Should my business have a domestic violence policy? Surely it is a private matter.

One of our experts, Lynne Bennington, discusses domestic violence and the workplace and why organisation's should develop a policy around this.

Over recent years awareness of the issue of domestic violence has increased due not only to the impact of the Australian of the Year, Ms Rosie Batty, but also due to the various government reports (e.g. Not now Not ever report to the Queensland Government andthe Victorian Royal Commission into Family Violence)) and current enquiries due to report in 2016 (e.g. the Australian Senate’s Finance and Public Administration Reference Committee Enquiry into Domestic Violence to name one).

The benefits of having a policy

Increasingly members are asking how to deal with the issue and if they should have a domestic violence policy?

Our answer is yes and there are 3 key reasons:

1. The high rate of domestic violence in the Australian society

Domestic violence is a huge issue for individuals, business and society. Research reports vary but one study found that up to one-third of those surveyed had experienced domestic violence and usually this was more than one episode while an Austrian Bureau of Statistics study found that 1 in 6 women and one in 19 men in Australia have been subject to domestic violence.

Importantly for business, it is estimated that up to 70% of victims are currently in the workforce e.g. approximately 800,000 women, or around one in six female workers. This means that a significant number of Australian workplaces will be impacted by women’s experiences of domestic violence. Therefore, it is likely that at least some of your employees will be affected. In addition, by introducing a domestic violence policy and opening up discussion on this topic, organisations will be demonstrating corporate social responsibility.

2. Cost to the business

Some common costs and impacts of domestic violenceinclude:

• decreased staff performance and productivity. This may also affect other staff especially if the perpetrator either contacts or attends the workplace to continue the harassment;
• increased staff turnover and absenteeism; and
• a negative impact on the organisation’s reputation and image.

Implementing a domestic violence policy may reduce costs and increase savings along with improving employee health, safety and wellbeing. It also positions the organisation as an employer of choice.

3. Impact on employees

Domestic violence not only affects performance when at work but often impacts upon a victim’s ability to get to work either due to physical or psychological injuries sustained; the need to relocate to a safe house or other accommodation further from the workplace; or due to solicitor, court or medical appointments. Having a policy that outlines the support offered to victims of domestic violence not only helps fulfil the employer's duty of care but can assist an affected employee by allowing them time off work and support when required.

What should a policy include?

As a minimum a domestic violence policy should provide:

• a definition of domestic violenceand that it is a crime and is not acceptable by any member ofsociety
• a review of the safety needs and risk for the affected employee and other employees
• information that addresses privacy and confidentiality concerns
• support that will be provided to victims (for example, access to an Employee Assistance Program, access to leave of various types)

Examples of the support that could be provided in a domestic violence policy include:

• A referral to an EAP or other counselling service.
• The right under the Fair Work Act to apply for a change in working arrangements. The Fair Work Act states that an employee may request a change in working arrangements if ‘the employee is experiencing violence from a member of the employee’s family or if the employee provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family’. The organisation can refuse a request for a change in working arrangements on reasonable business grounds.
• Access to leave of various types.

What will make the policy successful?

The success of implementing a domestic violence policywill rely on effective and sensitive communication of the policy and why it is being introduced. Itisimportant for all staff to know that domestic violence is not acceptable and to know that the workplace will be supportive of those who are victims.Specialised training for managers and supervisors may be undertakento help themdeal with difficult issues.