By Dr. Larry D. Parker, Jr.
Department Chair, Transportation and Logistics Management, Supply Chain Management, Reverse Logistics Management, and Government Contracting and Acquisition
Domestic violence, also known as Intimate Partner Violence (IPV), is the physical and mental abuse caused by one partner to another. Though domestic violence originates in the private space of a victim’s home, its effects can bleed into all aspects of someone’s life, including the workplace.
Unfortunately, domestic violence is not always reported. Though a concerned friend, family member, neighbor, or work colleague may report the abuse, no help can be given if the victimized person doesn’t choose to take action. Unfortunately, the abuser may not even be arrested.
The Statistics on Domestic Violence
The numbers regarding domestic violence are alarming. According to the National Domestic Violence Hotline (NVDH):
- An average of 24 people per minute are victims of rape, physical violence or stalking by an intimate partner in the United States. That’s more than 12 million women and men over the course of a single year.
- Nearly three in 10 women (29%) and one in 10 men (10%) in the U.S. have experienced rape, physical violence, and/or stalking by a partner. They have reported it as affecting their ability to function.
Domestic violence can easily seep into a victim’s workplace. For instance, the National Domestic Violence Hotline also notes:
- About 44% of full-time employed adults in the U.S. reported experiencing the effect of domestic violence in their workplace, and 21% identified themselves as victims of intimate partner violence.
- Nearly two-thirds of corporate executives (63%) state that domestic violence is a major problem in society, and 55% cite its harmful impact on productivity.
- Over 70% of U.S. workplaces don’t have a formal program or policy to address workplace violence.
- Domestic violence issues lead to nearly eight million lost days of paid work each year, the equivalent of over 32,000 full-time jobs.
- 96% of employed domestic violence victims experience issues at work because of the abuse.
There are more facts and figures on domestic violence available at the NDVH website as well as the National Coalition Against Domestic Violence (NCADV) website.
Domestic Violence and the Workplace
Abuse from a violent or manipulative partner causes tardiness, absenteeism (sometimes on consecutive days) and an inability to complete work tasks. These problems, in turn, have an effect on work colleagues.
Beth A. Livingston, Louise Delavier, and Ynaée Benaben, co-authors of a Harvard Business Review (HBR) article “Intimate Partner Violence Is a Workplace Issue,” describe three instances where IPV and the workplace collide. The first is that domestic violence victims can find relief at work because they are not surrounded by family and friends who may know or suspect that abuse is occurring. If the abuser closely monitors a partner’s communications, work can be the only escape the victim has.
The second is “abusers often know that work is an outlet for the targets of their abuse,” according to Livingston, Delavier and Benaben. Work also helps victims to potentially have some control over an abuser by providing money and the opportunity for financial freedom.
The third is that the workplace can be where the abuse is taking place. Though sexual harassment charges can be filed against an abuser who is a manager or fellow employee, reporting the abuse can negatively impact a victim and his/her career progression.
How Organizations Can Help Domestic Violence Victims
So, what can companies do to help domestic violence victims? Livingston, Delavier and Benaben give us four strategies to implement.
The first is to make sure the workplace is a safe space for employees. Encourage coworkers to get to know each other and not just ask the superficial questions of the day. Once employees recognize their coworkers’ continual absence or tardiness, those coworkers can be referred to someone who can offer help.
The second is to make sure relaying your fears to a manager, boss, or team leader doesn’t result in punishment for yourself or someone else. Livingston, Delavier and Benaben note, “If you feel there is less of a chance that you will be retaliated against or judged for your personal situation, you will be more likely to ask for help.”
The third strategy is for managers and leaders to pay attention to their employees so they can spot work inconsistencies. They’ll have to look a little deeper, however, to make sure they aren’t judging those employees for laziness when something much worse like domestic violence could be occurring.
The fourth and final suggestion is for companies to show their employees what a healthy relationship should look like. Be honest, upfront and supportive of your employees. This behavior will instill a loyalty to the company, which will only improve employees’ work output while also providing a safe space for them to find relief when needed.
Companies Need Healthy, Happy Employees to Thrive
Domestic violence is unsettling, and the disturbing fact is that it is very common. Though it is not a company’s job to report abuse and find employees the help they need, a company’s success depends on healthy, happy employees. It is also our duty as decent human beings to support and encourage our coworkers in their lowest points in life.
Comments are closed.