A place to be heard.
Women and Resilience is a place for women to speak about abuse, at work and beyond it, and to be believed.
You share at your own pace and in your own words, and you stop whenever you want.
We believe women when they speak. Being heard comes first.
You decide what is kept and what is not, and you can stop whenever you want.
Nothing you tell us leaves this community without your permission.
What we believe
Resilience and becoming, at your own pace.
Women who have been abused at work are usually asked to prove it, quietly, alone, to the same institution that allowed it. Most give up. Many leave their careers. Almost none are ever counted.
Women and Resilience starts from the opposite position. We believe women when they speak. We treat what they lived as evidence, not allegation. And we care as much about who women become afterwards as about what was done to them.
Women speak about what they lived, and we listen, we trust. What they say does not become a report, but shared experiences that build a community.
No woman should have to build a legal case before she is allowed to be upset. Being heard comes first.
Isolation is how workplace abuse survives. Women who find each other stop believing they are the problem.
What is not measured is not managed, and what is not managed keeps happening. Every account adds to the record.
As women, we have to accept the truth and say it out loud: workplace abuse is still happening. And the moment we share what we lived, we begin to imagine — and to design — the better future we can build together.
Founder, Women & Resilience
Your safety, and what happens to what you say
Nothing you tell us leaves this community without your permission.
Women are asked to speak and then punished for having spoken. That is the pattern this community exists to break, so the rules about what happens to your words come before anything else we do.
These commitments apply wherever you are and wherever you work. We do not hold one standard in one country and a weaker one somewhere else.
We do not pass it on
What you share is not sold, traded, published or handed to an employer, a regulator or the press. Not in exchange for funding, and not in exchange for coverage.
Consent is specific
Agreeing to talk to us is not agreeing to be quoted. Agreeing to be quoted is not agreeing to be named. Each step is asked for separately, and you can withdraw.
Aggregated, not identified
Anything used publicly or in advocacy is reported as a pattern across many women. Identifying details are removed before anything leaves us.
We hold the minimum
We ask for what the work needs and nothing more. You are never required to name your employer or your colleagues in order to be heard.
Safety before evidence
If holding a piece of information would put a woman at risk, it does not get held. No data point is worth more than the woman who gave it.
A community with rules
Women are believed here, and spoken to with care. Naming and shaming, pile-ons, and advice dressed up as legal or medical counsel have no place in it.
The podcast
Women narrating their own record.
Long-form conversations, hosted by a survivor, with women who have lived workplace abuse and come out the other side of it. Episodes are organised not by industry but by the shape the abuse took, because that is how women recognise themselves in someone else's story.
Nothing is broadcast without consent, and consent can be withdrawn. Nothing that would identify an employer or a colleague goes to air without legal review. The subject is what it did to their lives, and what they built afterwards.
In development. A French-language edition is planned.
If you are thinking of speaking
You do not need to have decided. This is what happens, in order, and you can stop at any step.
-
A private first conversation
It is not recorded, and it commits you to nothing. Agreeing to talk to us is not agreeing to be on the podcast.
-
You choose how you are known
Your first name, another name, or no name. Your voice can be altered if you ask.
-
You hear it before anyone else
Nothing airs until you have listened to the edited episode and agreed to it. You keep control of what airs.
-
You can change your mind
Nothing is broadcast without consent, and consent can be withdrawn.
You are never asked to name an employer or a colleague. A few lines are enough to begin, and you are welcome to ask a question first.
This opens your email. Use an address and a device that only you can reach.
You may recognise one of these.
Episodes are built around six patterns. Women often find their own experience under a name they had not been given before.
- Gaslighting
- Retaliation
- Mobbing
- Sexual harassment
- Exclusion
- Institutional silencing
The record we are building together
Nothing changes until it is counted.
The global evidence that exists counts how often workplace abuse happens, and in what form. It does not follow what happens to women afterwards. Every woman who shares her experience adds one line to that missing half of the record: what abuse costs in health, in careers, in families and in money.
You share at your own pace and in your own words, and you stop whenever you want. You are never asked to name your employer. You decide what is kept and what is not.
What comes back is aggregated — patterns, not people — and used in three places: the podcast, public awareness work, and advocacy with the organisations, regulators and legislators who set what employers are required to do. Since 2019 there has been an international standard to point at: ILO Convention No. 190, the first global instrument on violence and harassment in the world of work.
What we fight for
Prevention and healing.
Across many countries, workplace harassment policy has been rewritten, trained on and signed off as a compliance element. Women still leave jobs, careers and health behind from trauma. A policy is compliance, it is not prevention nor risk management.
What is missing sits underneath the policy: impact management and measurement, prevention guidance, culturally informed tools, caring behaviours, mutual understanding, mental health support that arrives early, public awareness, and above all usable baseline data to support change, understand impact and required changes.
Prevention starts in listening, understanding, education, leadership, and in the slow work of restoring trust in a workplace after it has been broken. We intend to make workplace abuse a term people use plainly, wherever they work, and to put the evidence in the hands of the people who write the rules.
of people in employment — around 743 million — have experienced at least one form of violence and harassment at work during their working life: physical, psychological or sexual.
International Labour Organization, Lloyd's Register Foundation and Gallup. Experiences of Violence and Harassment at Work: A global first survey. Geneva, 5 December 2022. Drawn from the Lloyd's Register Foundation World Risk Poll 2021, 121 countries and territories.
of women reported sexual violence and harassment at work, against 5.0% of men — by far the widest gap between women and men of any form measured.
ILO, Lloyd's Register Foundation and Gallup, 2022, as above. Young women were twice as likely as young men to report it, and migrant women almost twice as likely as non-migrant women.
of those who had experienced violence and harassment at work had experienced it more than once. It is rarely an incident. It is usually a pattern.
ILO, Lloyd's Register Foundation and Gallup, 2022, as above. For most respondents the most recent incident had taken place within the previous five years.
What we are working towards
Being heard
Women listened to at the point they need it, without having to prove themselves first.
Community
Women connected to other women. Networks of lived experience that carry resilience rather than isolation.
A shared record
Baseline data on the impact of workplace abuse on women's lives, gathered with consent and held safely.
Awareness
Podcast conversations that carry lived experience into public view and make workplace abuse a term people use plainly.
Advocacy
Evidence placed with the organisations and legislators already working for policy change, in any country where women are working.
Culture change
Findings returned to workplaces themselves: prevention, positive leadership and equity, not another compliance module.
Join us
Each link below opens your email. Use an address and a device that only you can reach. A few lines are enough.
If it happened to you
Tell us what happened, in your own words and at your own pace. You decide what is kept, and you can stop whenever you want.
Share your experienceIf you want to speak on the podcast
We are looking for women willing to talk about what they lived and what they built afterwards. You keep control of what airs.
See how it worksIf you want to support the work
Researchers, clinicians, lawyers, union representatives and funders: there is a place for you in this.
Get in touchIf you employ women
Aggregated findings, feedback sessions and prevention work that goes further than the policy you already have.
Work with usIf you need help right now
This site is not a crisis service. If you are in immediate danger, call your local emergency number.
- In an emergency Call the emergency number for the country you are in.
- Free, confidential helplines findahelpline.com lists vetted helplines by country, worldwide.
- To reach us Write to us here. We are not a crisis service and cannot answer immediately.
The Leave this site button stays on screen on every part of this page. It takes you to a weather site and does not leave this page in your browser history. On a keyboard, pressing the Shift key three times does the same. It does not clear anything from before you arrived.