Domestic Violence is a Workplace Issue

By Jane Boucher

The majority of battered woman in the United States work outside of the home. This fact has a tremendous impact on the workplace as illustrated by the following statistics:

One in four American women report that a husband or boyfriend at some point in their lives has physically abused them. American employees miss 175,000 days per year of paid work due to domestic violence. A survey of security directors in corporations nationwide revealed that 94% of those surveyed believe that domestic violence is a high security problem at their companies. Domestic violence results in hundreds of millions of dollars in health care cost in the United States, much of which is paid for by employer benefits.

Due to epidemic levels of violence in the workplace many companies across the country are recognizing that responding to domestic violence is "good business" and are implementing policies that help employees who are facing domestic violence. Businesses are working to create an environment that is safer for victims. Many employers are implementing these policies:

Management training that raises awareness and sensitivity. Training includes how to recognize the signs of domestic violence and how to discuss with all staff members policies regarding domestic violence. Creating an environment in which it is safe to talk about domestic violence. Efforts include employee training, brown bag seminars, newsletter articles, posters, safety cards and brochures on domestic violence. Changes to improve security such as providing security personnel with a photograph of a batterer; relocating an employee to a safer work area; installing a panic button or other security device at an employee's work station; escorts to parked cars; adequate lighting in parking lots; and priority parking near the building for an employee who fears an attack at work.
Counseling services provide employees with therapists trained to counsel on domestic violence. Benefit leave, hiring, and discipline policies that accommodate employees' needs for flexibility in their schedule if they need to attend court proceedings, meet with a counselor or lawyer, etc.

·    Develop and carry out management training.
·    Develop an education plan.
·    Make changes to improve security.
·    Provide counseling.
·    Develop policies that address domestic violence.