Harmony HouseDomestic Violence and the Workplace

DV and the Workplace

96% of domestic violence victims who are employed experience problems at work due to abuse. A survey of American employees found that 44% of full-time employed adults personally experienced domestic violence’s effect in their workplaces, and 21% identified themselves as victims of domestic or intimate partner violence. Nearly 8 million days of paid work each year is lost due to domestic violence issues – the equivalent of more than 32,000 full-time jobs!

The workplace is often a safe haven for many survivors, creating a unique opportunity for employers to provide support and security.

How to Recognize Potential Signs of Abuse

• Increased absenteeism
• Inability to concentrate
• Increase in personal calls or visits
• Drastic change in behavior/demeanor
• Appearing agitated, angry, sad or hyper vigilant
• Not participating in meetings, Zoom calls, or other office activities
• Physical signs of injury or chronic illnesses

Employers can help by educating themselves on the dynamics of domestic and intimate partner violence and distributing information to all employees about available resources and employee EAP. Employers and managers can refer employees and colleagues when appropriate to support services and local organizations. As an employer you can also support victims by checking in with them if you notice something that concerns you and creating a safe space for them to talk to HR and their supervisor. Finally you can consider workplace policies regarding domestic and intimate partner violence.

Tips for Employers: 

Allow for flexible scheduling
Let the employee take time off during the workday as appropriate. He or she may need time to go to the police, attend court proceedings, see a doctor, find emergency shelter and set up a new bank account.  Victims of intimate partner violence lose a total of 8 million days of paid work each year—the equivalent of 32,114 full-time jobs each year, according to the American Psychological Association. They might stay away from work to seek medical help or to avoid raising questions about bruises or black eyes, for example. Ten states and the District of Columbia have added “safe time” to their sick-leave laws, which provide paid or unpaid leave to victims of abuse.

Have emergency protocols in place
Sometimes the abuser shows up at the workplace and organizations need to be prepared. The Centers for Disease Control recommends that employers demonstrate a commitment to safety by securing access points, establishing visitor sign-in policies and implementing crisis planning.

Train employees on what to do if someone comes into the workplace and makes threats
Also, establish safety protocols, and make exits clearly visible.

Examine the health care coverage the company offers
Does it include good mental health benefits? Is the EAP robust?

Don’t ignore evidence of domestic abuse.
If you sense someone may be experiencing domestic violence, ask “Are you OK?”  Show compassion and refrain from judgment.
Offer resources such as Harmony House.

Establish zero tolerance for employees abusing other workers, friends or family

Source: SHRM -What Employers Can Do When Domestic Violence Enters the Workplace

Employer Toolkit

To show your support as an employer, take the iCare Pledge!  Contact us for a copy of the pledge to hang in your place of business!

The Employer iCare Pledge

This company takes the health and wellbeing of our employees seriously, and it is our responsibility to ensure a safe and productive work environment for everyone.  This business has taken the iCare pledge to do the following:

• We will do all we can to create a work environment of mutual respect and safety. It will be clear that harassment or abuse of any kind will not be tolerated.
• We will raise awareness of domestic abuse among our staff and within the community and strive to educate individuals on the dynamics of abuse.
• We will develop company policies to assist employees who may be experiencing domestic abuse and will review current policies to ensure they are supportive and inclusive.
• We will facilitate, at a minimum, one DV in the Workplace training each year as appropriate for our business.
• We will educate staff and members of leadership on how to provide support to a co-worker who may disclose abuse.
• Our response to the discloser of abuse will be:
  1. To believe and validate disclosures of abuse.
  2. To educate by distributing information and resources
  3. To refer the individual to relevant resources
  4. To support those experiencing domestic abuse through specific workplace policies that address employee leave and performance.
  5. To provide a safe and secure workplace and identify actions employees should take in response to threats of violence at work.