SHRM Workplace Impact of Domestic Violence, Sexual Violence and Stalking

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This study examines the workplace impact of domestic violence, sexual violence and stalking. The topics covered include prevalence of these issues in the workplace, policies and training related to domestic and sexual violence and stalking, as well as training needs.

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SHRM Workplace Impact of Domestic Violence, Sexual Violence and Stalking

  1. 1. SHRM Survey Findings: The Workplace Impact ofDomestic and Sexual Violence and Stalking February 1, 2013
  2. 2. Definitions• Workplace Impact: For the purposes of this study, “workplace impact” considers the two main ways domestic and sexual violence and stalking can affect the workplace. First, there is violence or threats of violence that occur in the workplace. For instance, a perpetrator who is not an employee may appear in the workplace and cause an incident, or send threatening or harassing e-mails to an employee. Another example is that of an employee who uses work time and resources to make threatening phone calls, send harassing e-mails or text messages, or engage in violent behavior. Second, violence may occur outside the workplace but have an impact on the workplace. For example, employees who are victims of domestic or sexual violence may need time off to meet with police, obtain an order of protection or seek medical attention; or employees who are perpetrators may have performance issues as a result of the violence.• Domestic Violence: Domestic violence is a pattern of coercive behavior, including acts or threatened acts, that is used by a perpetrator to gain power and control over a current or former spouse, family member, intimate partner, or person with whom the perpetrator shares a child. It occurs in heterosexual and same-sex relationships and affects individuals from all economic, educational, cultural, age, gender, racial and religious demographics. Domestic violence is not just physical; it also includes sexual violence, emotional and/or psychological intimidation, verbal abuse, stalking, economic control, harassment, physical intimidation and injury, among others. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 2
  3. 3. Definitions• Sexual Violence: Sexual violence means that someone forces or manipulates someone else into unwanted sexual activity without their consent. Reasons someone might not consent include fear, age, illness, disability and influence of alcohol or other drugs. Anyone can experience sexual violence, regardless of age. Those who sexually abuse can be acquaintances, family members, trusted individuals or strangers. Forms of sexual violence include rape or sexual assault; child sexual assault and incest; intimate partner sexual assault; unwanted sexual contact/touching; sexual harassment; sexual exploitation; showing ones genitals or naked body to others without consent; masturbating in public; and watching someone in a private act without their knowledge or permission.• Stalking: Stalking includes harassing and unwanted or threatening behavior that causes the victim to fear for his or her safety or the safety of a family member, or would cause a reasonable person in a similar situation to fear for his or her safety. Stalking behavior includes following or spying on a person, appearing at a persons home or work, showing up at a place where the perpetrator has no reason to be, waiting at places in order to make unwanted contact with the victim or to monitor the victim, leaving unwanted items and gifts for the victim, and posting information or spreading rumors about the victim on the Internet, in a public place or by word of mouth. Stalking may occur through use of technology, such as e-mail, voicemail, text messaging, and use of GPS and social networking sites. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 3
  4. 4. Key Findings• Have organizations had to address workplace issues related to domestic violence, sexual violence and stalking in the past 5 years? Forty-three percent of organizations had not had an incident of domestic violence in the past 5 years, and 16% in the past 1 to 5 years; 19% had an issue in the past year, and 22% did not know. Fewer organizations reported having a workplace incident related to sexual violence: 11% in the past year and 9% in the past one to five years. About one-quarter of organizations reported having incidents of stalking either in the past year (14%) or in the past one to five years (14%).• What level of employees should receive training on the workplace impact of domestic violence, sexual violence and stalking? The vast majority (95%) of organizations indicated that management-level employees should be trained on these topics, followed closely by HR staff (91%). Eighty-two percent think training is necessary for executive-level employees, and three-quarters (74%) indicated that nonmanagement-level employees should be trained.• Do organizations prefer a stand-alone or add-on training program on domestic violence, sexual violence and stalking? Most organizations (69%) prefer an add-on training program, and 31% indicated it would work best as a stand-alone training program. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 4
  5. 5. Key Findings• What would be the ideal format for a training program on domestic violence, sexual violence and stalking? About one-half (50-58%) of organizations prefer in-person training through an EAP provider or HR, depending on the employee level. One-quarter (22-27%) indicated that a webinar or online group course would be ideal. Asynchronous e-learning is preferred by 16-28% of organizations depending on the employee level.• What would be the ideal length for a training program on domestic violence, sexual violence and stalking? The majority of organizations indicated that the ideal training length would be from 30 to 60 minutes across all employee levels. About one-half of organizations indicated that 30 minutes would be ideal for executive (54%) and nonmanagement (51%) level employees, whereas over one-third agreed that it should be 60 minutes for executive (36%) and nonmanagement (40%) employees. About one-half of organizations thought training should be 60 minutes for management-level employees (53%) and HR staff (47%).• How many organizations have a formal workplace policy that addresses domestic violence, sexual violence and stalking? Over one-half (54%) of organizations have a policy that addresses sexual violence, and about one-third have a policy that addresses domestic violence (35%) and stalking (31%). According to a previous SHRM survey, many organizations have a workplace violence policy in place.• How many organizations have a formal workplace training program that addresses domestic violence, sexual violence and stalking? Over one-third (36%) of organizations offer training that addresses sexual violence, and one in five offer training on domestic violence (20%) and stalking (20%). The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 5
  6. 6. Key Findings• For organizations that offer training on domestic violence, sexual violence and stalking, is the training mandatory? Training on domestic violence is mandatory for 56-73% of employees depending on their level in the organization. Sexual violence training is mandatory for most employees ranging from 73-87%. About three-quarters (70-80%) of employees are required to be trained on stalking.• What are the main reasons that organizations do not offer training on domestic violence, sexual violence and stalking? The most common reason given is that the topics are covered in sexual harassment training or other training (53%). Thirty percent indicated that their organization had too many other priorities or no time, and one-quarter (26%) expect their employee assistance program (EAP) to take care of these issues.• Do EAP providers offer training on the impact of domestic violence, sexual violence and stalking? Thirty-eight percent of organizations indicated that their EAP provider offered training, and only 8% said they did not. However, over one-third (36%) of organizations did not know whether their EAP offered any training. Another 18% of organizations did not have an EAP provider. Of organizations with EAP providers that offer training, 65% provided on-site training in person, and 56% offered web-based training. One-quarter (26%) offered other training formats, like individual consultation, as needed. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 6
  7. 7. In the past one to five years, has your organization addressed at least one workplace issue related to domestic violence, sexual violence or stalking?Domestic violence (n = 779) 19% 16% 43% 22% Sexual violence (n = 776) 11% 9% 53% 27% Stalking (n = 780) 14% 14% 47% 25% Yes, in the past year Yes, in the past 5 years No, not in the past 5 years Dont know The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 7
  8. 8. In your organization, who do you think should receive training on the workplace impact of domestic violence, sexual violence and stalking? Management-level employees 95% (e.g., supervisors, managers) HR staff (including EAP staff, if applicable) 91% Executive-level employees 82% (e.g., CEO, CFO, VP) Nonmanagement-level employees 74% Other employees 14%Note: n = 728. Percentages do not total 100% due multiple response options. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 8
  9. 9. For each of the employee levels at your organization, what topics do you think should be addressed in curriculum and training on the workplace impact of domestic violence, sexual violence and stalking? Management- Executive-level HR staff (including level employees Nonmanagement- Other employee Curriculum Training Topics employees (e.g., EAP staff, if (e.g., supervisors, level employees category CEO, CFO, VP ) applicable) managers) Dynamics of domestic violence, sexual violence and stalking (including victim-employee 79% 93% 59% 92% 6% challenges in the workplace) (n = 716) Statistics regarding prevalence of violence and costs to the workplace 89% 81% 31% 83% 4% (n = 699) Legal issues (including laws granting rights to victim-employees, liability issues related to employees who are 85% 83% 32% 87% 4% perpetrators, use of work time and resources to commit violence) (n = 710) Violence policy development/enforcement (n = 711) 77% 76% 38% 90% 4%Note: Percentages do not total 100% due to multiple response options. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 9
  10. 10. For each of the employee levels at your organization, what topics do you think should be addressed in curriculum and training on the workplace impact of domestic violence, sexual violence and stalking? (continued) Management- Executive-level HR staff (including Curriculum Training Topics level employees Nonmanagement- Other employee employees (e.g., EAP staff, if (e.g., supervisors, level employees category CEO, CFO, VP ) applicable) managers) Roles/responses of manager/supervisor (n = 712) 78% 94% 28% 85% 4% Violence prevention and workplace awareness (including steps workplace can take to prevent violent acts, assist victim-employees, hold 79% 93% 67% 92% 6% perpetrator-employees accountable) (n = 716) Security/safety/risk prevention (n = 709) 80% 92% 67% 90% 6% Community resources (building relationships and referrals with local service providers, shelters, hotlines, 60% 74% 56% 90% 5% etc.) (n = 705) Other (n = 76) 50% 59% 39% 82% 9%Note: Percentages do not total 100% due to multiple response options. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 10
  11. 11. For your organization, would training on the workplace impact of domestic violence, sexual violence and stalking work best as a stand-alone training program or as an add-on to an existing training program (for instance, sexual harassment training, new employee orientation, or safety and health training)? Work best as a stand- alone, 31% Work best as an add- on, 69%Note: n = 592. Respondents who answered “don’t know” were excluded from analysis. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 11
  12. 12. What would be the ideal format of a training program regarding the workplace impact of domestic violence, sexual violence and stalking for your employees? Ideal Training Format Executive-level employees 50% 22% 28% 1% (e.g., CEO, CFO, VP) (n = 668) Management-level employees 55% 27% 17% 1% (e.g., supervisor, manager) (n = 696) Nonmanagement-level employees 2% 52% 22% 24% (n = 676) HR staff (including EAP staff, 58% 24% 16% 2% if applicable) (n = 685) In person through EAP provider or HR Webinar or online group course Asynchronous e-learning Other training formatNote: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded fromanalysis. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 12
  13. 13. What would be the ideal length of a training program regarding the workplace impact of domestic violence, sexual violence and stalking for your employees? Ideal Training Length Executive-level employees 54% 36% 6% 3% (e.g., CEO, CFO, VP) (n = 668) Management-level employees 32% 53% 11% 4% (e.g., supervisor, manager) (n = 684) Nonmanagement-level employees 51% 40% 6% 2% (n = 655) HR staff (including EAP staff, 22% 47% 17% 14% if applicable) (n = 673) 30 minutes 60 minutes 90 minutes 120 minutesNote: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded fromanalysis. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 13
  14. 14. Does your organization currently have a formal (i.e., written, documented) workplace policy that specifically addresses any of the following? Formal Workplace Policy 35% Domestic violence 52% (n = 699) 13% Yes 54% No, and we have no plans to put Sexual violence a formal policy in place 37% (n = 733) No, but we plan to put a formal 8% policy in place in the next 12 months 31% Stalking 56% (n = 683) 14%Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded fromanalysis. According to a previous SHRM survey, most organizations do have a workplace violence policy in place, although itmay not specifically address domestic violence, sexual violence or stalking. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 14
  15. 15. Does your organization currently have a formal (i.e., written, documented) workplace policy that specifically addresses domestic violence, sexual violence or stalking? Comparisons by organization staff size • Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal workplace policy that specifically addresses domestic violence. • Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees to have a formal workplace policy that specifically addresses domestic violence. Comparisons by organization staff size 2,500 to 24,999 employees (50%) 1 to 99 employees (19%) > 25,000 or more employees (58%) 100 to 499 employees (30%) 500 to 2,499 employees (40%) > 1 to 99 employees (19%) • Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal workplace policy that specifically addresses sexual violence. Comparisons by organization staff size 2,500 to 24,999 employees (64%) 1 to 99 employees (44%) > 25,000 or more employees (77%) 100 to 499 employees (47%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 15
  16. 16. Does your organization currently have a formal (i.e., written, documented) workplace policy that specifically addresses domestic violence, sexual violence or stalking? Comparisons by organization staff size (continued) • Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal workplace policy that specifically addresses stalking. Comparisons by organization staff size 2,500 to 24,999 employees (50%) 1 to 99 employees (19%) > 25,000 or more employees (56%) 100 to 499 employees (20%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 16
  17. 17. Does your organization currently have a formal (i.e., written, documented) workplace policy that specifically addresses domestic violence, sexual violence or stalking?Comparisons by organization sector• Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to have a formalworkplace policy that specifically addresses domestic violence. Comparisons by organization sector Publicly owned for-profit (45%) > Privately owned for-profit (28%)• Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to have a formalworkplace policy that specifically addresses stalking. Comparisons by organization sector Publicly owned for-profit (43%) > Privately owned for-profit (26%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 17
  18. 18. Does your organization currently have a formal workplace training program (e.g., an in-person presentation or web-based training) that specifically addresses any of the following? Formal Workplace Training Program 20% Domestic violence 66% (n = 702) Yes 14% 36% No, and we have no plans to Sexual violence implement a formal training 53% (n = 725) program 12% No, but we plan to implement a formal training program in the next 12 months 20% Stalking 66% (n = 679) 14%Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded fromanalysis. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 18
  19. 19. Does your organization currently have a formal workplace training program (e.g., an in-person presentation or web-based training) that specifically addresses domestic violence, sexual violence or stalking? Comparisons by organization staff size • Organizations with 2,500 or more employees are more likely than organizations with 1 to 2,499 employees to have a formal workplace training program that specifically addresses domestic violence. Comparisons by organization staff size 1 to 99 employees (9%) 2,500 to 24,999 employees (38%) > 100 to 499 employees (15%) 25,000 or more employees (47%) 500 to 2,499 (18%) • Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal workplace training program that specifically addresses sexual violence. • Organizations with 25,000 or more employees are more likely than organizations with 500 to 2,499 employees to have a formal workplace training program that specifically addresses sexual violence. Comparisons by organization staff size 2,500 to 24,999 employees (50%) 1 to 99 employees (26%) > • 25,000 or more employees (66%) 100 to 499 employees (28%) 25,000 or more employees (66%) > 500 to 2,499 employees (35%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 19
  20. 20. Does your organization currently have a formal workplace training program (e.g., an in-person presentation or web-based training) that specifically addresses domestic violence, sexual violence or stalking?Comparisons by organization staff size (continued)• Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have aformal workplace training program that specifically addresses stalking. Comparisons by organization staff size 2,500 to 24,999 employees (37%) 1 to 99 employees (11%) > 25,000 or more employees (42%) 100 to 499 employees (11%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 20
  21. 21. Does your organization currently have a formal workplace training program (e.g., an in-person presentation or web-based training) that specifically addresses domestic violence, sexual violence or stalking?Comparisons by organization sector• Publicly owned for-profit and government organizations are more likely than privately owned for-profit organizations tohave a formal workplace training program that specifically addresses domestic violence. Comparisons by organization sector Publicly owned for-profit (32%) > Privately owned for-profit (14%) Government (32%)• Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to have a formalworkplace training program that specifically addresses sexual violence. Comparisons by organization sector Publicly owned for-profit (49%) > Privately owned for-profit (28%)• Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to have a formalworkplace training program that specifically addresses stalking. Comparisons by organization sector Publicly owned for-profit (31%) > Privately owned for-profit (14%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 21
  22. 22. For each employee level at your organization, is the training on domestic violence mandatory, voluntary or not available? Domestic Violence Training Executive-level employees 64% 30% 6% (e.g., CEO, CFO, VP) (n = 128) Management-level employees 72% 22% 6% (e.g., supervisor, manager) (n = 134) Nonmanagement-level employees 64% 29% 8% (n = 133) HR staff (including EAP staff, 73% 21% 6% if applicable) (n = 135) Other employee category 56% 36% 8% (n = 87) Mandatory training Voluntary training No training availableNote: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” or “not applicable, noemployees at this level” were excluded from analysis. Only respondents whose organizations provided training on domesticviolence were asked this question. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 22
  23. 23. For each employee level at your organization, is the training on domestic violence mandatory, voluntary or not available? Comparisons by organization staff size • Organizations with 2,500 to 24,999 employees are more likely than organizations with 100 to 2,499 employees to have voluntary training on domestic violence for nonmanagement-level employees. Comparisons by organization staff size 100 to 499 employees (15%) 2,500 to 24,999 employees (54%) > 500 to 2,499 (12%) • Organizations with 2,500 to 24,999 employees are more likely than organizations with 100 to 2,499 employees to have voluntary training on domestic violence for HR staff (including EAP staff). Comparisons by organization staff size 100 to 499 employees (11%) 2,500 to 24,999 employees (45%) > 500 to 2,499 (9%) • Organizations with 2,500 to 24,999 employees are more likely than organizations with 100 to 2,499 employees to have voluntary training on domestic violence for other employee categories. Comparisons by organization staff size 100 to 499 employees (18%) 2,500 to 24,999 employees (65%) > 500 to 2,499 (14%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 23
  24. 24. For each employee level at your organization, is the training on domestic violence mandatory, voluntary or not available? Comparisons by organization sector • Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on domestic violence for management-level employees. Comparisons by organization sector Publicly owned for-profit (83%) > Nonprofit (46%) • Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on domestic violence for HR staff (including EAP staff). Comparisons by organization sector Publicly owned for-profit (84%) > Nonprofit (48%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 24
  25. 25. For each employee level at your organization, is the training on sexual violence mandatory, voluntary or not available? Sexual Violence Training Executive-level employees 83% 14% 3% (e.g., CEO, CFO, VP) (n = 242) Management-level employees 2% 87% 11% (e.g., supervisor, manager) (n = 252) Nonmanagement-level employees 80% 14% 6% (n = 243) HR staff (including EAP staff, 87% 11% 2% if applicable) (n = 247) Other employee category 73% 17% 10% (n = 156) Mandatory training Voluntary training No training availableNote: Respondents who answered “don’t know” or “not applicable, no employees at this level” were excluded from analysis.Only respondents whose organizations provided training on sexual violence were asked this question. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 25
  26. 26. For each employee level at your organization, is the training on sexual violence mandatory, voluntary or not available? Comparisons by organization sector • Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on sexual violence for executive-level employees. Comparisons by organization sector Publicly owned for-profit (93%) > Nonprofit (67%) • Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on sexual violence for management-level employees. Comparisons by organization sector Publicly owned for-profit (97%) > Nonprofit (67%) • Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on sexual violence for management-level employees. Comparisons by organization sector Nonprofit (28%) > Publicly owned for-profit (3%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 26
  27. 27. For each employee level at your organization, is the training on sexual violence mandatory, voluntary or not available? Comparisons by organization sector (continued) • Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on sexual violence for other employee categories. Comparisons by organization sector Publicly owned for-profit (86%) > Nonprofit (52%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 27
  28. 28. For each employee level at your organization, is the training on stalking mandatory, voluntary or not available? Stalking Training Executive-level employees 76% 19% 4% (e.g., CEO, CFO, VP) (n = 119) Management-level employees 4% 80% 16% (e.g., supervisor, manager) (n = 125) Nonmanagement-level employees 75% 19% 6% (n = 124) HR staff (including EAP staff, 80% 15% 4% if applicable) (n = 123) Other employee category 70% 23% 7% (n = 74) Mandatory training Voluntary training No training availableNote: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” or “not applicable, noemployees at this level” were excluded from analysis. Only respondents whose organizations provided training on stalkingwere asked this question. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 28
  29. 29. For each employee level at your organization, is the training on stalking mandatory, voluntary or not available? Comparisons by organization sector • Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for executive-level employees. Comparisons by organization sector Nonprofit (48%) > Publicly owned for-profit (7%) • Publicly owned for-profit and privately owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on stalking for management-level employees. Comparisons by organization sector Publicly owned for-profit (87%) > Nonprofit (50%) Privately owned for-profit (83%) • Nonprofit organizations are more likely than publicly owned for-profit and privately owned for-profit organizations to have voluntary training on stalking for management-level employees. Comparisons by organization sector Publicly owned for-profit (6%) Nonprofit (50%) > Privately owned for-profit (12%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 29
  30. 30. For each employee level at your organization, is the training on stalking mandatory, voluntary or not available? Comparisons by organization sector (continued) • Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for nonmanagement-level employees. Comparisons by organization sector Nonprofit (45%) > Publicly owned for-profit (10%) • Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for HR staff (including EAP staff). Comparisons by organization sector Nonprofit (43%) > Publicly owned for-profit (7%) • Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for other employee categories. Comparisons by organization sector Nonprofit (53%) > Publicly owned for-profit (9%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 30
  31. 31. What are the primary reasons that your organization does not currently have a formal training program on the workplace impact that includes all three of these topics: domestic violence, sexual violence and stalking? Covered in our sexual harassment training or other 53% training Too many other priorities/no time 30% We expect our EAP to take care of these issues 26% In "reactive," not "proactive," mode 21% Lack of awareness/information about issues 20% See issues as "personal" 16% Cost of implementing new program 9% Fear of subject 1% Other 11%Note: n = 438. Percentages do not total 100% due multiple response options. Only respondents whose organizations did not havetraining and were not planning to implement training for domestic violence, sexual violence or stalking were asked this question.Respondents who answered “don’t know” were excluded from analysis. Other reasons given include “covered in anotherworkplace policy,” “too small of an organization,” “have not had issues in our workforce” and “training is not necessary.” The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 31
  32. 32. What are the primary reasons that your organization does not currently have a formal training program on the workplace impact that includes all three of these topics: domestic violence, sexual violence and stalking? Comparisons by organization sector • Publicly owned for-profit and government organizations are more likely than privately owned for-profit organizations to expect their EAP to take care of these issues as a reason they do not have a training program. Comparisons by organization sector Publicly owned for-profit (42%) > Privately owned for-profit (21%) Government (53%) • Nonprofit organizations are more likely than publicly owned for-profit organizations to indicate the cost of implementing a new program as a reason they do not have a training program. Comparisons by organization sector Nonprofit (17%) > Publicly owned for-profit (2%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 32
  33. 33. Does your EAP provider offer any type of training or education specifically on the workplace impact of domestic violence, sexual violence and stalking? Yes 38% No 8% Dont know 36% Not applicable; our organization does 18% not have an EAP providern = 780 The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 33
  34. 34. Does your EAP provider offer any type of training or education specifically on the workplace impact of domestic violence, sexual violence and stalking? Comparisons by organization staff size • Organizations with 500 or more employees are more likely than organizations with 1 to 499 employees to have an EAP provider that offers training on the workplace impact of domestic violence, sexual violence and stalking. Comparisons by organization staff size 500 to 2,499 (48%) 1 to 99 employees (22%) 2,500 to 24,999 employees (59%) > 100 to 499 employees (29%) 25,000 or more employees (51%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 34
  35. 35. Does your EAP provider offer any type of training or education specifically on the workplace impact of domestic violence, sexual violence and stalking? Comparisons by organization sector • Publicly owned for-profit organizations are more likely than privately owned for-profit, nonprofit and government organizations to have an EAP provider that offers training on the workplace impact of domestic violence, sexual violence and stalking. Comparisons by organization sector Privately owned for-profit (34%) Publicly owned for-profit (54%) > Nonprofit (36%) Government (25%)Note: Only statistically significant differences are shown. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 35
  36. 36. In what format(s) does your EAP provider offer this training? In-person, on-site 65% Web-based training 56% Individual consultation as needed by 16% phone, e-mail or in-person* Other 10%Note: n = 298. Percentages do not total 100% due to multiple response options. Only respondents whose organizations EAPoffered training were asked this question. An asterisk (*) indicates that this response option was developed from open-endedresponses. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 36
  37. 37. Demographics The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 37
  38. 38. Demographics: Organization Industry Percentage Manufacturing 26% Professional, scientific and technical services 19% Health care and social assistance 15% Educational services 10% Finance and insurance 9% Government agencies 7% Accommodation and food services 6% Administrative and support and waste management and remediation 4% services Information 4% Retail trade 4%Note: n = 691. Percentages do not equal 100% due to multiple response options. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 38
  39. 39. Demographics: Organization Industry (continued) Percentage Transportation and warehousing 4% Arts, entertainment, and recreation 3% Construction 3% Real estate and rental and leasing 3% Wholesale trade 3% Religious, grant-making, civic, professional and similar organizations 2% Repair and maintenance 2% Utilities 2% Mining 1% Other industry 8%Note: n = 691. Percentages do not equal 100% due to multiple response options. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 39
  40. 40. Demographics: Organization Sector Privately owned for-profit 49% Nonprofit 21% Publicly owned for-profit 20% Government 6% Other 3%Note: n = 695. Percentages do not total 100% due to rounding. The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 40
  41. 41. Demographics: Organization Staff Size 1 to 99 employees 23% 100 to 499 employees 28% 500 to 2,499 employees 21% 2,500 to 24,999 employees 20% 25,000 or more employees 8%n = 686 The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 41
  42. 42. Other Demographics Is your organization a single-unit organization orDoes your organization have U.S.- a multi-unit organization?based operations (business units) only,or does it operate multinationally? Single-unit organization: An organization in which the location and the 28% U.S.-based operations only 70% organization are one and the same. Multi-unit organization: An organization 72% Multinational operations 30% that has more than one location. n = 712 n = 713 For multi-unit organizations, are HR policies andWhat is the HR department/function for practices determined by the multi-unit headquarters,which you responded throughout this by each work location or by both?survey? Multi-unit headquarters determines HR 54% policies and practices. Corporate (companywide) 63% Each work location determines HR policies Business unit/division 17% 3% and practices. Facility/location 20% A combination of both the work location and the multi-unit headquarters determines 43% n = 520 HR policies and practices. n = 521 The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 42
  43. 43. SHRM Survey Findings: The Workplace Impact of Domestic and Sexual Violence and StalkingSurvey Methodology• Response rate = 14%• 787 HR professionals from a randomly selected sample of SHRM’s membership participated in this survey.• Margin of error +/-4%• Survey fielded October 22-November 9, 2012 The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 43
  44. 44. About SHRM Research• For more survey/poll findings, visit www.shrm.org/surveys• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch• Follow us on Twitter @SHRM_Research The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 44

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