Flexible working, gender equality and preventing VAW
Flexible working plays an important role in advancing gender equality and in preventing violence against women. Women are more likely to experience unequal caring responsibilities, insecure work and financial dependency, all of which can increase vulnerability to abuse and limit choices. Access to flexible working can support women’s participation, progression and economic independence at work, which are key protective factors against violence and exploitation. For victim-survivors, flexible working can also provide practical support, enabling attendance at appointments, engagement with support services and the ability to manage safety needs without risking employment. By embedding flexible working as a normal, supported and non-stigmatised option, the organisation contributes to gender equality and creates safer, more inclusive working environments.
NHS Lothian is committed to flexible working as an important enabler of equality, inclusion and wellbeing. As part of Equally Safe at Work, we are reinforcing the following messages:
- Our organisational commitment to flexible working as a way of supporting equality, diversity and inclusion, rather than it being viewed solely as an operational arrangement.
- The business and economic benefits of flexible working, including improved staff wellbeing, retention and productivity.
- The link between flexible working, gender equality and the prevention of violence against women and girls.
- How flexible working can support victim-survivors of domestic abuse or gender-based violence, for example by enabling safety planning, access to support services or court appointments.
- How employees can request temporary or permanent changes to their contract to support their circumstances.
- The complaints and escalation process if flexible working requests are not handled appropriately.
Flexible working and related policies
Within NHS Scotland’s suite of policies there is scope for managers to consider a range of work-related adjustments for victim-survivors of gender-based violence. The relevant policies and associated guides to consider are:
Some examples of special leave or flexible working that can be considered are below:
- periods of reasonable absence in line with locally developed special leave policies (such as time off to visit solicitors, to attend counselling or to attend court etc.)
- job security for staff attempting to flee an abusive situation and/or where possible give favourable consideration to any request for a change of workplace/work arrangements
- adjustment to work patterns or workload for a temporary period to make it more manageable
- at times when the employee needs to be absent from work, mutually agree a safe, confidential method of communication and consider any safety implications that may arise when working from home
Other possible adjustments
- security of information held such as temporary or new addresses, bank or healthcare details
- with consent, advise colleagues of the situation on a need to know basis and agree the response should the perpetrator/alleged perpetrator contact the workplace
- requests for an advance of pay
- use of an assumed name at work
- change telephone numbers, divert phone calls and e-mails
- alert reception and security staff where the alleged abuser is known to come to the workplace, ensure the employee does not work alone or in an isolated area
- implement particular security arrangements that may have to be put in place to ensure the safety of the employee, colleagues or patients
- record any threatening or violent incidents by the perpetrator in the workplace, including visits, abusive/ persistent phone calls, e-mails and other forms of harassment which can be used by the police or the employee at a future date if they wish to seek a court order.
This list is not exhaustive and there may be other measures that managers can tailor to the individual circumstances of the employee.
