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Imagine if your workplace had the potential to transform lives—beyond profit margins and productivity metrics. A domestic and family violence (DFV) policy isn’t just a checkbox on a compliance list; it’s a reflection of an organisation’s genuine commitment to its people. It’s not some dreary HR document gathering dust on a shelf. It’s a signal—an indicator of who you are as an organisation. And that is worth far more than the functional utility of any policy.

The real value of a DFV policy

Think of a DFV policy as a brand’s version of behavioural economics in action. We know that people aren’t perfectly rational—they make decisions based on perceptions, feelings, and the environment around them. Now, apply that logic internally: a DFV policy signals to employees that their employer values more than just their output; it values them.

This shift from transactional to emotional investment can have extraordinary effects on morale, loyalty, and even performance.

But here’s where the magic happens: it’s not just the affected individuals who benefit. The policy creates a halo effect. When employees feel safe, supported, and valued, it radiates through the organisation. They know they work for a company that cares, and that simple realisation transforms how they engage with the business, how they speak about it, and, yes, even how they innovate within it. It’s behavioural economics at its finest—making something feel more valuable creates actual value.

Key ingredients: more than just the basics

While traditional DFV policies cover the essentials—confidentiality, leave provisions, and reporting mechanisms—a truly effective one must go beyond. Here’s where the behavioural insights kick in:

  • Signal commitment: It’s not enough to have a policy. You must demonstrate, in meaningful ways, that it’s there for more than window dressing. Leadership buy-in and regular communication signal that this is a company-wide value, not a compliance exercise.
  • Break the silence: Domestic violence thrives on silence. Use behavioural nudges to make conversations about DFV less taboo. Create regular touchpoints like workshops and casual Q&As. The goal? Turn an intimidating subject into one employees feel they can actually talk about.
  • Perpetrator accountability: Here’s a touchy subject, but ignoring it doesn’t make it go away. A good policy doesn’t just protect victims; it creates avenues for those perpetrating violence to seek help or face consequences. Taking a stand here speaks volumes about organisational ethics.
  • Cultural fit: A cookie-cutter approach won’t work. Just as brands tailor their messaging to different audiences, your DFV policy should align with your unique company culture. It should speak the same language, using tone and terms that resonate with your people.

The subtle, often overlooked benefits

Here’s a counterintuitive thought: not every benefit is measurable in a spreadsheet.

The power of a good DFV policy extends beyond the obvious “improved productivity” and “reduced absenteeism”. It lies in the little things—employees feeling more at ease in the office, staff retention climbing because people like working in a company that has their back, and those invaluable whispers of positive reinforcement that ripple across the team.

It’s the kind of thing shareholders might roll their eyes at, but they’d be fools to. Why? Because every brilliant idea, every innovation, and every productive decision rests on employees feeling safe, secure, and supported. And, much like a finely-tuned brand, that sense of security is built through consistent, subtle signalling, not one-off gestures.

ITLawCo: your partner in creating a policy that resonates

At ITLawCo, we know that the perfect DFV policy doesn’t just meet legal requirements—it shapes company culture, builds loyalty, and makes your people feel genuinely valued. It’s not about ticking boxes. It’s about adding value—the kind of intangible, priceless value that can transform your business from the inside out.

We’ll work with you to develop a DFV policy that isn’t just legally compliant but culturally resonant. We leverage insights from behavioural economics, taking cues from the best thinkers in the field to craft policies that make sense in both hearts and minds.

Because at ITLawCo, we understand that the real ROI of a DFV policy is more than the sum of its parts—it’s the emotional engagement, trust, and loyalty you build along the way. Let us help you get it right by contacting us today.