You have recently created a leaflet about domestic violence based on your own dissertation can you tell me more about this?

Yes, the aim was to interpret academic research into something accessible and practical for ExtraCare’s locations. One of the challenges with domestic violence research is that the findings often remain within academic spaces, so I wanted to create a resource that survivors, support workers, and community organisations could actually use. The leaflet summarises the key themes from my dissertation in a simple and culturally sensitive way. The overall goal was to create a resource that empowers men and women with knowledge, validates their experiences, and encourages help-seeking without undermining the cultural or religious identities that are important to them.

How did this project come about?

I had training on domestic violence during my induction, which inspired me to create a leaflet to raise awareness among staff across our locations. I wanted to make sure colleagues had clear and simple information about domestic violence and knew how to respond or offer support. I also included facts and insights from my dissertation, including aspects of gender inequality, for anyone interested, to provide a deeper understanding of domestic violence. The leaflet provided useful resources to help staff feel more confident in supporting those affected. I felt it was important to share this knowledge so that everyone in the charity could contribute to a safer and more supportive environment. By doing this, I was also promoting ExtraCare’s value of making better lives for older people, ensuring they are supported in a safe and caring environment.

Your dissertation helped shine a light on issues with domestic violence particularly in a cultural sense what drew you to this area of study and what did you find out?

My interest in researching domestic violence, particularly within cultural and religious contexts, emerged from noticing a persistent gap between how domestic abuse is discussed in public policy and how it is actually experienced by women within their communities. I was struck by the ways cultural norms, patriarchal traditions, and religious interpretations often shape women’s understanding of abuse, silence their experiences, or normalise harmful behaviours. What drew me in was the realisation that domestic violence is not just an individual or private issue, it is deeply embedded within social structures, cultural expectations, and gendered power dynamics. I wanted to understand how these broader forces influence women’s vulnerability to abuse, their willingness or ability to seek help, and the way communities respond or fail to respond to their experiences. I learnt that in many communities, religious teachings and cultural expectations surrounding marriage, obedience, and gender roles shape women’s perceptions of what behaviour is acceptable. Some women feel pressured to tolerate abuse to preserve family honour, maintain community ties, or conform to expectations of being a “good” wife or mother. I also found that these cultural pressures often contribute to women staying silent, while patriarchal beliefs within families and institutions can minimise or excuse abusive behaviour, making it harder for women to access support or justice.

Do you have an interest in equity, diversity and inclusion and why do you think it’s important to make sure every voice is heard in the workplace?

Yes, I have a strong interest in equity, diversity and inclusion. I believe EDI is important because everyone should feel valued, respected, and able to contribute, no matter their background or experiences. When every voice is heard, people feel more confident and included, and it creates a healthier and more supportive workplace. It also helps us understand different perspectives, which leads to better ideas, better decisions, and a stronger team overall.

Have you had any history in EDI projects prior to this piece of work?

I have not previously taken part in a formal EDI project however my dissertation focused on domestic violence within the Southeast Asian community. This involved exploring how cultural and systemic factors create barriers for a marginalised group. Through this research, I gained experience in understanding inequality, cultural diversity, and the importance of inclusive support, all of which align closely with EDI principles. I was therefore keen to contribute to an EDI initiative within ExtraCare, and I felt this project would be a great place to build on that experience and deepen my involvement in EDI work.

How have you found your first months at ExtraCare and your role so far?

My first few months at ExtraCare have been really positive, and everyone has been so welcoming and supportive. When I first joined HR as an apprentice, I didn’t know very much, but I’ve already learned a lot in the space of a few months. I’m really enjoying my role because I get to do practical, hands-on tasks that help me understand my apprenticeship work better. Overall, it’s been a great start, and I feel I’m growing in confidence and skills every day.

I’ve felt able to bring my authentic self to work. I’m surrounded by supportive, kind, and respectful colleagues, which makes it easy for me to be myself and feel comfortable in the workplace. Everyone’s positivity helps me feel included, and it gives me the confidence to relax and be who I am.