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To have JoyPowered® workplaces, we need to have safe and secure environments for our people. Domestic violence has a significant impact on the workplace, so it’s important for employers to understand how to support and protect employees who are facing domestic abuse. Over half of workplaces in the US do not have a formal policy on domestic violence, but 74% of HR professionals report having assisted an employee who has experienced domestic violence in the last year. Almost all domestic violence victims experience problems at work due to the abuse, 30-60% of intimate partner violence is reported to occur on workplace premises, and 70% of abusers use their work computers to intimidate or monitor their partners.

Many organizations feel like they’ve addressed this issue by having a policy against violence in the workplace. That’s important, and we should have policies focused on keeping violence out of the workplace – but we should also address how we can help protect employees experiencing domestic abuse. Know that your workplace may be a safe space for employees who are being abused, and be on the lookout for signs like frequent or unexplained absences, reluctance to leave at the end of the day, or emotional responses to personal calls and texts.

If you’ve noticed behavior that makes you think an employee may be a victim, approach them in a private conversation and a private setting. Let them know the behavior that you’ve noticed, that you’re concerned, and that you’re an open door and a safe space if they need support. Let them dictate how much they tell you and what they feel comfortable and safe sharing. Ask them what you can do to ensure their safety – don’t make assumptions or tell them what you’re going to do. Let them know about available resources like EAP programs or local domestic violence agencies. And document noticeable incidents, injuries, or unusual behavior.

Providing time off and flexibility with job protection can be helpful as victims connect with resources, go to court, move, etc. Be open to things like changing emergency contacts, possible job transfers, and eliminating direct deposits into joint accounts. Help employees think through safety plans if they feel it’s necessary. Err on the side of belief – assume that they’re telling the truth, and reassure them it’s not their fault. It may be your instinct to immediately pull them out of the situation, but it’s important to respect the employee’s decisions and meet them where they are. It may not be the safest or best time for them to leave, so the key is offering non-judgmental support.

In this episode’s listener question, we’re asked how to get a manager to provide specific feedback. In the news, there may be a connection between unusual benefits and lower employee turnover.

Mentioned in this episode:

• Purple Ink
• Susan Tinder White Consulting
• ”Shocking Domestic Violence in the Workplace Statistics Revealed by Surveys”
• ”Empowering Domestic Violence Survivors in the Workplace”
• Sheltering Wings
• domesticshelters.org
• Cassie on LinkedIn
• ”Ranked: The most unusual employee benefts and their impact on company success”
• JoyPowered® Memberships
• JoyPowered® on LinkedIn
• JoyPowered® on Instagram
• Email JoyPowered®

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