Not only does domestic violence hurt the victim, but it also stops societal advancement and slows down economic progress. In the end, violence—at home and work—leads to decreased productivity, absenteeism, social isolation from coworkers, hindered career advancement, and higher training and hiring expenses for employers.
Investing in creating workplace responses to domestic violence makes sense economically as well as morally because it lowers absenteeism, lowers employee turnover and related administrative costs, and boosts employee morale and productivity when they feel safe and supported.
The perception of domestic violence as something that is personal needs to change in order to stop it and to support the victims. By making it clear that violence is never accepted, workplaces can help avoid violence. This entails fostering an environment in the workplace where all forms of violence —from sexual harassment to physical abuse—are not accepted, encouraged, or ignored, and that those who commit these crimes are held accountable.
Here are 5 reasons why employers should address domestic violence:
1. Domestic violence is a security concern
Domestic violence regulations can be effectively communicated using current frameworks for reacting to workplace safety concerns. Employers should be aware that domestic abuse that infiltrates the workplace is a safety concern.
Domestic violence does not end at home. Victims could also be targeted at work. It could be either in person or by phone, email, social media, or other means. It will has an effect on the security of clients, employers, and coworkers.
Instead of being spoken once and then forgotten, safety issues are now universally acknowledged as a continuous duty for every employee in a company. For this reason, it is not enough to only inform employees when a domestic violence leave policy is implemented.
The victims mainly missed work due to domestic violence. Their career advancement could be negatively impacted due to lowered work performance, poor attendance and career disruption. It may be caused by having to change jobs or give up opportunities for professional training and promotion.
37% of victims who experienced domestic violence reported that the abuse had an impact on their work in the form of lateness, missed work, keeping a job, or career promotions.
Violence has serious repercussions and is extremely expensive for people, groups, companies, and society as a whole. The estimated global cost of domestic violence is $1.50 trillion, or 2% of the world’s gross domestic product. Because it costs more for victims to seek assistance and take time off work, domestic violence causes them to lose revenue and incur additional expenses. Studies have indicated that businesses bear substantial expenses in terms of reduced productivity (for both victims and offenders) as a result of domestic violence that takes place both within and beyond the workplace.
Physical harm, psychological distress, and occasionally even death are possible outcomes of domestic abuse. Domestic violence can have lifetime repercussions. Abused victims are more likely to face physical health issues, despair, drug and alcohol abuse, and suicide attempts.
Not only is it the right thing to do, but it is also essential to support victims. Research indicates that organizations might experience real financial gains from preventing and responding to domestic violence in the workplace. Encouraging safe workplaces for workers and ensuring their continued employment boosts productivity and lowers recruitment and training expenses for employers. It is morally right for businesses to invest in creating workplace responses to domestic violence. As doing so can have a significant positive impact. Domestic abuse affects the personal and professional life of staff workers. Resolving the issue of domestic violence among workers would help companies perform financially.
With considerable success, a large number of businesses, governmental organizations, and specialists in domestic abuse are already tackling domestic abuse. You have the power to change both the lives of the abused employees and the environment in which they work!
It is challenging for impacted workers to come out and report the mistreatment they are experiencing. After implementing a domestic violence policy, it is critical to continue the dialogue. It encourages worker victim-survivors to feel empowered and supported by talking to someone. Additionally, it helps to increase awareness among general employees, who are more likely than managers and HR representatives to notice the warning signals or get a disclosure.
It’s also critical to understand how workplace norms and practices can increase a person’s vulnerability to violence. In the workplace, for example, there could be actions such as downplaying, rejecting, and assigning blame. It could further damage the survivor’s confidence and sense of self-worth. Or even lead them to believe that the violence they experience is normal.
All programs and policies must adopt a survivor-centered strategy. It should prioritizes the needs and desires of individuals who have experienced abuse to combat domestic violence effectively. A survivor-centered approach ensures that they receive support to address their numerous conditions safely and effectively. As well as that employers should treat them with dignity and respect.
