The Work Clinic

When you employ someone, you get the whole package and whatever is going on in their life comes with them into work. It is important for employers to realise that they may have helped someone without even knowing. Just having the National Domestic Violence Helpline number on the staff notice board may be enough.

And managers need to realise that they do not need to be experts. They just need to remember the ‘Three Rs’ – Recognise, React and Refer. Recognise that there is a problem. Do something about it. Tell someone in authority or offer an opportunity to the victim to talk about it if they feel comfortable. And refer them to the people who have all the tools to help – Refuge or Womens Aid or other appropriate charities.

An employee assistance programme can be vital for victims of domestic violence. Victims rarely make it to the occupational health department. If they do, it is generally due to other complaints, such as frequent absences, ostensibly due to stress. But when we do see them, these people really open their hearts. We can’t treat them, but we can point them in the right direction. I’ve been carrying out occupational health audits, and have been recommending that organisations provide their staff with access to psychologists who could offer them supportive psychology. The problem should still be tackled at the root.

No one can realistically expect employees to leave their home life at the office door. Providing support starts with developing and embedding an open and honest culture, giving employees the confidence to turn to their colleagues confidentially for support without fear of prejudice or judgement. That culture needs to run throughout the organisation. Managers should be supported in identifying signs of stress, and be able to provide information on support mechanisms. At PwC a confidential employee assistance helpline provides independent external support for employees on a range of personal issues. And as with so many issues related to employee wellbeing, applying best practice tools and techniques reinforces employees’ respect, loyalty and productivity - in good times and in bad.

Thank you for posting this information. As I research around the globe to assist in my DV consulting to businesses, it's helpful to know what others are doing. Posting about this issue will help to communicate that abuse is unacceptable, that victims have resources and that offenders can choose counseling. Fiona Bowman's comment ties into my management training theme as well:The three R's; and having the right referral sources is key.

Stephanie Angelo, SPHR
www.hressential.com

Thank you for posting this information. As I research around the globe to assist in my DV consulting to businesses, it's helpful to know what others are doing. Posting about this issue will help to communicate that abuse is unacceptable, that victims have resources and that offenders can choose counseling. Fiona Bowman’s reference to the three R’s ties to what I teach managers as well. And having the right, and pre-evaluated, resources to refer to is key.

Stephanie Angelo, SPHR
www.hressential.com

Domestic violence is a serious issue which has a significant impact on the individual concerned as well as their attendance / performance. Policies that offer a supportive framework for Managers to deal the issues can make a real difference to the lives of everyone who is affected. Too often the problem is that people just don't know what to say or do to help.

Although I support and endorse the views expressed in the article I was concerned that the picture on the blog shows a male perpetrator and female victim, all of the statistics relate to women who are victims and the article only refers to female victims. The reality is very different, one in five victims are male and as men are far less likely to report incidents where they are the victims of domestic violence the true scale of the problem is likely to be even higher. The lack of help and support available to male victims compounds this problem as there's no point in admitting that you are a victim when there isn't any help available.

Domestic violence policies need to be written for both male and female victims (and perpetrators as many couples work for the same company and the Policy should offer guidance on dealing with everyone involved.) As HR professionals we need to acknowledge that there are both male and female victims and male and female perpetrators rather than perpetuating the male on female sterotype that inhibits male victims from coming forward.

HR professional are just that. A resource to human beings. And human beings face different challenges in many areas of their lives. As Vicki Broadhurst stated, "No one can realistically expect employees to leave their home life at the office door."

As we used to say in work comp/ industrial medicine in California. You get the employee as you find them. Preexisting conditions and all.

Well we get our employees as we find them with regard to issues of issues at home, and pretending that problems at home will not affect their work is to be in denial

Proactive HR professionals are the ones who get out in front of these issues and offer the appropriate assistance and workplace environment

Additionally, a proactive HR department can also significantly mitigate the risk of spillover into the workplace.

Once that violent batterer has rumbled over your front desk looking for his wife or partner that has just left him, its too late to play catch up. The damage is done and the financial and human cost off the charts

A stitch in time.......

Larry Kaminer