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Developing a domestic abuse workplace policy
Helen Snow, Senior Associate, Geldards LLP
Jennifer Dunne, EHRC
Equality and Human Rights Commission• Created October 1st 2007• Independent statutory body• Promote and protect human rights• Protect, enforce and promote equality
Domestic abuseCan include a wide range of abusive and controlling behaviours, including:•Physical•Psychological•Emotional•Sexual •Financial control
Question 2What % of the Welsh population think that
domestic abuse is best handled as a private matter rather than by the police?
A.4 %
B.9 %
C.19 %
Question 3In the UK, how many women a year are killed by a current of ex- partner?
A.10
B. 50
C.100
D.200
Question 4How many times is a woman likely to experience physical abuse before reporting it?
A.10 times
B.25 times
C.35 times
Question 5Women are most at risk of life threatening or fatal violence when they
A.Remain in the violent situation
B.Attempt to leave the violent situation
C.Have recently left the violence situation
Question 6What steps can employers take to address domestic abuse?
A.Have a workplace policy
B.Provide training
C.Build awareness through a campaign
D.All of the above
Domestic abuse is a human rights and equality issue• Human Rights
– European Convention on Human Rights– Human Rights Act 1998
• Equality Act 2010 –public sector equality duty
Domestic abuse impacts onproductivity and performance• 75% of women who experience domestic abuse
are targeted in the workplace• 53% of abused women miss at least 3 days of
work a month• Domestic abuse costs the UK economy £1.9
billion
The effect on your organisation• Decreased productivity and performance
management issues• Administrative difficulties• Absence management issues
– Sick pay (possibly enhanced)– Cover– Wellbeing of other team members
• Increased employee turnover
Developing a policyA workplace policy will•Raise awareness of domestic abuse•Identify responsibilities•Provide a framework for managers and staff•Ensure a provision of support and safety
Implementing a policy• Top down buy-in• Training• Publicise and communicate the policy• Raise awareness• Review and monitor policy
The role of managers• First line of communication• Facilitate the conversation• Ask the difficult questions• Non-judgmental and supportive environment• Don’t be a hero!
Top ten tips1. Look for changes in behaviour and/or changes
in the quality of work performance for unexplained reasons
2. Look for changes in the way an employee dresses i.e. excessive clothing on hot days, changes in make-up worn
3. Believe an employee if they disclose experiencing DA
Top ten tips4. Reassure the employee that the organisation has
an understanding of how DA may affect their work performance and the support that can be offered
5. Divert phone calls and email messages
6. Agree with the employee what to tell colleagues and how they should respond if their ex/ partner telephones or visits the workplace
Top ten tips7. Ensure the employee does not work alone or
in an isolated area
8. Keep a record of any incidents of abuse in the workplace,
9. Put up helpline posters on the back of toilet doors
10. Have a list of the support services offered in your area
Taking action works• A good investment to retain skilled and
experienced staff• Staff will feel safe and supported = more
disclosures• Reduce sickness absence, save money and save
lives
EHRC toolkit• Digital story• Practical tips and guidance for developing a
policy• Bridget’s story – the business case for having a
policy
Further informationJennifer Dunne, EHRC
DD: 029 2044 7710
E: jennifer.dunne@equalityhumanrights.com
W: www.equalityhumanrights.com/yourbusiness
Helen Snow, Senior Associate, Geldards LLP
DD: 029 2039 1497E: helen.snow@geldards.com
DiscussionHow can employers play a stronger role in raising awareness, identifying responsibilities and responding to the early signs of domestic abuse?
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