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Risk Mitigation Series: DARVO Tactics In the Workplace, Series 5.

By Rachel DePalma | Certified Advocate 

DARVO Tactics In the Workplace.

This article is to provide more insight into abusive work place behaviors and patterns that may trigger a trauma response from victims and survivors of domestic violence and abuse as discussed in our previously published article "Is It Insubordination or a Trauma Response from Domestic Violence"? 

DARVO stands for Deny, Attack, and Reverse Victim and Offender. It is a manipulative tactic used by individuals, often in response to being confronted about their harmful behavior, to evade responsibility and turn the tables on the accuser. This tactic is commonly seen in various settings, including the workplace. 

Here's how DARVO tactics can manifest in a workplace context:

Deny: The first step of DARVO is denial. The person accused of misconduct or inappropriate behavior may completely deny any wrongdoing or attempt to downplay their actions. They might claim that the allegations are baseless, exaggerated, or simply untrue.

Example: A coworker is accused of spreading false rumors about a colleague. When confronted by HR or the affected colleague, they deny having said anything negative about the person and may even blame others for misunderstanding their words.

Attack: When denial alone doesn't work, the individual may resort to attacking the accuser. They might shift the focus from their own actions to the character or credibility of the person making the complaint. The accused person may try to discredit the accuser or find ways to undermine their reputation.

Example: An employee reports a coworker for making inappropriate comments. The accused coworker responds by accusing the reporting employee of having a personal vendetta against them and tries to paint them as untrustworthy or dishonest.

Reverse Victim and Offender: This step involves flipping the roles, making the accuser the one responsible for the situation or wrongdoing. The accused person may portray themselves as the real victim in the situation, claiming they are being unfairly targeted or persecuted.

Example: An employee confronts their manager about unfair treatment and favoritism. Instead of acknowledging their actions, the manager accuses the employee of being a troublemaker and causing disruptions in the workplace.

DARVO tactics can be emotionally and psychologically manipulative, and they can create a hostile work environment. They are used to deflect responsibility, protect one's image, and maintain control over a situation. It is essential for workplaces to be aware of such tactics and take appropriate measures to address them.

If you encounter DARVO tactics in your workplace, it's important to document incidents, involve HR or higher management, and seek support from colleagues or employee assistance programs. Addressing manipulative behavior and fostering a transparent and respectful work environment are crucial for the well-being of all employees.

No Peace No Quiet, Inc., can work with your organization's CSR program team to support victims and survivors of domestic violence and abuse with an educational awareness program.  Please contact us for a customized quote for these services.  All funds earned from this service go to support No Peace No Quiet, Inc.'s, business operations. For more about our CSR program, go to our services page under CORPORATE SOCIAL RESPONSIBILITY (CSR) PROGRAMS.  

No Peace No Quiet, Inc. Supports The Workplace Psychological Safety Act.
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