Understanding DARVO: Recognize and Respond in the Workplace
What is DARVO? Learn what DARVO means (Deny, Attack, and Reverse Victim & Offender) and where we see it used in abusive workplace dynamics.
Whether dealing with bullying or harassment, our insights will help you recognize these harmful behaviors and counter them effectively.
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About DARVO In The Workplace
DARVO stands for Deny, Attack, and Reverse Victim and Offender, a manipulative tactic often used to deflect accountability. While DARVO is commonly discussed in personal relationships, it also thrives in corporate culture, especially in toxic workplaces or power-imbalanced environments.
First introduced by American psychologist and scholar Jennifer Freyd, while DARVO is most commonly discussed in the context of gender-based abuse, it occurs across a range of workplace power dynamics. In the business world, DARVO might show up during conflict resolution, HR investigations, or performance reviews. A manager might deny wrong doing, attack the person raising concerns, and reverse the roles, claiming they are the real victim of unfair criticism. This tactic is designed to confuse, discredit, and silence you.
In this resource hub, we’ll teach you how to recognize when someone is using DARVO against you, whether it's a colleague, superior, or even an entire organization. More importantly, we’ll show you how to stand up for yourself with clarity, calm, and confidence , without getting pulled into the drama.
Whether you're navigating office politics, reporting misconduct, particularly sexism and sexual harassment, or protecting your professional boundaries, understanding DARVO is a powerful step toward a healthier, more honest workplace.
Frequently Asked Questions: Recognizing DARVO in the Workplace
Learn how to identify and navigate DARVO dynamics to support a healthier, more accountable workplace.
Indicators include a colleague or manager denying concerns, reacting strongly to feedback, reframing situations so that you are responsible and they appear unfairly targeted. Being able to recognize DARVO tactics means you are prepared.
While defensiveness is natural, DARVO is a consistent pattern of denying, attacking, and reversing victim-offender roles to avoid accountability. Someone can be defensive, without blaming you.
Not always. It can be an unconscious response in high-pressure situations, though its impact on others is still significant.
Yes. During sensitive discussions, or reporting grievances, participants may unintentionally deflect accountability. Awareness helps foster constructive dialogue.
Stay calm, stick to facts not personalities, and involve neutral third parties if needed to maintain a professional, solutions-focused approach.
Yes. It often surfaces when feedback or even minor concerns are raised, shifting focus away from the original issue through defensive reactions.
It can indicate a need for stronger communication practices and a focus on psychological and psychosocial safety across teams and leadership.
Recurring patterns of discouraging feedback or reframing concerns as attacks can point to systemic issues needing cultural change. It's important that leaders maintain high levels of psychosocial safety to be compliant with ISO 45003 requirements.
Keep factual records like meeting notes, emails, and timelines to support clarity and constructive follow-up discussions.
Yes. Training on accountability, conflict resolution, and psychological safety equips teams to recognize and avoid DARVO dynamics.
Ready to Talk About DARVO and Workplace Culture?
Book a free 30-minute introductory session with Dorothy Dalton, a globally recognized Gender Balance and Inclusive Workplace Champion.
Who Will You Be Talking To?
Meet Dorothy Dalton
Dorothy Dalton is a globally recognized Gender Balance and Inclusive Workplace Champion with decades of experience helping individuals and organizations navigate challenging workplace dynamics.
She specializes in supporting people dealing with toxic cultures, bullying, and manipulative behaviors such DARVO, offering practical strategies to restore clarity, boost confidence, and maintain professional boundaries.
Certified in Cognitive Behavioral Coaching, Trauma-Informed Coaching, and an ISO 45003 Psychosocial Safety Practitioner, Dorothy blends deep HR expertise with a compassionate, solution-focused approach.
Because they trust us
Workshops to Recognize and Respond to DARVO
Join our expert-led sessions to better understand DARVO and build a more accountable, psychologically safe workplace.
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eGazine
Explore insights on DARVO, toxic workplace dynamics, and building healthier organizational cultures.
