For Employees

Outline 1.Good Business 2.Definitions 3.Domestic Violence & Communities 4.Cycle of Abuse 5.Expose the Truth 6.Long Term Effects 7.Practical Approach 8.Resources

Healthy employees Reduction of distractions Focus on company goals Healthy coworker relationships Proactive management Supportive behaviours matter Good Business

Employee personal relationships impact workplace Work might be employee’s safe place Employee perceptions important –What to do? –Time & costs? –Legal? Canadian businesses lose $77.9 million annually * Employee actions speak loudly Be part of solution early Reduce consequences ASAP We’re in this together * Wathen, C. N., MacGregor, J. C. D., MacQuarrie, B. J. with the Canadian Labour Congress. (2014). Can Work be Safe, When Home Isn’t? Initial Findings of a Pan-Canadian Survey on Domestic Violence and the Workplace. London, ON: Centre for Research & Education on Violence Against Women and Children. Good Business

Physical Sexual Emotional Financial Psychological Spiritual Abuse Definitions

Cycle of Abuse please

Canada: Police-Reported (2013) 88,000 domestic violence victims 48% victimized by current or former spouse 7 in 10 domestic violence victims female 46% victims of violent non-family crimes: females >90,300 victims police-reported violence by an intimate partner Statistics

Canada: Police-Reported (2013) 53% victimized by a dating partner 47% victimized by a spouse Women years old greatest risk of violent victimization by an intimate partner Statistics

and Communities Workplace beliefs: –Employees often do not recognize domestic violence as workplace hazard –Domestic violence is a private issue –Workplace parties can do nothing about it More difficult for victims to request help Domestic Violence

Wathen, C. N., MacGregor, J. C. D., MacQuarrie, B. J. with the Canadian Labour Congress. (2014). Can Work be Safe, When Home Isn’t? Initial Findings of a Pan-Canadian Survey on Domestic Violence and the Workplace. London, ON: Centre for Research & Education on Violence Against Women and Children. Canadian Findings

Participants’ Employment Status

Canadian Findings 33.6% reported ever experiencing DV from an intimate partner 35.4% reported having at least one co-worker who they believe is experiencing, or has previously experienced, domestic violence 11.8% reported at least one co- worker who they believe is being abusive, or has previously been abusive, toward his/her partner

Those who reported domestic violence: –38% impacted ability to work –8.5% lost their job 46.5% Domestic violence did not continue at work 53.5% at least 1 type of abusive act at or near workplace Canadian Findings

Abusive Acts At or Near Workplace

Canadian Findings Co-Worker Impact

Canadian Findings Disclosure

Canadian Findings Outcomes of Discussing Domestic Violence

Canadian Findings Perceived Impact of Domestic Violence in Workplace

The Takeaway

Abusers want control over victims everywhere possible: –workplaces –places of worship –locations for entertainment –medical facilities –home Workplace: –unwanted abuser attention –potential for violence 24% workplace violence from personal relationships Can result in deaths (victim & abuser) Victims not responsible for abuser behaviour and Communities Domestic Violence

North Bay Domestic Violence Right Here at Home: IN 2015: 1256 calls = average 105 per month or 3.4 per day

Long Term Effects Victims of Domestic Violence are: Imagine the Mental Health impact

What You Can Do A PRACTICAL APPROACH FOR EMPLOYERS

Practical tool for measuring workplace behaviours Corresponding employee options Zones: –Healthy –Reacting –Concern –Crisis Wellness Spectrum

Employee Wellness Supportive Non-Interfering Partner Friend/Coworker Calm, Steady & In Control Performing Well Behaving Ethically & Morally Socially Active Engage other co-workers Be approachable Practice active listening Note usual co-worker behaviours Demonstrate empathy & respect Use positivity Reduce stigma Advocate for a healthy workplace Your Response

Employee Wellness Interfering with transportation Hiding or stealing ID cards Excessive calls, texts, s Questioning coworkers Often late for work Nervous, anxious Hiding injuries Decreased productivity Poor concentration Occasional loss of emotional control Monitor behaviours & note changes Actively listen to concerns Identify unhealthy situations Offer assistance with tasks Be empathetic Offer to intercede Consult with supervisor/representative Encourage resources Partner Friend/Coworker Your Response

Employee Wellness Interfering at workplace Threatening deportation Deceiving coworkers Verbally abusive to employee(s) Missing work Overlooking appearance details Forgetting important things Impaired decision making Increased accidental injuries Nervous in partner’s presence Be vigilant Note unacceptable behaviour Involve management & supervisor Empathize Respect employee accommodations Maintain contact with co-worker Be supportive of co-worker Minimize rumours Partner Friend/Coworker Your Response

Employee Wellness Physically restraining employee Threatening employee(s) Destroying property Physically harming employee(s) Avoiding or withdrawing Neglecting hygiene Memory lapses Cannot perform duties Injuries Loss of control Your Response Be vigilant Know workplace safety plans Involve management & supervisor Sustain co-worker contact Empathize and be accepting Support co-worker with tasks Respect any medical limitations Include co-worker in activities Encourage others Partner Friend/Coworker Your Response

Under Occupational Health & Safety Act Employers who are aware or who ought reasonably to be aware that domestic violence, that would likely expose a worker to physical injury may occur in the workplace, must take every precaution reasonable in the circumstances to protect a worker Domestic violence is interpreted in a manner consistent with the workplace violence definition when it may occur in the workplace Employer Duty

Risk for civil litigation: Vicarious Liability – employer set up conditions that were favourable to the assault/harassment, or made no attempt to prevent the act from occurring – employer responsible for actions of person who assaults or harasses the employee Employer Duty

Lori Dupont Case (2005): – Intimate relationship with Dr Daniel same hospital – Abusive relationship, evident in workplace – Daniel attempted suicide – Dupont tried to end relationship – Daniel harassed and stalked in workplace – Allowed to work in same areas – Daniel murdered Dupont in workplace Inquest (2007) recommendations: – better educate public and professionals who come into contact with DV victims and perpetrators – safe interventions for victims and perpetrators – building interventions that engage both professionals and non-professionals Employer Duty

We are in this together Be proactive: set the tone –Be approachable –Get to know co-workers –Advocate healthy workplace Know workplace safety plan Intervene early Keep employees safe Address concerns Employer Duty

Addressing Domestic Violence with an Employee Offer to meet employee in private Express empathy about personal issues interfering with work performance Domestic violence victims and offenders can be of either sex Use respectful language: “your partner” or their name; avoid using labels “abuser” or “batterer” Be supportive. Avoid accusing, diagnosing or drawing conclusions Listen (a lot) and support employee to seek help Recommend employee see a trained counsellor or community resources who can help develop a plan to deal with the issues Adapted from: coalition Taking Action

Shelters and non-residential services: –Crisis Centre North Bay –Ojibway Women's Lodge –Nipissing Transition House –Horizon Women’s Centre –Mattawa Women’s Resource Centre Support services: –Amelia Rising Sexual Assault Centre of Nipissing –Community Counselling Centre of Nipissing –Hands: The Family Help Network –Ontario Ministry of Labour –Children’s Aid Society of Nipissing and Parry Sound Community Resources

Justice –North Bay Police Services Victims’ Services –OPP –Anishnabek Police Service –Victim Services –Victim Witness Assistance Program –West Nipissing Police Service –Military Police Community Resources

Health Care –North Bay Regional Health Centre Sexual Assault / Domestic Violence Treatment Centre Crisis Intervention Program Nipissing Detoxification and Substance Abuse Program –AIDS Committee of North Bay and Area –North Bay Parry Sound District Health Unit –Nipissing Mental Health and Housing Support Services Your company’s Employee Assistance Program provider Community Resources

Summary 1.Good Business 2.Definitions 3.Domestic Violence & Communities 4.Cycle of Abuse 5.Expose the Truth 6.Long Term Effects 7.Practical Approach 8.Resources

Questions? For Employees