The Centers for Disease Control published 2005 data that showed intimate partners injured over 2 million women every year. Nearly one in four women has been victimized by an intimate partner at some point in her life. The US Department of Justice estimates that during a twelve-month period between 2005 and 2006, stalkers harassed 3.4 million people. Why should these grim statistics concern you, the business owner? Because intimate partner violence (IPV) costs businesses an estimated $5.8 billion per year, according to the Centers for Disease Control's 1995 statistics.
Remember that IPV can spill into the workplace. The Federal Bureau of Investigation states that up to five percent of workplace homicides involve previous domestic violence or stalking behaviors. Every violence in the workplace policy should address IPV and restraining orders.
According to research published in the American Journal of Preventative Medicine, long after IPV ends, women continue to incur higher than usual health care utilization and costs. Even after IPV ends, women frequently continue to suffer increased risk for a both physical and psychological problems, including headaches, chronic pain, gastrointestinal disorders, depression, anxiety, and acute and chronic injuries. These types of complaints increase medical visits and absenteeism and may be a red flag for intervention.
What can a business owner do? First, do not fall into the "it isn't happening here" mindset. If you have more than a few employees, it may well be happening there. If three out of ten women are abused by their intimate partners as some statistics propose, it is not difficult to see that it may well be happening in your organization.
Next, take a moment to calculate the cost of IPV to your organization. One IPV event costs a business an average of $250,000 in decreased productivity, higher stress and job flight, according to a 2000 article in Workforce. Calculate the cost of domestic violence to your organization at this link.
Implement a workforce policy, similar to a harassment reporting policy, guiding employees to report known or suspected IPV. An employee assistance program with solid IPV resources can help reduce absenteeism and potential spillover violence. Supervisors should receive special training. For example, when a supervisor becomes aware of a restraining order against a reportedly abusive intimate partner, how should he or she handle the matter? If you organization has not detailed the reporting path and procedures in advance, managing the incident after it arises can lead to costly, even fatal, mistakes.
Begin an awareness campaign that highlights the serious nature of IPV and your company's philosophy regarding IPV. Adjust work schedules and give reasonable leave for employees facing violence. Protect the confidentiality of your employees as much as possible. However, business owners cannot afford to ignore the reality that IPV can easily spill into the workplace. As a business owner, do you continue to employee one person at the expense of the rest of your workforce? You will need guidance from human resource experts or legal counsel when faced with that decision.
Domestic violence also strikes men, who may be more reluctant than women to report abuse. An estimated 835,000 men face abuse each year in the United States, according to a survey in 2000 undertaken by the US Department of Justice. Don't forget men in your IPV campaign.
Before you begin your campaign, get help from professionals. Your employment counsel may be able to help you draft a policy, but several organizations provide excellent resources. These include the Corporate Alliance to End Partner Violence, The National Domestic Violence Hotline, and the American Institute on Domestic Violence.
Domestic violence affects us all as violence ripples across our nation's families and businesses. Organizations that stand face-to-face with their employees to help end abuse will ultimately benefit from a safer, more productive workplace
Remember that IPV can spill into the workplace. The Federal Bureau of Investigation states that up to five percent of workplace homicides involve previous domestic violence or stalking behaviors. Every violence in the workplace policy should address IPV and restraining orders.
According to research published in the American Journal of Preventative Medicine, long after IPV ends, women continue to incur higher than usual health care utilization and costs. Even after IPV ends, women frequently continue to suffer increased risk for a both physical and psychological problems, including headaches, chronic pain, gastrointestinal disorders, depression, anxiety, and acute and chronic injuries. These types of complaints increase medical visits and absenteeism and may be a red flag for intervention.
What can a business owner do? First, do not fall into the "it isn't happening here" mindset. If you have more than a few employees, it may well be happening there. If three out of ten women are abused by their intimate partners as some statistics propose, it is not difficult to see that it may well be happening in your organization.
Next, take a moment to calculate the cost of IPV to your organization. One IPV event costs a business an average of $250,000 in decreased productivity, higher stress and job flight, according to a 2000 article in Workforce. Calculate the cost of domestic violence to your organization at this link.
Implement a workforce policy, similar to a harassment reporting policy, guiding employees to report known or suspected IPV. An employee assistance program with solid IPV resources can help reduce absenteeism and potential spillover violence. Supervisors should receive special training. For example, when a supervisor becomes aware of a restraining order against a reportedly abusive intimate partner, how should he or she handle the matter? If you organization has not detailed the reporting path and procedures in advance, managing the incident after it arises can lead to costly, even fatal, mistakes.
Begin an awareness campaign that highlights the serious nature of IPV and your company's philosophy regarding IPV. Adjust work schedules and give reasonable leave for employees facing violence. Protect the confidentiality of your employees as much as possible. However, business owners cannot afford to ignore the reality that IPV can easily spill into the workplace. As a business owner, do you continue to employee one person at the expense of the rest of your workforce? You will need guidance from human resource experts or legal counsel when faced with that decision.
Domestic violence also strikes men, who may be more reluctant than women to report abuse. An estimated 835,000 men face abuse each year in the United States, according to a survey in 2000 undertaken by the US Department of Justice. Don't forget men in your IPV campaign.
Before you begin your campaign, get help from professionals. Your employment counsel may be able to help you draft a policy, but several organizations provide excellent resources. These include the Corporate Alliance to End Partner Violence, The National Domestic Violence Hotline, and the American Institute on Domestic Violence.
Domestic violence affects us all as violence ripples across our nation's families and businesses. Organizations that stand face-to-face with their employees to help end abuse will ultimately benefit from a safer, more productive workplace
No comments:
Post a Comment