As an employer why should you care about domestic violence?
Domestic violence is one of the fastest growing and most serious crimes that take place in Utah today. Unfortunately many victims of domestic violence keep the abuse in their lives a secret. As a result, employers may not always know that a problem exists. In some cases employers may recognize a problem, but may be unsure how to assist, or even if they should. Addressing domestic violence and abuse can be a very sensitive issue, especially when it involves an employee, but the truth is that domestic violence should be everyone’s business.
On this page you will find valuable information that will help employers understand why it is important to address their employee’s domestic violence issues. Also, information and suggestions on what employers can do to assist employees that are victims of domestic violence.
How domestic violence may be affecting your business?
Whether you chose to believe it or not domestic violence is not just a private matter that stays at home when an employee leaves for work, but in most cases the victims carry this burden with them wherever they go. In a survey conducted in 2002 with senior corporate executives, 91% agreed that domestic violence affects both the private and working lives of their employees.1 As an employer this means spillover effects into the workplace. According to the Center for Disease Control and Prevention, it is estimated that domestic violence cost companies collectively more the $8 billion annually in health care, absenteeism, lost productivity and employee turnover.2 Facts speak for themselves. As an employer you may want to consider some of the negative effects domestic violence may be having on your business.
Domestic Violence leads to a reduction in employee productivity.
In one study of domestic violence victims, 41 percent said they faced job performance problems and 48 percent admitted they had difficulty concentration on the job. In addition, 19 percent of those surveyed reported having a workplace accident or near miss as a result.
In another study 38 percent of women who experienced domestic violence reported that the abuse they faced had a large impact on their work performance in the form of lateness, missed days, keeping a job, and promotion opportunities.
47% of senior executives polled agreed that domestic violence has a harmful effect on the company’s productivity.
As reported by the Center for Disease Control and Prevention as a result of domestic violence, victims lose an estimated 7.9 million paid work days each year. The number of lost days due to domestic violence is the equivalent of 32,000 fulltime jobs.6 This is time lost due to a direct physical injury from domestic violence and also time spent in legal proceedings as a result.
The Centers for disease Control and Prevention estimates that the annual cost of lost productivity due to domestic violence equals $727.8 million. These cost included reduction of employee productivity, increased health cost and paid time off given to workers.
Issues regarding domestic violence in the workplace are more common that you might think. According to the U.S. Department of Justice, about 18,700 incidents occur per year.8 Often victims are harassed by phone calls and even stalked by former or current partners that they are experiencing violence with. This can be a large distraction for the victim and can also affect others in the workplace. Not only can this lead to distractions, but could potential pose a liability for the company should the domestic violence issue take place while an employee is at work.
The total health care cost of family violence is estimated in the hundreds of millions each year. A large part of this is paid for by the employer. Around 44% of executives surveyed said that domestic violence has increased their companies health care cost.
As an employer you may have limited control over the domestic issues that employees face outside of the work place, but taking notice and showing concern may be a first step. Addressing these issues can lead to an increase in productivity, reduction of cost, and an overall happier and safer workforce. Here are a few suggestions that may help you approach this issue:
-Create a work place environment that has a zero tolerance for work place violence. You may not be able to control everything that happens at work, but you can create an environment that employee feels safe and comfortable in.
-Many companies have an open door policy. This policy may help employees feel comfortable enough to come forward and reach out for help.
-Finally if you are not sure how to approach a domestic violence or may not feel qualified to discuss the situation with an employee, there are multiple sources in Utah you may consider directing an employee to.
YWCA of Box Elder County Brigham City (435) 723-5600
Peace House, Park City (435) 647-9161
Community Abuse Prevention Services Agency, Logan (435) 752-4493 or (735) 753-2500 Hotline
Women in Jeopardy Program YWCA, Salt Lake City (801) 355-2804
YCC of Ogden/Northern Utah, Ogden (801) 392-7273
Tooele County Women’s Shelter, Pathways, Tooele (435) 843-1645 or (800) 833-5515
Gentle Ironhawk Shelter, Blanding (435) 678-2445 or (866) 206-0379 Hotline
Coleen Quigley Women’s Center, Price (435) 637-6589
Women’s Crisis Shelter, Vernal (435) 781-4250 or (435) 790-4607 Hotline
Canyon Creek Women’s Crisis Center, Cedar City (435) 867-9411 or (435) 865-7443 Hotline
Dove Center, St. George (435) 628-1294 or (435) 628-0458 Hotline
Seekhaven, Moab (435) 259-2229
The Center for Women & Children in Crisis, Provo (801) 374-9351 or (801) 5500 Hotline
New Horizons Crisis Center, Richfield (435) 896-9294 or (800) 343-6302 Hotline
South Valley Sanctuary, West Jordan (801) 255-1095