Domestic Violence in the Workplace - How To Create A Safe Environment
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While some employers may feel that domestic violence is "too controversial" to address, domestic violence doesn't stay at home when women go to work. In fact, 66% of Fortune 1000 senior executives believe their company's financial performance would benefit from addressing the issue of domestic violence among their employees. Additionally, 91% of consumers recently surveyed believe that it is a good idea for companies and organizations to support domestic violence awareness programs. Policies and programs that support employees who are dealing with domestic violence are key to a thriving, efficient and productive workforce. E2S Solutions helps businesses create responsive solutions.
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Domestic Violence in the Workplace - How To Create A Safe Environment
- 1. S Domestic Violence in the Workplace How Your Business Can Create A Safe & Supportive Environment
- 2. What is Domestic Violence in the Workplace? S Public Perception S Productivity S Health Care Costs S Workplace Safety S Legal Liability
- 3. The Business Case for a Workplace Response to Domestic Violence
- 4. No Business is Immune from Human Problems S Domestic violence costs $8.3 billion in expenses annually: a combination of higher medical costs ($5.8 billion) and lost productivity ($2.5 billion).1 S Higher absenteeism – children of single, divorced or separated mothers, exposed to or witnessed family violence—48- 58 percent—had had conduct or academic problems at school.2 S SMBs could be damaged beyond repair 1. Forbes 2. Source: Zill, N. (2014). Analysis of public use microdata file from 2011-12 National Survey of Children’s Health, National Center for Health Statistics, U.S. Centers for Disease Control and Prevention.
- 5. For Managers and HR: DVA Sensitivity Training S Performance Planning and Evaluation S Core HR Policies S Applying Absences and Leave Policies S Recruiting and Hiring S How to Talk to An Employee Who Is A Perpetrator of Abuse S Special Concerns of Immigrant Employees S Guidelines for Supervising Victims of DV
- 6. When DV Creates A Hostile Work Environment Source: Institute of Family Studies
- 7. Why Should Businesses Work to End Domestic Violence in the Workplace and Community? S Social Responsibility & Community Relations S Legal Issues S Before Reaching Out, Look Within S The Role Men Can Play
- 8. Companies Who Have Taken Action YOU
- 9. E2S Can Help You S Policy and Program Recommendations S Leading the Way: Boost Your Employer Brand and Reputation S Create an supportive culture that differentiate you and your company from your local competitors S Personal and Workplace Safety Plans S Make the Most of EAP (Employee Assistance Program)
- 10. Thank You and Questions? E2S Solutions is available to help walk you through your own policies to see where you are strong, and where you can make changes, conduct workplace assessments and pro-actively uncover unconscious biases and perspectives specific to your workplace. Contact us at 888.461.3341 The material used in this presentation was adapted from the publication entitled, “The Workplace Responds to Domestic Violence: A Resource Guide for Employers, Unions and Advocates,” produced by the Family Violence Prevention Fund. Edited by Donna Norton, Esq., Stephen T. Moskey, Ph.D., and Elizabeth Bernstein.
Editor's Notes
- Hello and Welcome. My name is DM and the purpose of this presentation is to raise awareness and educate about DV and to reach out and work with employers to make sure they deal with domestic violence as effectively and appropriately as possible. Domestic violence is a workplace issue. This may sound like a new way to look at an age-old problem, but the fact is that domestic violence affects the workplace in terms of bottom-line economics, productivity, and employee safety and well-being. Nearly four million women are battered in this country every year, and most of these women are working women.1 Domestic violence can result in reduced productivity, increased medical expenses, High absenteeism, and increased risk of violence at the workplace. The fact is, organizations should examine their policies and procedures around domestic violence as it affects their employees because it makes good business sense. And what’s good for the business is also good for the employee: workplaces are ideally poised to make a difference.
- PUBLIC PERCEPTIONS While some employers may feel that domestic violence is “too controversial” to address, corporate America has dealt with difficult issues before, such as AIDS, for example, and can do so with domestic violence. In fact: Public opinion research conducted in 1995 by a major insurance company found that 91 percent of consumers surveyed believe that it is a good idea for companies to support domestic violence awareness programs.9 Business leaders agree that domestic violence is a problem that affects their workplaces: in another survey, 57 percent of senior corporate executives believe domestic violence is a major problem in society. One-third of them thought this problem has a negative impact on their bottom lines, and 40 percent said they were personally aware of employees and other individuals affected by domestic violence. Sixty-six percent believe their company’s financial performance would benefit from addressing the issue of domestic violence among their employees. Seventy-eight percent of Human Resources professionals polled by Personnel Journal said that domestic violence is a workplace issue. PRODUCTIVITY In a 1997 national survey, 24% of women between the ages of 18 and 65 had experienced domestic violence. Moreover, 37% of women who experienced domestic violence report this abuse had an impact on their work performance in the form of lateness, missed work, keeping a job or career promotions. Batterers also may be less productive or miss work because of violence, incarceration, or legal proceedings resulting from the violence. Forty-nine percent of senior executives polled said that domestic violence has a harmful effect on the company’s productivity. HEALTH CARE COSTS 44 percent of executives surveyed say that that domestic violence increases their health care costs and insurance costs. Not surprisingly, this is another arena where the total health care costs of family violence are estimated in the hundreds of millions each year, much of which is paid for by the employer. WORKPLACE SAFETY Employers are becoming more concerned today about violence in the workplace than they were 20 years ago, as news stories of workplace shootings, often related to domestic violence, become increasingly common. They are right to be concerned: victims of domestic violence may be especially vulnerable while they are at work. Ninety-four percent of corporate security directors surveyed rank domestic violence as a high security problem at their company. A large majority of EAP providers surveyed have dealt with specific partner abuse scenarios in the past year, including 83% of employees with a restraining order or 71% of employees being stalked at work by a current of former partner LEGAL LIABILITY Aside from the safety, ethical and bottom-line incentives to employers in developing positive policies regarding employees facing domestic violence, there are liability issues to consider. Domestic violence may raise legal issues in various circumstances such as Abuse may occur between two co-workers in a dating or marital relationship. These are not marginal business concerns — public perceptions, productivity, costs, safety, and liability lie at the core of many vital corporate interests. They are, in fact, exactly the areas that any prudent leader will take into account when considering any issue that affects employees and the workplace.
- In 1995-96, a national coalition of employer, labor, and government organizations set out to define a set of standards that would guide workplace responses to domestic violence. The result of that process was a consensus document, called Ten Principles for the Workplace, which describes the attributes of a comprehensive and compassionate workplace response to domestic violence.
- Over the past two decades, the American workplace has changed dramatically. Until fairly recently, it has been a place that focused almost exclusively on “getting the job done,” where workers were expected to leave their problems and personal lives at home — or risk losing their jobs. More and more, employers today recognize that personal, “real life” problems affect job performance, and job performance affects the bottom line. Because of this change, employers now routinely offer employees a full spectrum of assistance programs to help them deal with issues such as drug addiction, family problems and AIDS — finding that doing so is ultimately more cost-effective than leaving employees to solve these problems on their own. Increasingly, employers across the U.S. are addressing domestic violence by implementing programs and policies that respond to and help prevent abuse and treat it as a preventable health problem and bottom-line business issue.
- Nearly a quarter of employed women report that domestic violence has affected their work performance at some point in their lives. Each year, an estimated 8 million days of paid work is lost in the U.S. because of domestic violence. Addressing this issue could save thousands of lives and billions of dollars. But as long as the symptoms and consequences of domestic violence go unnoticed or overlooked, nothing changes. No business is immune from human problems, regardless of their size
- Responding to employees with DV concerns is a difficult management task. Supervisors and managers are the ‘front line’ of response to employees. Their actions represent the organization's commitment to providing a safe and supportive workplace for employees who are victims of domestic violence. Training on a company’s policies and procedures regarding domestic voice is crucial, in order for managers to help retain employees and reduce liability and risk of workplace violence. Training on new and existing policies relating to domestic violence can be easily incorporated into existing new employee orientations, manager trainings and continuing education programs. A strong human resource response is a vital part of a coordinated workplace effect that can assist employees with domestic abuse problems while maintaining the goals of the organization. Organizations that have experience with cultural diversity and sexual harassment training can apply a similar approach to domestic violence sensitivity training, identifying harmful attitudes and beliefs and encouraging new more helpful responses.
- A study of survivors of domestic violence found that abusive partners harassed 74% of employed battered women at work. Domestic violence caused 56% of them to be late for work at least five times a month, 28% to leave early at least four days a month, and 54% to miss at least three full days of work a month. They said that abuse also affected their ability to keep a job.
- Working to end domestic violence offers a unique opportunity for companies. Companies can help employees overcome the violence in their own lives, while strengthen the community as a whole. The emergence of male-led violence prevention programs geared towards boys and young men is an important component in breaking the cycle of violence. Positive and powerful male role models are needed to counter stereotypes and encouragement and boys to become involved to stop violence against women in their communities. The involvement of men in the businesses and labor communities is an effective strategy to bring attention to the problem and develop solutions. These efforts can only result in a greater potential workforce, today and tomorrow.
- Business should respond to domestic violence in its own enlightened self-interest, and it should do so in a businesslike way. By working to mitigate the economic, legal, and productivity risks related to domestic violence, a business will also create a workplace that is safer for victims, and will send a powerful message to society that responding to domestic violence is “good business”.
- LEADING THE WAY…Remember, domestic violence survivors are job seekers too. It is hard for small business to compete with larger companies for talent. By being empathetic to them. We can provide you with essential information for your place of business, and many programs, policies and services recommended can be implemented with only moderate adjustments to current practices. DVA Sensitivity Training is also be available to your organization to assist you with evaluating recruiting and hiring policies, performance planning and evaluation, promotion and advancement along with skills building and communication for your leadership team, supervisors and workers. If your organization needs help in choosing Employee Assistance Programs, you can contact the Employee Assistance Professional Association at 703.522.6272
- Domestic violence is an important business issue that cannot be ignored. The workplace is where many people facing domestic violence spend at least eight hours a day, It’s an ideal place for them to get help and support. When employers face domestic violence as it affects the workplace, YOU have the power to save money — and save lives.