Decision Reference Number: WPCC4-0048
Lead Officer: Polly Reed
Chief Officer approval: N/A
Date: 05 March 2025
Publication: Information in this form is subject to the Freedom of Information Act 2000 (FOI Act) and other legislation. Unless the information provided is covered by an exemption and stated to be either confidential or partly confidential, the information contained in the form will be published on the OPCC website.
Status: Non-confidential
If partially-confidential or confidential please detail the FOI exemption applied and specify which parts are confidential:
Decision summary:
To approve the OPCC Workplace Domestic Abuse Policy
I confirm that my register of interests declaration is up to date and that none of my interests preclude me from making this decision.
Signature: P.Seccombe
Date: 05/03/2025
Supporting information
1. Background information: why do we need to make this decision?
The Office of the Police and Crime Commissioner for Warwickshire (OPCC) acknowledges that domestic abuse is a significant issue.
- The Crime Survey for England and Wales estimated that 2.1 million people aged 16 years and over (1.4 million women and 751,000 men) experienced domestic abuse in the year ending March 2023.
- Nationally the police recorded 889,918 domestic abuse-related crimes (excluding Devon and Cornwall) in the year ending March 2023.
- There were 51,288 domestic abuse-related prosecutions in England and Wales for the year ending March 2023.
- 1 in 3-4 women and 1 in 6-7 men will suffer domestic abuse in their lifetime.
Domestic abuse can be experienced irrespective of gender, age, sexuality, ethnicity or social background. The human cost is immeasurable. For the victim-survivor it can be devastating and life-affecting. It is often a hidden crime that is not reported to the police, therefore data held by the police can only provide a partial picture of the actual level of domestic abuse experienced.
The OPCC recognises that its employees will be amongst those impacted by domestic abuse, either as a victim or a perpetrator, and that a clear workplace policy and guidelines are required. We condemn domestic abuse as totally unacceptable in any form and are committed to ensuring that any employee who is a victim-survivor can raise the issue at work in the knowledge that they will receive appropriate support and assistance.
One third of a working adult’s life spent in the workplace, employers are in a unique position to create a supportive environment with a positive culture that encourages disclosure of this critical health and wellbeing issue. Importantly, the workplace can often be one of the few places that a person experiencing abuse can be separate from their abuser and experience some independence and feel safe to speak about their experience. It is therefore imperative for the OPCC to have a domestic abuse policy to support staff.
2. What additional documents are relied upon? Please provide a link or separate attachments.
3. What benefits will this bring, including financial, social or environmental benefits?
Guidance and support for all OPCC staff to ensure that all reports of domestic abuse are treated seriously and as a matter of high priority. To ensure that all employees who experiences domestic abuse can raise the issue at work without fear of stigma or victimisation and to ensure that all employees who ask for help in addressing domestic abuse issues can access appropriate advice, support and assistance, confident that their situation will be handled sympathetically.
4. What is the impact of not approving the application?
Lack of guidance, robust support and lack of confidence to OPCC staff.
5. How much will it cost? (please provide cost breakdown, including any identified savings, and include where they have been approved)
None identified.
6. Who has been consulted on this proposal?
The policy has been written to be fully compliant with all relevant legislation and statutory guidance.
7. Will this decision have an impact on any specific individuals or groups or communities?
This policy should support the office’s wish to treat all those who they affect with equality and fairness and respect.
8. Does this decision have legal implications? Has legal advice been sought?
None identified.
Comments from the Chief Finance Officer
There are no financial implications or costs directly associated with this decision, but it will provide for strong governance and professionalism within the OPCC which will help to ensure that value for money and risks are reduced which could result in cost avoidance.
Comments from the Chief Executive and Monitoring Officer
This policy is an essential element of the office of the Police and Crime Commissioner, providing evidence of sound governance processes, and a professional approach towards staff in line with organisational values.
