Refer
to specialist support
Maggie has disclosed her experiences, so her colleague has an opportunity to refer her to appropriate services, if this is what Maggie wants. These may include internal resources such as an Employee Assistance Program or Human Resources, who can help Maggie explore available options within company policies, such as flexible working or time off for medical or legal appointments, as well as relevant local laws. Referring Maggie to external specialist support may also be appropriate, for example to legal or healthcare professionals. The most important thing is to ensure that this is done with Maggie’s informed consent, prioritizing her choices, and independence. Her colleague is also not an expert and should not provide legal, medical, or psychological advice.
If Maggie does not wish to pursue further support after disclosing her experience, it is crucial for her colleague to respect her decision while maintaining an empathetic and supportive response, unless there are immediate concerns about serious harm or threat to life that require escalation. Her colleague can continue to convey important messages: that Maggie matters, she believes Maggie, the sexual assault is not Maggie’s fault, and she wants to help.
Find Support Here
The NO MORE Global Directory is a first-of-its-kind, comprehensive international directory of domestic and sexual violence helplines, specialist support services, and resources for men, women and those who identify as non-binary in over 200 countries in the world.
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Sarah & Andrew’s Story
Duration: 3:12
Sarah and Andrew share their journey, some of the ways that employers can support employees, and offer a message of hope.