EmpowerWise

09/10/2026

Could your staff recognise coercive control if it was happening to a colleague, customer or service user?

Would they know what to say if someone disclosed that they were frightened of their partner, being monitored, isolated or controlled?

Too often, people mean well but feel unsure. A disclosure can be minimised, misunderstood or met with questions that unintentionally increase shame.

EmpowerWise delivers practical, practitioner led domestic abuse training that helps teams understand coercive control, recognise warning signs, respond safely and signpost with confidence.

This is not tick box training. It gives your people the confidence to handle real conversations with care, knowledge and professionalism.

If you want a workplace where people feel safer to speak and better supported when they do, let’s talk.

Message us to discuss training for your organisation.

08/10/2026

Coercive control is rarely one obvious incident. It is often a gradual pattern of behaviour that chips away at a person’s confidence, freedom and sense of self.

Over time, an abusive partner may create a world where the other person feels watched, isolated, frightened and unable to make even simple decisions without fear of consequences.

Four common tactics are:

• Violence
Physical or sexual violence may be used occasionally, but the fear and memory of it can keep someone feeling unable to challenge or leave.

• Intimidation
Threats, monitoring, humiliation, stalking, damaging belongings, or threats towards children or pets can leave someone constantly on edge.

• Isolation
An abusive partner may gradually distance someone from friends, family, colleagues and support services, making them feel increasingly alone.

• Control
This can include controlling what someone wears, eats, spends, who they speak to, when they sleep, how they look after the home, or where they go.

Coercive control is about power. It is not care, concern or love.
Recognising the signs helps us respond with compassion, understanding and safe support.

07/10/2026

This is a repeated message from us at EmpowerWise, because it matters.

“Why do they not just leave?”

It is a question people often ask about domestic abuse, but the reality is rarely simple.

Someone may be frightened of what will happen if they try to leave. They may be financially dependent, isolated from friends and family, worried about their children, pets, housing or immigration status. They may still love the person they are afraid of. They may have been told for so long that the abuse is their fault that they no longer trust their own judgement.

Leaving can also be the point at which risk increases.

Instead of asking why someone has stayed, we need to ask: what has happened that has made leaving feel unsafe or impossible?

Understanding this helps us replace judgement with compassion.

06/10/2026

The reports emerging from Cornell University in America are deeply upsetting.

A woman has alleged that she was drugged and r***d by several fraternity members in 2024. Her case has brought renewed attention to how often sexual violence is minimised, doubted or treated as something for a survivor to prove beyond all reasonable doubt before they are offered care and respect.

No one should have to face public scrutiny, threats or blame after reporting sexual violence.

Universities, workplaces and communities all have a responsibility to create cultures where consent is understood, people challenge harmful behaviour, disclosures are taken seriously, and survivors are treated with compassion.

This is not about taking away due process. It is about ensuring that safety, dignity and accountability matter too.

05/10/2026

A huge thank you to The National Lottery Community Fund/ Cronfa Gymunedol y Loteri Genedlaethol for believing in EmpowerWise and trusting us to teach people about domesic abuse.

Since receiving funding in April, we have worked with around 300 people across Newport and Torfaen teaching them about domestic abuse, its complexities, and the many ways it can affect individuals, families and communities.

We are incredibly proud that these conversations are reaching more people. Every workshop helps build understanding, confidence and the ability to respond with compassion when it matters.

Thank you to everyone who has joined a session, shared their experiences, asked thoughtful questions and helped make this work possible. We are so grateful for the opportunity to keep spreading awareness across our communities.

03/10/2026

Most people do not wake up hoping to deal with a disclosure at work.

But if someone does tell you that they are being sexually harassed, they will remember how you responded.

⁉ Did you listen?
⁉ Did you take them seriously?
⁉ Did you avoid minimising it?
⁉ Did you know what to do next?

That is why training matters. Not because we want to make workplaces heavy or complicated, but because people deserve to feel safe, respected and believed.

Join our Sexual Harassment in the Workplace training on 7th October online at 09:30 - 12:30.

Book here:

https://buy.stripe.com/28EeVc43ef414kA2Vcew805

02/10/2026

Sexual harassment is not just an HR issue.

It is a leadership issue. A culture issue. A safeguarding issue. And from 30 October, it is an even clearer legal responsibility for employers.

People need to understand what sexual harassment can look like, where the boundaries are and what to do if they see it, experience it or receive a disclosure.

Managers need to feel confident too. The first response can shape whether someone feels supported or stays silent.

Our Sexual Harassment in the Workplace training takes a practical, honest look at recognising concerns, responding safely, supporting staff and putting prevention into practice.

Join us online, on 7th October 09:30 - 12:30. DM for joining details.

01/10/2026

01/10/2026

A quick question for employers.

If a member of your team was sexually harassed by a customer, client, contractor or visitor, would they know exactly what to do?

Would their manager know how to respond?

Would your organisation be able to show what it has done to prevent it?

From 30th October, employers will be expected to take all reasonable steps to prevent sexual harassment, including harassment from third parties.

This is not about panic. It is about being prepared.

Clear boundaries, confident managers, proper reporting routes and practical training all matter.

Book onto our Sexual Harassment in the Workplace Training on 7th October 09:30 - 12:30

https://buy.stripe.com/28EeVc43ef414kA2Vcew805

30/09/2026

A workplace can have a sexual harassment policy, but that does not automatically mean people feel safe enough to use it.

People will often test the water first. They might mention a comment that made them uncomfortable. They may laugh it off. They may say, “It is probably nothing.”

That is where we need to pay attention.

A good response is not about interrogating someone or needing all the answers. It is about listening properly, taking them seriously and helping them understand what support is available.

Policies matter. Training matters. But culture is what tells someone whether it feels safe to speak.