Violence, Victim Rights Law Center, and Stalking Resource Center: A Program of The National Center for Victims of Crime.

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Funding by US Department of Justice Office on Violence Against Women

This project was supported by Grant No. 2009-TA-AX-K028 awarded by the Office on Violence Against Women, U.S. Department of Justice. The opinions, findings, conclusions, and recommendations expressed on this site or in any materials on this site, are those of the authors and do not necessarily reflect the views of the Department of Justice, Office on Violence Against Women.