Domestic Violence - A Critical Workplace Issue

If a stranger walked into your office and assaulted one of your employees, what would you do? Worry about his or her safety and offer support? Look for resources that could provide assistance? Help the employee seek justice through the court system? Most likely, you would.

But what if someone the employee loves and trusts – an intimate partner assaults your employee at home? The crime is the same, the injuries just as severe, except that the assault occurred in the context of an intimate relationship. Do you still reach out to your employee in the same way? If you’re like many Americans who believe domestic violence is none of their business, most likely you would not.

Domestic violence is defined as a pattern of assaults and controlling behaviors, including physical, sexual, and psychological attacks and economic control, that adults and adolescents use against their intimate partners. Domestic violence is common, affects people of all cultures, religions, ages, sexual orientations, educational backgrounds and income levels, and can be lethal. The overwhelming majority of adult domestic violence victims are women, and most perpetrators are men

Fighting Domestic Violence is “Good Business”
Businesses forfeit $100 million in lost wages, sick leave, absenteeism and non-productivity due to domestic violence; therefore, employers are taking a more active role in the fight against domestic violence. Whereas domestic violence was once considered a private family issue, today’s employers recognize the impact of domestic violence in increased absenteeism, reduced job productivity, higher health care costs and an increased risk of violence in the workplace for all employees. And the workplace is where a woman facing domestic violence spends at least eight hours a day and sometimes the only place where she can be located and harmed if she has left her abusive partner.

Supporting battered women with information and honoring their choices in exercising their options is one way employers can help. When confronting an employee about abuse it is important to convey concern for the employee, to reinforce the idea that she is not to blame for the abuse, nor deserves to be treated in this way, and that help is available. The right question asked in the right way can elicit an honest answer but supervisors who lack information and training about domestic violence are often ill equipped to handle it effectively.

Domestic violence victims remain silent because of fear of retribution, shame, humiliation, safety concerns, and feelings of responsibility and protection of the relationship. However, the reasons that women do not disclose to employers may be concern about confidentiality, fear of being fired, or belief that the employer is unwilling to get involved and unable to offer assistance.

Signs of an Employee in Crisis or Trouble
There are multiple ways that employees show signs of distress or trouble in the workplace. Employees who are struggling with domestic violence may be nervous or anxious at work, be absent or tardy more often, minimize the presence or seriousness of injuries, refer to a partner’s “anger” or “temper”, or talk of a “friend” who has been abused. Other indicators include placing or receiving harassing phone calls, the presence of bruises that are unexplained, or repeated use of health care services, especially for psychosomatic complaints or injury to the same site.

Responding to Domestic Violence ~~ The Workplace Safety Plan
The growing number of incidents of violence in the workplace is staggering. Employers can make great strides toward minimizing the devastating effects of domestic violence in the workplace by implementing policies that reduce the risks for all employees. This can be achieved with a workplace domestic violence safety plan that will:
• Provide education to increase awareness of domestic violence issues and resources to support and advocate for battered employees.
• Train supervisors to recognize and respond to domestic violence and access available community resources.
• Develop a plan of action to respond to acts or threats of violence and involve law enforcement when necessary.
• Safeguard battered employee’s employment and career by providing flexible schedules, leaves of absence, and establishing enlightened personnel policies.
• Intervene against stalkers in the workplace; do not let threats or acts of violence go unnoticed or ignored.
• Promote a supportive environment for employees to approach you for assistance such as including the workplace in a 50-B order, changing work location or schedule, increasing safety in parking area, or screening telephone calls.

Make no mistake domestic violence is YOUR business, MY business, and OUR business because it systematically shatters lives, destroys families, devastates communities and poisons the workplace. It is critical that domestic abuse be considered a serious, recognizable, and preventable problem that affects employers and their bottom line.

The Prevalence of Domestic Violence
• Domestic violence is an epidemic. Domestic violence is the leading cause of injury to women 15 to 44 years old – more than muggings, rapes and car accidents combined. In 1999 the United Nations Population Fund declared violence against women “a public health priority.”
• Homicide is the number one cause of death among women in the workplace.
• One New York study showed that 50% of battered women are harassed by their batterer while at work; 50% report missing 3 days of work per month; and 44% lost at least one job for reasons directly related to the abuse.

For more information regarding resources for employers, please contact the Family Violence Prevention Fund at (415) 252-8900 or on the web at www.fvpf.org, or contact your local domestic violence provider.

Family Service of the Piedmont's Employee Assistance Program is facilitated by Steve Terranova. He can be reached at (336) 387-6161 or (336) 889-6161, extension 2231 or at eap@familyservice-piedmont.org.