Steps to Take in the Workplace to End Domestic Violence

At one time, employers may have thought of domestic violence as something that not of their concern, a “private family matter” that should not be brought to work. As societal awareness of domestic violence has grown in recent years, employers and labor organizations have begun to consider the special needs of their workers who may be victims or perpetrators of domestic violence. The same organizations have begun to consider the implications of those needs for corporate policy, program, and interest.

Employers and unions are now realizing that domestic violence affects people in the workplace in many ways that have a direct bearing on productivity and effectiveness. As a result, employers are starting to seek help in developing policies and programs to address human resource issues, work place safety, workplace security and employee training as well as education on the dynamics of domestic violence.

Here are ten steps employers, employees, and unions can take in the work place to end domestic violence:

Corporate Policies

1. Discuss with your CEO or management team the possibility of adopting principles that clearly communicate your commitment to establishing a workplace that is intolerant of domestic violence.
   

2. Work with the leadership art your workplace to develop and implement personnel leave and benefit policies which recognize and are responsive to the particular needs of employees who are victims of domestic violence

Human Resource and Employee Assistance Programs

1. Determine whether your company’s employee assistance program includes domestic violence services or referrals. If it does not, speak with your human resources director or the appropriate manager about the possibility of expanding the program to address the needs of employees facing family violence in their homes.
   

2. Establish a training program for all supervisors and managers at your workplace to give them guidance on how to respond when an employee is a victim of domestic violence. Contact your local domestic violence shelter or program to setup several training sessions addressing the dynamics of domestic violence and for educational materials on local domestic violence services.

Education for Employees of Domestic Violence

1. Sponsor a workshop or a series of workshops on domestic violence. Invite a speaker from your local domestic violence program who can share information on local resources. Be aware that a presentation about abuse can be difficult for victims and survivors.
   

2. Distribute educational materials about domestic violence to all employees in your workplace. Display brochures and posters in public places that explain the issue and send the message that there is no excuse for domestic violence. Make victim safety information available in private places such as restrooms or in paycheck envelopes.
   

3. Include an article about domestic violence in your company newsletter or bulletin.

Security in the Workplace

1. Find out whether security guards at your workplace have been trained to handle the special safety needs of battered women, who may be stalked at work. If they have not, speak with the appropriate manager to arrange training and to help security personnel develop safety procedures. Be sure to contact your local domestic violence program for vital information that should be considered.
   

2. Set up a meeting between security personnel at your workplace and local law enforcement agencies to help facilitate appropriate information sharing and the development of collaborative working relationships.

Resources

• For more information on addressing domestic violence in the workplace or for assistance please contact your local domestic violence program/shelter or you may contact the Ohio Domestic Violence Network, the statewide coalition on domestic violence at (614) 781-9651 or (800) 934-9840.