The Impact of Domestic Violence in the Workplace

Kim Wells, Executive DirectorCorporate Alliance to End Partner

Violencekwells@caepv.org

Partner Violence:What Are We Talking About?

• Partner violence is abusive behavior

(not just physically) between two

people in an intimate relationship

• The highest risk factor for being

involved with partner violence as an

adult is exposure to violence between

parents in family of origin (US)

Who Does It Affect?

• In a report released in July, 2000, the Justice Department and Centers for Disease Control found that nearly 25 percent of women, and about seven percent of men say they have been assaulted by a current or former partner.

In The News 5/12/05 Man shoots ex-girlfriend, kills himself in

Portage, MIA Battle Creek woman was shot in the head by her former boyfriend, who

then killed himself in the parking lot of a State Farm Insurance Company Claims Center. Tobi Meyer, 28, was taken into surgery at Bronson Methodist Hospital and listed in critical condition. Meyer and Demont Macdonald, 28, had recently ended a 6 ½ year relationship. They met in the parking lot of the State Farm Claims Center to exchange some possessions when Macdonald shot Meyer in the head. Then he got into a truck and shot himself in the head. There were no witnesses to the shooting, police said. State Farm officials said Meyer has worked for the company for the past five years as a claims representative. Company officials had on-site counseling today for employees at the Portage Road location and offices in Grand Rapids and Marshall for employees who know Meyer. "We're very concerned and our hearts are going out to her and her family," Spokeswoman Angie Rinock said.

From the CDC

• According to the CDC, intimate partner violence victims lose a total of nearly 8.0 million days of paid work-the equivalent of more than 32,000 full-time jobs-and nearly 5.6 million days of household productivity as a result of the violence.

A Real Life Example?

• In a company with about 1,800 employees, if 50% are women and 50% are men, that means:

– 288 potential victims– 225 female, 63 male victims – 16% of workforce (or one in 6)

Victims Words About How DV Affected Them at Work:

‘I took time off work to enable bruising to go away . . .

‘I resigned-- I was too ashamed to face my colleagues with my injuries.’

‘I applied for a promotion and put my life into that interview -- I knew it was the only way I could move to another part of the country and escape.’

‘The bruises and disfigurement as well as my anxiety should have prompted my manager to refer me for some support or counseling.’

‘It wasn't the physical violence because bruises and cuts go over time, it was the psychological abuse which stayed with me and affected my whole life.’

Why Are We Talking About This?

• “When you solve million dollar problems every day for a living, when you have a problem with your partner abusing you, you figure you can solve that problem, too. The trouble is, you can’t, because you did not make the person start hitting you, and you can’t make them stop.”

What Are The Healthcare Costs?

• In October 2005, the CDC released results of a study that found the health care costs associated with each incident of domestic violence were $948 for women, and $387 for men as victims.

• The average medical cost for women victimized by physical domestic violence was $483 compared to $83 for men; mental health services costs for women was $207 compared to $80 for men; while productivity losses were similar at $257 for women and $224 for men.

Partner Violence and the Workplace: What Do Employers

Say?• 94% of corporate security directors rank

partner violence as a high security problem• 57% percent of senior corporate executives

said domestic violence is a major problem in society:– One-third of them thought this problem has

a negative impact on their bottom lines– 40% said they were personally aware of

employees affected by domestic violence– 66% said their company's financial

performance would benefit from addressing domestic violence among their employees

Partner Violence and the Workplace: What Do Employees

Experience?

• One study found that approximately 30% of abused working women lost their jobs due to their partner violence situation

• 75% of victims are harassed at work by the abuser

• 37% of those involved in partner violence felt its impact reflected in lateness, missing work, difficulty keeping a job, and difficulty advancing in careers

Partner Violence and the Workplace: Batterers At Work

• Most abusers report being distracted and occupied at work

• Some abusers make costly and dangerous mistakes on the job as a result

• Most abusers use company phones, email, and vehicles to perpetrate domestic violence

• Most abusers use paid work time to go to court (average 7 business days)

Partner Violence and the Workplace: What Do Workplaces

Experience? • Company 1: 78,000 employees, 50% of threat

assessment investigations are DV-related

• Company 2: 79,000 employees, 21% of their workplace violence threats are DV-related

• Company 3: 13,000 employees, approximately 40 “serious” open cases related to domestic violence as a workplace issue at any given time.

National Telephone Survey – What Do Employed Adults

Think?• 61% consider “stopping domestic

violence” a very important national issue on par with better health care (63%), social security (63%) and fighting terrorism (63%)

• 53% are aware that domestic violence is a workplace issue

• 57% know someone affected by domestic violence

• 34% were aware of their employer’s domestic violence policy –

National Telephone Survey- Impact on Victim

21% of those polled were victims – indicated ability to work was impacted:

• 57% distraction• 45% fear of discovery• 40% harassment by abuser• 38% lateness• 34% Fear of abuser’s unexpected visits• 24% In ability to complete jobs on time• 21% job loss• 21% problems with boss

National Telephone Survey – Impact on Co-Worker

• 31% felt obliged to cover for co-worker

• 38% were concerned for their own safety

• 27% had to do the victim’s work• 25% resented co-worker due to the

situation

National Telephone Survey – What Should Workplace

Programs Do?• 70% Provide access to counseling• 57% Provide flexible leave time• 49% Provide benefits to cover counseling

or other needed assistance• 48% Provide training or other information• 42% Provide security (escorts to cars,

etc)• 36% Provide temporary adjustment or

change of job location

What is CAEPV?

• Founded by State Farm Insurance Companies in 1995

• The only national nonprofit in the US founded by corporations themselves with this mission

• Members companies represent over a million employees across the US -- including large and small private employers, units of local government, and service providers themselves

What Is An Employer’s Role?

•Recognize – the signs

•Respond – appropriately within the context of the workplace

•Refer – to the professionals who can assist the employee

How Do You Create A WorkplaceProgram?

Step One: Organize a multi-disciplinary team to oversee the process

Step Two: Develop a corporate policy on partner violence

Creating a WorkplaceProgram

Step Three: Provide Training• Multidisciplinary Team• Managers• Security• Employees

Creating a WorkplaceProgram

Step Four: Build awareness through workplace communications

Step Five: Enlist employees’ help in ensuring the workplace is a violence-free zone

Creating a WorkplaceProgram

Step Six: Broaden communications to include members of the community including stakeholders in your industry and other organizations

How Can You Do To PreventDV From Coming To Work?

• While you can’t prevent the EFFECTS from coming to work, you can prevent a workplace event from happening by:– Clearly communicating your procedures on workplace

violence to employees – especially the fact that you recognize that DV has an impact on your workforce

– Informing employees they can call Security or HR without fear of reprisal if they have a DV related concern

– Training employees to recognize the signs of an abusive relationship – for themselves and co-workers

– Informing employee exactly who they should approach for assistance at your workplace

Possible Warnings Signs:Potential Victim

• Excessive absences or tardiness?• Sudden or sustained drop in productivity?• Unable to concentrate or appears distracted,

depressed or anxious?• Frequent unexplained bruises or injuries?• Excessive calls, visits or faxes from their partner?

(Do these interruptions seem to cause distress to the employee?)

• Frequently breaks appointments? • Unable to travel for work?• Wears concealing clothing in warm weather?• OVERACHIEVER?

Why Doesn’t My Employee Just Leave?

• Dynamics of an abusive relationship• Lack of social support for victim and

family• Economic dependency• Religious beliefs• Cultural issues• Feelings of shame, love and fear for

themselves and/or their children• Fear for their lives

Cycle Of Violence

Tension, Explosion, Apologies

Stage One; Tension

Tension

Stage Two: Explosion

Tension, Explosion

Stage Three: Apologies

Tension, Explosion, Apologies

What Next?

Tension, Explosion, Apologies. . ?

Role Play

• Rescuer Model

• Empowerment Model

Communicating With A Victim

• Plan what you are going to say• Describe observations w/out judgment• How can I help you?• Recognize that leaving increases danger

– stress issues of safety• Emphasize your concern and support• Use “Empowerment” Role Play as a

guide

Communicating With A Victim

(continued)• Do not try to solve the problem for

him/her• Provide information and referral• Understand that leaving takes time• Discuss options for temporarily

adjusting job expectations if appropriate

Risk Assessment

• Does the victim believe the threats?• History of violence?• Access to weapons?• Centrality• Stalking• Control• Other concerns – escalation of drinking/drug

use, childhood history of violence, blaming behavior, lack of empathy

Potentially The Most Dangerous Time?

• In cases of homicide related to domestic violence; 75% of the time it is when the victim is leaving or has left the abuser

• Leaving is potentially VERY dangerous for a victim – this must be kept in mind and communicated to employees

DV Checklist

• All threats should be taken seriously• If immediate, call 911 and

Protective Services• If not immediate, refer to the EAP• Each case is different• Consult experts to help make an

accurate threat assessment

Implementing Safety Procedures

• Distribute perpetrator's photo• Give victim a close parking space or parking in a supervised

area • Offer victims a security escort to their cars or to public

transportation• Change the employee's shift • Review staff telephone directory – consider having the victim’s

number removed, or having external calls to the victim re-routed• Offer temporary relocation to another facility • Ensure the employee has an emergency cell phone• Avoid locating the victim in an isolated workstation out of site of

fellow employees

Implementing Safety Procedures (cont.)

• Ask the employee to have the work address listed on any protective order the employee receives against the perpetrator, and request a copy of those orders

• If victim must travel alone for work, establish routine check in times (in addition to cell phone)

• Encourage employee to develop a personal safety plan to prepare in advance for possibility of future violence by the perpetrator in all locations where the victim might be found

Implementing Safety Procedures (cont.)

• Use of company policies, programs, and resources to keep the employee safe (e.g., flexible leave, job sharing, time off to go to court, counseling, move to a safe location, and to do anything else necessary for the employee’s safety)

• Use of state, and local laws to assist victim

• Follow up with victim on a regular basis to assess any new developments

Documenting Partner Violence Incidents

• Document each report of domestic violence in the workplace no matter how minor it may seem (including threats

• Documentation kept by the company should reflect workplace concerns/issues only.

• Document any appearances or communications made by the perpetrator

• All documentation about the DV situation should be kept in a secure central file

• All documentation should be treated as sensitive company information with limited distribution

• Information in the reports should be shared on a strict “need to know” basis

Possible Warning Signs:Potential Batterer

• May display work performance problems which should be addressed by the manager and/or HR

• Some of the signs below could imply potential workplace violence:– May (or may not) demonstrate violence at work– May bully others at work– Blames others for problems, especially the victim– Denies problems– Defensive injuries (scratches)– Absent or late due to court or other issues related to

the abuse– Calls victim repeatedly during work hours

What Should You Do When Dealing With Possible Abusers?• Follow written Workplace Policies• Include the HR and Security

before taking any action• Assess the risks• Respond Appropriately• Discipline or terminate carefully• Provide EAP • Take action that is in accordance

with workplace policy

But What About?. . .

Invasion of Privacy?

Confidentiality?

But What About?. . .

When Both Parties Work For You?

But What About. . . ?

“What happens when someone tells us that a partner threatened the workplace but then they don’t

want us to do anything?”

Case Study

• Refer to the “Case Study: When Both Parties Work For You”

• What do you think could have been done better? Differently?

Key Points to Remember

• Focus on safety for victim and workplace

• Company representatives don’t act as counselors

• Managers won’t know exactly what to do in all situations– Act as a conduit

More Key Points…

• Knowing right referrals is most effective

• Policies and protocols are guidelines only

• Environment must be open and comfortable

What Difference Does It Make?

• Increases Productivity• Decreases Absenteeism and

Turnover• Decreases Liability• Enhances Safety And Security• Saves lives

Web Sites For More Information

Corporate Alliance to End Partner Violence – www.caepv.org

Safe At Work Coalition –www.safeatworkcoalition.org