According to the Canadian Labour Congress, one in three workers has experienced domestic violence. Eighty-nine percent of these individuals report that domestic violence significantly affects their work performance, leading to distractions, interruptions by abusers, and difficulties with concentration.
Domestic violence is a pattern of harmful behaviours in which one intimate partner seeks to control or intimidate the other. While this may manifest as physical violence such as hitting, it also includes emotional and sexual abuse, threats, and financial control. It can involve verbal insults and manipulation in both personal and digital interactions.
Domestic violence is a pervasive issue that significantly impacts employees and, by extension, workplace productivity. With one in three workers having experienced domestic violence, organizations must recognize their role in addressing this crisis.
Educating employees about the signs and symptoms of domestic violence empowers them to be upstanders, allowing them to voice concerns about peers’ potential risks to HR professionals or leadership. This proactive approach fosters a supportive environment where affected individuals can seek help without fear of stigma and can rely on a caring support system.
Employers can implement several key strategies to create crisis-ready workplaces. These include comprehensive training programs on domestic violence, clear reporting mechanisms for employees to express their concerns, and supportive policies that provide access to necessary resources.
By fostering a culture of awareness and support, organizations can enhance employee well-being and contribute to a safe and productive work environment. Through deliberate actions, they set the stage for meaningful change in addressing domestic violence within the workplace.
Recognizing the signs of domestic violence
Recognizing the signs of domestic violence is essential for providing support to affected employees. The following behaviours and indicators may suggest someone is experiencing domestic violence:
Visible physical injuries: Employees may show signs of bodily harm, such as bruises, cuts, or other unexplained injuries.
Stress-related illnesses: Frequent health issues such as headaches, gastrointestinal problems, or other stress-related conditions may be present.
Marital or family problems: Employees may discuss ongoing conflicts at home or appear distracted due to family issues.
Alcohol or drug use: There may be an increase in substance use as a coping mechanism.
Depression or suicidal thoughts: Signs of depression, including hopelessness or thoughts of self-harm, can be significant indicators.
Absenteeism and lateness: Frequent absences, arriving late, or leaving work early may suggest personal turmoil.
Strict adherence to time: A sudden commitment to strict starting and ending times could indicate someone is trying to create boundaries around their work schedule to manage a difficult home situation.
Inability to travel for work: Difficulty attending work-related events or traveling can signal restrictions imposed by an abuser.
Decreased job performance: A noticeable decline in work quality or productivity can indicate personal distress.
Unusual or excessive phone calls: An employee may receive many phone calls throughout the day, interrupting their work.
Disruptive personal visits: Frequent, unexpected visits from a partner or family member at the workplace may indicate controlling behaviour.
Abrupt personality changes: A sudden shift in demeanour, such as increased isolation from coworkers or withdrawal from office activities, can be a warning sign.
Fatigue: Constant tiredness or lack of energy may result from sleep disturbances caused by domestic violence.
Changes in personal hygiene or appearance: A noticeable decline in personal grooming or work attire may indicate an employee is experiencing personal challenges related to domestic violence.
Preparing for domestic violence in the workplace
Addressing domestic violence in the workplace is a critical responsibility for employers and leaders. Given the profound impact domestic abuse can have on employees’ well-being and productivity, employers must implement effective strategies to support those at risk. Preparing for potential situations requires a proactive approach emphasizing planning, communication, and ongoing evaluation.
Using a Plan-Do-Check-Act (PDCA) framework is an effective method to ensure workplace preparedness. This structured approach encourages organizations to evaluate all actions through a continuous improvement lens to confirm they are operating as intended.
The following strategies can help organizations prepare for domestic violence:
Safe and respectful workplace policy: Incorporate a clear stance on domestic violence into workplace policy, outlining the employer’s commitment to addressing the issue. During training, make employees aware of how they can support colleagues at risk. Educate all employees on their responsibility to report experiences or observations of domestic violence to their direct supervisors and HR, ensuring they know how to access support and initiate appropriate actions.
Include domestic violence in leave policies: Whether in a union or non-union environment, support employees in crisis by allowing them to take time off when needed without fear of repercussion. In union settings, ensure that collective agreements include language allowing domestic violence leave.
Establish safety plans: Collaborate with local domestic violence shelters to develop safety plans that employees can follow in the event of danger. Inform HR, leadership, and employees about this crisis-readiness action plan, making it easily accessible during emergencies.
Crisis readiness protocols: Develop a crisis response plan for scenarios where an abuser shows up at the workplace. This plan should include procedures for contacting law enforcement and setting standards to reduce the risk of violence escalating.
Financial security: Ensure that employees experiencing domestic violence know their rights to paid leave under jurisdictional labour standards. Inform them about the disability programs available if they experience mental harm or physical injuries, promoting financial stability.
Provide access to counselling resources: Offer access to counselling services through employee and family assistance programs and benefit packages. Ensure that providers have access to highly skilled mental health professionals trained to support victims of domestic violence and trauma.
Provide education to increase awareness: Include domestic violence in workplace mental health education series, covering signs of abuse, the cycle of domestic violence, barriers to seeking help, and how employers can assist when necessary. This education can empower victims and encourage peers to speak up.
Encourage peer support programs: Create peer support groups to allow employees to share experiences and provide mutual support for those dealing with domestic violence.
Foster open communication: Promote a culture where employees feel safe discussing domestic violence without fear of judgment, creating an environment conducive to disclosure.
Distribute resource materials: Provide printed and digital materials outlining community resources for domestic violence victims, making it easier for employees to access help.
Train leaders and HR for crisis support: Train leaders and HR personnel to support employees experiencing emotional crises related to domestic violence, helping them stabilize and connect with professional support.
Engage in regular policy reviews and updates: Conduct regular reviews of workplace policies related to domestic violence to ensure they are effective and relevant. Involve employees in feedback sessions to identify areas for improvement and adapt to the evolving needs of the workforce.
Call to action
As domestic violence continues to impact countless employees, employers must take a proactive stance in preparing their workplaces. A safe and supportive work environment is essential for employees’ well-being, productivity, and morale. Organizations can significantly enhance their crisis readiness by implementing a PDCA action plan to prevent and address domestic violence.
Being crisis-ready offers multiple benefits for employers. It demonstrates a commitment to employee welfare, fostering loyalty and trust among staff. A well-prepared workplace can reduce absenteeism, lower turnover rates, and increase productivity by supporting employees struggling with domestic violence issues. It can also protect the organization from potential legal repercussions and reputational damage from failing to address such critical issues.
These actions create a healthy and responsive workplace culture and position an organization as a leader in employee support. Now is the time for employers to commit to being crisis-ready, ensuring their work environments empower all employees to thrive in challenging circumstances.
