 Y Gweithraeth i Gwlydd Y Ynysglu Cysmu, bydd yn cael gwahaniaeth amser o ddesgwyrs ymrwyaf yw'r fforddol i gweithio'r meldyddol wych yn swyddfaen nai oherwydd y gefnogi a dda wedi cyfw mejorau a gweithio'r gweithwyr ymwai. Felly, mae'n gweithio'n gweithio'n bwysig gyda'r gweithwyr i gymryd ddyn ni'n gonydd i chi i ddechrau a ddweud i gincrydd i gweithwyr ond i gydag i cael gweld i gweithwyr drwy'n gweithwyr. One of the things that we found is that when somebody is in a violent situation, they'll take time off work, they'll call in sick, it'll be difficult to go back to work, quite quickly they might fall out of the workplace altogether. So from an employer's point of view, this helps people, women in particular, to keep on working when they're in a difficult situation at home. There are all kinds of measures that employers can take. The very main starting point really is to show that you've got an understanding of your role as an employer. At a recent launch, one woman came forward and said she'd been in despair and didn't know what to do and she was able to get help straight away. Another council that we've talked to in South Wales has indicated that 11 women came forward last year and have had support to keep on working and perhaps to address the situation they're in. There's all kinds of things that employers can do, they can provide time for women perhaps to see a solicitor, they can provide a safe parking space, they can help a woman change her mobile phone number. Once you've got your workplace policy in place, and that in itself is very important because it sends out a clear message to the workforce. All of the workforce actually, not those that might just want to use it, that you're an employer that is interested, you're sympathetic, you understand the importance of tackling this problem. So you get your workplace policy in place, then of course it has to be publicised, then people need to be trained. We think it's also very important that there's some kind of monitoring so you know whether your workplace policy is having the desired effect. Sometimes there's a feeling that this is quite embarrassing, quite confidential, no records should be kept and of course you don't need to keep detailed information about specific employees but knowing whether your workplace policy has been used, knowing which bits have been most useful is really important in order to develop for the future. One of the things that you need to think about is what's going to happen when somebody steps forward and says they need some help and so it is important to make sure that people are briefed up, they know what services are available, they know what kind of things can be provided to offer support. I would say that probably one of the most important things is breaking the taboo, being willing to speak about this topic, making people feel as though there is some understanding, they're not being judged, they're not being criticised and that practical help is available. So it's all about training awareness and actually I think it's really important that leaders speak out. It's very helpful to let managers know what kind of signs that they should be looking out for and these might include the obvious, they might include distress, they might include physical injuries but I think there are other things to think about as well if people seem to be coming into work when they're really quite poorly, you're wondering why they're not at home, that might ring some alarm bells, people staying late, coming in early, obviously not wanting to be at home but there are all kinds of signs. The Equality and Human Rights Commission has produced a lot of guidance to help public service employers launch workplace policies. I think the best starting point is with this little film, it's just a three minute film and it can be shown in all kinds of circumstances. My one key message to Welsh public service leaders is don't underestimate the scale of this problem. You've got a role to play, get a policy, implement the policy and that really is the beginning rather than the end. There's lots more you can do, train, raise awareness, talk and I'm confident and this is what has been shown already in the organisations that have got workplace policies is that people can be helped and you may even find that lives are saved in your organisation.