Why is there a designated awareness week?
This designated awareness week focussing on sexual abuse and sexual violence was created to bring together the work of existing organisations and charities in the sector into one big campaign and conversation so that these subjects gain broader coverage and informative discussion is promoted.
The campaign’s official website says, “For countless years many organisations working in the sector of sexual abuse and violence were investing time, resources and funding into developing brilliant campaigns that – we felt – were not getting far and wide enough to reach enough of the public. The campaigns we have seen have been so powerful and informative and they needed to be elevated.
There are many voices that often go unheard or with little recognition. This week is an opportunity for anyone that wants to use their voice to join a conversation with thousands of others. Together we can amplify the voices that should be heard, we can spotlight support services and we can engage those outside of our sector, in the discussion”.
What do the statistics tell us about sexual abuse and sexual violence?
The Office For National Statistics (ONS) provides a range of data on this subject for the year ending June 2022 including:
- Police recorded sexual offences have risen by 21% compared with the pre-coronavirus pandemic year ending March 2020
- 196,889 sexual offences were recorded in the year ending June 2022
- 7% of adults aged 16 to 59 years had experienced sexual assault (including attempted offences) in the last year
These statistics are frankly appalling and point to worrying wider trends in society, with a number of recent high profile cases relating to sexual abuse and violence against women in particular highlighting this issue.
What can employers do to help?
Work can often be seen as a refuge for victims of sexual abuse and violence as it provides a safe environment that brings routine and stability to their life. As an employer it is important to try and look out for signs that your employees may be a victim of sexual abuse and violence, although these signs may not always be obvious. An unexplained bruise, black eye or other physical sign will stand out. An employee who is unusually tearful or nervy, who isolates themselves from colleagues without reason, who is suddenly frequently absent despite having a previously exemplary attendance record, who demonstrates a sudden change in personality and or who has low self-esteem when they are normally confident and bubbly could all be indicators that something is wrong.
If you have a concern about a member of your team then provide them with an opportunity to have a confidential conversation. It might be nothing, it might be something. What’s important is that you are showing that you care and that you are offering support. As an employer you are not expected to have all the answers or to counsel an employee who is a victim of sexual abuse or violence. If an employee does make a disclosure to you then provide support, information and signposting to relevant services and consider involving the police if the employee wishes to.
If you, or someone you know, is worried about or is a victim of sexual abuse and violence then information and details of support services can be found at Sexual abuse support – Support for victims-survivors of sexual abuse.
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