Domestic violence awareness
It might be tempting to dismiss domestic violence as a private problem or an issue for law enforcement. But domestic violence doesn’t have boundaries. That’s even more true now that the home is also the location of work for many employees.
In observance of Domestic Violence Awareness Month, we’re sharing how supervisors can know the signs of domestic violence and what they can do about it.
Impact of domestic violence on the workplace
The U.S. Department of Labor and the Society for Human Resource Management (SHRM) report that:
- Victims of domestic violence lose nearly 8 million days of paid work per year in the U.S., resulting in a $1.8 billion loss in productivity for employers.
- Rates of domestic violence rose as COVID-19 social distancing efforts increased isolation and made it harder for survivors to get help.
- 21 percent of full-time employed adults said they were victims of domestic violence. 74 percent of that group said they’ve been harassed at work.
Recognize the signs
According to the Center for Domestic Peace and the SHRM, signs in the workplace that an employee may be experiencing domestic violence include:
- Visible physical injuries, such as bruises, cuts, and burns. These may be blamed on “clumsiness.”
- Takes unplanned time off, or is late, absent, or leaves early. No clear explanation.
- Wears concealing clothing that doesn’t match the weather. For example, long sleeves on a hot day.
- Displays signs of depression, anxiety, fear, and/or fatigue.
- Receives disruptive phone calls, texts, emails, or personal visits at work.
- Begins having performance issues.
No one sign indicates that domestic violence is occurring. If you notice these signs, consider whether they’re part of a pattern or grouping of behaviors.
Raise awareness in the workplace
Employees struggling with domestic violence may be concerned that an employer will discriminate against them. You can cultivate a workplace culture where employees feel safe reaching out for help.
- Include domestic violence awareness information in employee orientations.
- Share information during wellness and safety events.
- Include this information on the intranet.
- Place posters and brochures in staff common areas, like lunchrooms and bathroom stalls.
- Share newsletters and resources with your teams.
Supportive actions
Articles from the Harvard Business Review and SHRM offer the following suggestions for employers supporting employees who are victims of domestic violence.
- Know your organization’s policies on domestic violence in the workplace.
- Watch for changes in employees’ performance. Consider whether outside factors, such as abuse, could be affecting performance.
- Make a safe space. Create psychological safety. Listen authentically. Tell the employee that you believe him or her.
- Empower employees to support each other. Consider providing training. Promote “citizenship behaviors,” like covering for each other when needing time off work.
- Communicate your concerns for the employee’s safety. Ask them what changes could make them feel safer.
- Refer the employee to the EAP.
- Be clear that your role is to try to help. Avoid judging the employee if they choose to stay with or return to the abusive person or situation.
- Consult with security staff if there is a concern about workplace safety. Security may work with the employee to develop a plan.
Thoughtful dialogue
This 21-minute video from Workplaces Respond demonstrates approaches to talking with employees about performance and workplace safety. It recommends four key points supervisors can communicate to employees experiencing domestic violence:
- I am concerned for you and I support you.
- I will keep this information in the strictest confidence.
- I think you should consider seeking assistance from an advocate.
- I am available to help with work issues, if you need assistance.
How the EAP can help
For employees experiencing domestic violence, the EAP can help an employee with counseling and getting connected to supportive resources. Share EAP contact information with your employees and encourage them to use EAP services, just as they would use their medical benefits to see a doctor for a physical problem. As a supervisor, you can also request an organizational consult. An EAP counselor will work with you to help you understand the nature of your concern and to guide you in deciding what actions to take.
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The Washington State Employee Assistance Program (EAP) is a free, confidential program created to promote the health, safety and well-being of public service employees and their household adult family members. The EAP is available to provide confidential and expert consultation in a variety of areas. Reach out to EAP online or by calling 877–313–4455. To find out if the Washington State EAP serves your agency or organization, contact your supervisor or human resources department.
Links to external websites are provided as a convenience. The Employee Assistance Program and the Department of Enterprise Services do not endorse the content, services, or viewpoints found at these external sites. Information is for general informational purposes only and is not intended to replace the counsel or advice of a qualified health or legal professional. For further help, questions, or referral to community resources for specific problems or personal concerns, contact the EAP or other qualified professional.
