How intimate partner violence shows up in the workplace

Learn more about the Master of Arts in Conflict Analysis and Management at Royal Roads University. 

Content note: This article discusses intimate partner violence and may be difficult for some readers. 

When Asia McLean and her team partnered on a national project to offer free training on impacts of domestic violence for workplaces, she anticipated lots of interest from organizations. 

“It turns out it was a tough sell,” said McLean, a 2026 graduate of the Master of Arts in Conflict Analysis and Management program at Royal Roads University. Some employers are reluctant to address the issue, says McLean, who focused her RRU Capstone Project on how employers can be more responsive to survivors. 

Impacts of intimate partner violence reach beyond the home 

“There is this idea that the impacts of domestic violence are confined to the home, but we know that's not the case.”  

With a background in criminology and restorative justice, McLean says she’s hoping her master's degree will grow her career as an educator and facilitator. Currently, she works with the BC Society of Transition Houses, training staff in transition houses across BC.  

To date, McLean has co-led Domestic Violence and Your Workplace training at five workplaces including Royal Roads University, thanks to a grant from Women and Gender Equality Canada.  

“We tell businesses and organizations that whether or not you have a policy, you end up dealing with this because approximately 44% of women and 36% of men identify as having experienced intimate partner violence at some point in their life.”  

The cost to employers

Survivors of domestic violence often have reduced confidence and productivity during the work day, or may have to take time off work to deal with the impacts, she explains. Abusers may also sabotage their attempts to maintain or access employment, or stalk or harass them while at work.  

A 2009 study estimates the economic burden of spousal violence in Canada exceeds $7 billion. So, what can employers do to support survivors of a form of violence that predominantly takes place in private?  

“Believe them”  

“It sounds obvious, but the number one thing is to believe them,” says McLean. “There are so many myths out there about intimate partner violence and it's really common for survivors to be met with skepticism.”  

Workplace policies should also include security protocols, as well as flexibility around time off and remote work. Businesses generally have policies on violence and harassment, but they rarely include language around domestic violence, says McLean. Employers need to be explicit that this is a form of violence they will not tolerate, and that supports are available.  

Intimate partner violence is really common, says Asia. “The burden is tremendous, and it’s worth talking about as a society.”  

Learn more about the Master of Arts in Conflict Analysis and Management.  

Asia McLean crossed the stage as part of Royal Roads University’s 2026 Spring Convocation ceremonies.