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Domestic Violence and the Workplace. Why Domestic Violence is an issue for employers in Northern Ireland. Objectives. How domestic violence can impact on the workplace What employers need to be aware of How Onus can help you support your employees. Prevalence in the workplace :.
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Domestic Violence and the Workplace Why Domestic Violence is an issue for employers in Northern Ireland
Objectives • How domestic violence can impact on the workplace • What employers need to be aware of • How Onus can help you support your employees
Prevalence in theworkplace: • US research has indicated that 75% of women who have been victims of domestic violence were targeted at work. • 56% reported being late 5 times a month, and 54% had to take at least 3 days off per month. • It is estimated that 20% of employed women take time off because of domestic violence every year. • Lethality of abuse increases at point of separation. The workplace may be the one place a dangerous partner knows a victim can be reached.
A Workplace Issue • Who did victims tell about their ‘worst’ incident? • Police 25% • Friends, relatives, neighbours 55% • Someone at work 7% • Women’s group/centre/Women’s Aid 4% (NIO ‘Experience of Domestic Violence: Findings from the 2007/2008 Northern Ireland Crime Survey)
Some more facts … • PSNI attend an average of 60 domestic-related incidents per day, but recognise that there is still a large amount of under-reporting of this type of crime. • In the Newtownabbey area alone, PSNI attended 963 domestic violence incidents between April 2007 and April 2008. • No other crime has a rate of repeat victimisation as high.
Myths • ‘It isn’t going on amongst our workforce …’ • FACT: It is estimated that 1 in 4 women will experience domestic violence from a male partner at some stage in their lifetime. It is highly likely therefore that most organisations will have employees who experience abuse at home, either as victims or perpetrators.
Myths • ‘What goes on in the home has no bearing on the workplace …’ • FACT: Domestic abuse can impact significantly on an employee’s working life, in terms of deterioration of performance, increased absenteeism or poor timekeeping. It’s not always possible for employees not to bring their problems to work with them – for example if they have been attacked and injured.
Myths • ‘Employers are not social workers. We’re there to do our jobs.’ • FACT: Ignoring abuse in the workplace can cost employers money. Perpetrators may misuse resources, for example phones, emails or faxes, or may abuse their position by accessing confidential information, bringing the organisation into disrepute. Having supportive policies make good business sense, in attracting and retaining a high calibre of staff. Additionally, employers do have obligations under the Health & Safety at Work NI Order (1978) and under the Health & Safety at Work NI Regulations (1992) to address potential risks to an employee’s safety in the workplace, as far as is reasonably practicable.
Myths • ‘It’s not the business of employers – they can’t help …’ • FACT: NIO and DHSSPS have recognised the crucial role employers can play in the strategy to counteract domestic abuse, ‘Tackling Violence at Home’ by implementing policies in the workplace which creates awareness of the problem, offers support to employees and makes a public commitment to name domestic abuse as a crime that should not be tolerated in our society. A workplace can be a place of safety.
How can a work-based policy on domestic abuse help? • By creating a safe and supportive work environment, which can be pivotal in helping women experiencing domestic violence take positive action. • Good policy can help managers identify the problem, and make an informed, sensitive and effective response. • Policy can assist in personnel and performance management and help ensure safety and welfare of all employees.
Small steps that can make a difference … • Changing work patterns, duties, hours • Allowing flexible hours, to facilitate practical arrangements (legal advice, changes to accommodation, court attendance etc) • Diverting telephone calls, emails • Reviewing security arrangements
How ONUS can help • Helping draft best practice policy, tailored specifically for your workplace, building on our experience of working with other employers who have devised and implemented work-based policies • Signposting to specialist training and consultancy services, again tailored to meet the needs of your organisation, in a wide range of areas, based on experience in dealing with all issues relating to domestic violence
Finally … • Domestic violence isn’t confined to the home. • Ignoring a problem never makes it go away. • Women’s Aid are always just a phone call away. • Domestic violence costs all of us.
