RSA has introduced a new company policy that will support employees who may be suffering as victims of domestic abuse.
The insurer will provide paid leave for employees that need to take time off to deal with issues relating to domestic abuse. According to RSA, it recognises that the workplace can be a haven for employees affected by domestic violence and has launched this policy to create a safer working environment for all employees.
The move seeks to raise awareness in the workplace of domestic abuse as well as increase the visibility of training and guidance resources for employees and leaders supporting domestic abuse survivors.
This builds on RSA’s introduction of domestic abuse guidance last year and has been developed with support and resources from the Employers Initiative on Domestic Abuse (EIDA), of which RSA is a member.
To ensure that the entire organisation adopts the new policy, RSA is holding leaders’ awareness training sessions and has set up a network of domestic abuse champions. It also partnered with charity Women’s Aid to provide training to RSA’s domestic abuse champions to help them support the business in signposting guidance and resources to individuals experiencing domestic abuse.
“At RSA we are committed to protecting the health, safety, and wellbeing of all our employees,” said Gemma Jackson, head of diversity and inclusion at RSA. “Our new domestic abuse policy strengthens this commitment by sensitively supporting those affected by domestic abuse. The policy won’t stand still and will be adapted when required to ensure it always remains relevant and meets the needs of employees. By caring for victims, educating leaders on the issue of domestic abuse, and signposting support for perpetrators to recognise and seek help for their behaviour. We hope this policy will have a positive impact on the collective lives of our workforce.”
According to RSA, it is committed to continually review its policies to adapt to the evolving needs of its employees. In March, it unveiled a trans-inclusive policy to support both trans-identified and transitioning employees. In August 2021, it announced that it is working towards becoming an accredited menopause-friendly employer.
