Introduction: Why Stories Matter
Facts and figures tell part of the story — but it’s the human stories that shift hearts and minds.
At Capyble, we see it all the time. When leaders hear the voice of someone who has lived through gender-based violence (GBV), they suddenly see the issue differently. It’s no longer an abstract compliance box — it’s a person, a colleague, a team member.
In this blog, we’re sharing stories (de-identified to protect privacy) from workplaces that have faced GBV and taken action — including examples from organisations like CommBank that are setting a new standard for how to respond. These stories show what happens when workplaces move beyond policy and step into genuine care and accountability.
CommBank’s Example: Setting a Standard
CommBank was one of the first major Australian employers to introduce a comprehensive domestic and family violence support program. Their initiative includes:
- Paid leave for employees experiencing family or domestic violence
- Emergency financial assistance grants
- Access to specialist counsellors trained in family violence
- Flexible work arrangements and security planning
This was a game-changer. It normalised the idea that workplaces have a role to play in keeping employees safe. It told staff: “You don’t have to go through this alone.”
And it had ripple effects — other large employers followed suit, raising the baseline of what “good practice” looks like across the corporate sector.
Here are some fictional examples of ways we have seen action on treating family violence as a WHS impact employees:
Story 1: The Employee Who Stayed
One employee (we’ll call her Amara) shared that she had been on the brink of leaving her job because of coercive control at home. She feared that disclosing her situation would result in gossip or job loss.
After CommBank rolled out their program, she saw an internal communication that explicitly stated: “Your safety matters. We will support you.”
Amara disclosed to her manager, received paid leave to attend court proceedings, and worked with security to adjust her office access. She later said:
“Having my workplace stand behind me made all the difference. I was able to leave safely and keep my job — and that gave me hope for the future.”
Story 2: The Manager Who Listened
At a Capyble client site, a warehouse supervisor noticed that a usually cheerful team member had become withdrawn and distracted. Instead of brushing it off, she quietly checked in:
“I’ve noticed you haven’t seemed yourself lately. Is everything okay?”
That simple question opened the door. The employee disclosed that her partner had been threatening her and she feared he might show up at work.
With HR’s support, they developed a safety plan:
- Adjusted shifts so she left work at a safer time
- Alerted security staff to monitor the car park
- Provided paid leave to attend counselling sessions
Months later, the employee shared that this support helped her stay in the workforce and get to a safer place in her personal life.
Story 3: The Bystander Who Spoke Up
A male employee in a tech company witnessed a senior colleague making repeated sexually suggestive comments to a junior staff member at Friday drinks. In the past, he might have stayed silent — but thanks to recent bystander training, he knew what to do.
He interrupted the conversation, checked in with the junior staff member afterwards, and reported the behaviour through the company’s confidential channel.
The result? The behaviour stopped, the staff member felt supported, and leadership was able to address the situation before it escalated.
Lessons from the Field
Across all these stories, we see common themes:
- Trust is built before disclosure. Public commitments, policies, and visible leadership buy-in make employees feel safe enough to come forward.
- Managers are often first responders. Their ability to listen with empathy and act appropriately is crucial.
- Support must be practical. Safety planning, paid leave, and flexible work arrangements are not “perks” — they are lifelines.
- Culture change needs everyone. Bystander empowerment is key to stopping harmful behaviour early.
Intersectionality: Not All Experiences Are the Same
We also need to acknowledge that GBV does not affect all employees in the same way.
- Migrant women may face visa threats or language barriers.
- LGBTQ+ employees may fear outing themselves when reporting abuse.
- Employees with disability may be dependent on carers who are perpetrators, making disclosure more complex.
Workplace policies must be designed with these diverse experiences in mind. Consultation with employee resource groups and inclusion specialists can make policies more effective and accessible.
Founder Reflection: Why This Work Is Personal
When I founded Capyble, it was because I had seen first-hand what happens when workplaces look the other way. Early in my career, I watched a colleague endure months of harassment without support. She eventually resigned — quietly, without making a complaint.
That moment stayed with me. I remember thinking: We had the power to do something. Why didn’t we?
Capyble was born out of the belief that workplaces can — and must — be part of the solution. We exist to give leaders the tools, confidence, and courage to act before harm becomes tragedy.
How to Gather Stories Safely in Your Organisation
Listening to your employees’ experiences can be powerful, but it must be done with care.
Best Practices for Safe Story Collection
- Create Psychological Safety: Set clear ground rules and confidentiality protections.
- Offer Support Services: Make EAP or external counselling available before and after sessions.
- Use Skilled Facilitators: Bring in trauma-informed professionals to guide the process.
- Focus on Learning: Ask what would have made the experience safer or easier, rather than probing for traumatic details.
- Close the Loop: Share back what you heard and what actions you will take — so employees know their input led to change.
Practical Next Steps for Leaders
If you’re inspired by these stories and want to take action, here’s where to start:
- Communicate Commitment: Make a public statement about your organisation’s stance on GBV and support for staff.
- Review Your Policies: Ensure you offer paid leave, safety planning, and clear reporting pathways.
- Train Your Leaders: Equip managers to respond with empathy and take appropriate action.
- Engage Employee Voices: Run a listening session or survey to understand what your workforce needs most.
The Emotional Impact — and the Hope
It’s not easy to hear these stories. They can be confronting and painful. But they are also full of resilience, courage, and hope.
When workplaces act, they become part of the solution — not just for one employee, but for everyone who sees that their organisation is willing to protect and support its people.
Conclusion: Culture Shifts When We Listen
Stories remind us that GBV is not just a statistic or a compliance requirement — it is a lived experience. And culture changes when we stop, listen, and respond.
The challenge to every leader is this: Will your workplace be a place where people feel safe to speak up, where harm is addressed, and where healing is possible?
Organisations like CommBank have shown that it can be done. Your organisation can, too. And when you do, you don’t just meet your obligations — you create a workplace where people can thrive.
