Domestic violence may only occur at home, but the effects follow its victims into the workplace. Impacts may appear in the form of an employee’s anxiety or psychological distress, interfering with their ability to function or work; absenteeism; impaired concentration; lack of motivation; and reduced productivity. Victims may even receive threats of violence from their perpetrators while at work, further sabotaging their performance. It may also ultimately affect a victim’s career progress. According to a UN Women report, the effects of gender-based violence and its tangible employment-related costs make it a workplace issue that cannot be ignored. The report suggests that a proactive and comprehensive strategy focused on assisting victims would facilitate employee safety and reduce any cost to employers.

BPMSD has set the right tone through its initiative, which aims to remove potential barriers that make it difficult for staff to seek support. Going forward, more safeguards and preventative measures need to be put in place by the ADB Management to ensure employee's continued well-being and productive employment.

Coworkers may notice a colleague in distress, or victims might want to disclose their situation to a supervisor or coworker. The first step toward supporting victims is to create a safe and nonjudgmental environment where victims feel they can confidentially disclose their circumstances to approachable and trusted resources within the organization and, in turn, help them manage their situation sensitively. Employers may not have any legal obligation to address domestic violence that occurs outside the workplace. However, effects do spill over. Therefore, it would be in the best interest of any organization to remain alert to their ethical obligation toward their employee’s safety needs.

The costs of domestic violence, including lost productivity, may be calculable in monetary terms for organizations, but one cannot measure the psychological cost to victims and their families or friends in dollar terms.

The Office of the Ombudsperson would encourage the ADB Management to keep the momentum going, embrace recommendations by BPMSD, and work toward developing an institutional policy to address the workplace effects of domestic violence.

Furthermore, we would encourage senior management to continue viewing domestic violence from an ethical perspective, endorse related programs, and remain willing to allocate resources to initiatives that support victims and their perpetrators (where needed).

As such, senior management should provide moral support and legitimacy to victims by openly acknowledging that domestic violence, in all its forms, is unacceptable and contrary to the values of ADB.