1. SHRM Survey Findings: The Workplace Impact of Domestic and Sexual Violence and Stalking
February 1, 2013

2. Definitions
Workplace Impact: For the purposes of this study, “workplace impact” considers the two main ways domestic and sexual violence and stalking can affect the workplace. First, there is violence or threats of violence that occur in the workplace. For instance, a perpetrator who is not an employee may appear in the workplace and cause an incident, or send threatening or harassing s to an employee. Another example is that of an employee who uses work time and resources to make threatening phone calls, send harassing s or text messages, or engage in violent behavior. Second, violence may occur outside the workplace but have an impact on the workplace. For example, employees who are victims of domestic or sexual violence may need time off to meet with police, obtain an order of protection or seek medical attention; or employees who are perpetrators may have performance issues as a result of the violence.
Domestic Violence: Domestic violence is a pattern of coercive behavior, including acts or threatened acts, that is used by a perpetrator to gain power and control over a current or former spouse, family member, intimate partner, or person with whom the perpetrator shares a child. It occurs in heterosexual and same-sex relationships and affects individuals from all economic, educational, cultural, age, gender, racial and religious demographics. Domestic violence is not just physical; it also includes sexual violence, emotional and/or psychological intimidation, verbal abuse, stalking, economic control, harassment, physical intimidation and injury, among others.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

3. Definitions
Sexual Violence: Sexual violence means that someone forces or manipulates someone else into unwanted sexual activity without their consent. Reasons someone might not consent include fear, age, illness, disability and influence of alcohol or other drugs. Anyone can experience sexual violence, regardless of age. Those who sexually abuse can be acquaintances, family members, trusted individuals or strangers. Forms of sexual violence include rape or sexual assault; child sexual assault and incest; intimate partner sexual assault; unwanted sexual contact/touching; sexual harassment; sexual exploitation; showing one's genitals or naked body to others without consent; masturbating in public; and watching someone in a private act without their knowledge or permission.
Stalking: Stalking includes harassing and unwanted or threatening behavior that causes the victim to fear for his or her safety or the safety of a family member, or would cause a reasonable person in a similar situation to fear for his or her safety. Stalking behavior includes following or spying on a person, appearing at a person's home or work, showing up at a place where the perpetrator has no reason to be, waiting at places in order to make unwanted contact with the victim or to monitor the victim, leaving unwanted items and gifts for the victim, and posting information or spreading rumors about the victim on the Internet, in a public place or by word of mouth. Stalking may occur through use of technology, such as , voic , text messaging, and use of GPS and social networking sites.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

4. Key Findings
Have organizations had to address workplace issues related to domestic violence, sexual violence and stalking in the past 5 years? Forty-three percent of organizations had not had an incident of domestic violence in the past 5 years, and 16% in the past 1 to 5 years; 19% had an issue in the past year, and 22% did not know. Fewer organizations reported having a workplace incident related to sexual violence: 11% in the past year and 9% in the past one to five years. About one-quarter of organizations reported having incidents of stalking either in the past year (14%) or in the past one to five years (14%).
What level of employees should receive training on the workplace impact of domestic violence, sexual violence and stalking? The vast majority (95%) of organizations indicated that management-level employees should be trained on these topics, followed closely by HR staff (91%). Eighty-two percent think training is necessary for executive-level employees, and three-quarters (74%) indicated that nonmanagement-level employees should be trained.
Do organizations prefer a stand-alone or add-on training program on domestic violence, sexual violence and stalking? Most organizations (69%) prefer an add-on training program, and 31% indicated it would work best as a stand-alone training program.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

5. Key Findings
What would be the ideal format for a training program on domestic violence, sexual violence and stalking? About one-half (50-58%) of organizations prefer in-person training through an EAP provider or HR, depending on the employee level. One-quarter (22-27%) indicated that a webinar or online group course would be ideal. Asynchronous e-learning is preferred by 16-28% of organizations depending on the employee level.
What would be the ideal length for a training program on domestic violence, sexual violence and stalking? The majority of organizations indicated that the ideal training length would be from 30 to 60 minutes across all employee levels. About one-half of organizations indicated that 30 minutes would be ideal for executive (54%) and nonmanagement (51%) level employees, whereas over one-third agreed that it should be 60 minutes for executive (36%) and nonmanagement (40%) employees. About one-half of organizations thought training should be 60 minutes for management-level employees (53%) and HR staff (47%).
How many organizations have a formal workplace policy that addresses domestic violence, sexual violence and stalking? Over one-half (54%) of organizations have a policy that addresses sexual violence, and about one-third have a policy that addresses domestic violence (35%) and stalking (31%). According to a previous SHRM survey, many organizations have a workplace violence policy in place.
How many organizations have a formal workplace training program that addresses domestic violence, sexual violence and stalking? Over one-third (36%) of organizations offer training that addresses sexual violence, and one in five offer training on domestic violence (20%) and stalking (20%).
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

6. Key Findings
For organizations that offer training on domestic violence, sexual violence and stalking, is the training mandatory? Training on domestic violence is mandatory for 56-73% of employees depending on their level in the organization. Sexual violence training is mandatory for most employees ranging from 73-87%. About three-quarters (70-80%) of employees are required to be trained on stalking.
What are the main reasons that organizations do not offer training on domestic violence, sexual violence and stalking? The most common reason given is that the topics are covered in sexual harassment training or other training (53%). Thirty percent indicated that their organization had too many other priorities or no time, and one-quarter (26%) expect their employee assistance program (EAP) to take care of these issues.
Do EAP providers offer training on the impact of domestic violence, sexual violence and stalking? Thirty-eight percent of organizations indicated that their EAP provider offered training, and only 8% said they did not. However, over one-third (36%) of organizations did not know whether their EAP offered any training. Another 18% of organizations did not have an EAP provider. Of organizations with EAP providers that offer training, 65% provided on-site training in person, and 56% offered web-based training. One-quarter (26%) offered other training formats, like individual consultation, as needed.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

7. In the past one to five years, has your organization addressed at least one workplace issue related to domestic violence, sexual violence or stalking?
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

8. In your organization, who do you think should receive training on the workplace impact of domestic violence, sexual violence and stalking?
Note: n = 728. Percentages do not total 100% due multiple response options.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

9. For each of the employee levels at your organization, what topics do you think should be addressed in curriculum and training on the workplace impact of domestic violence, sexual violence and stalking?
Note: Percentages do not total 100% due to multiple response options.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

10. For each of the employee levels at your organization, what topics do you think should be addressed in curriculum and training on the workplace impact of domestic violence, sexual violence and stalking? (continued)
Note: Percentages do not total 100% due to multiple response options.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

11. For your organization, would training on the workplace impact of domestic violence, sexual violence and stalking work best as a stand-alone training program or as an add-on to an existing training program (for instance, sexual harassment training, new employee orientation, or safety and health training)?
Note: n = 592. Respondents who answered “don’t know” were excluded from analysis.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

12. What would be the ideal format of a training program regarding the workplace impact of domestic violence, sexual violence and stalking for your employees?
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded from analysis.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

13. What would be the ideal length of a training program regarding the workplace impact of domestic violence, sexual violence and stalking for your employees?
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded from analysis.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

14. Does your organization currently have a formal (i. e
Does your organization currently have a formal (i.e., written, documented) workplace policy that specifically addresses any of the following?
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded from analysis. According to a previous SHRM survey, most organizations do have a workplace violence policy in place, although it may not specifically address domestic violence, sexual violence or stalking.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

15. Does your organization currently have a formal (i. e
Does your organization currently have a formal (i.e., written, documented) workplace policy that specifically addresses domestic violence, sexual violence or stalking?
Comparisons by organization staff size
Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal workplace policy that specifically addresses domestic violence.
Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees to have a formal workplace policy that specifically addresses domestic violence.
Comparisons by organization staff size
2,500 to 24,999 employees (50%)
25,000 or more employees (58%)
>
1 to 99 employees (19%)
100 to 499 employees (30%)
500 to 2,499 employees (40%)
Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal workplace policy that specifically addresses sexual violence.
Comparisons by organization staff size
2,500 to 24,999 employees (64%)
25,000 or more employees (77%)
>
1 to 99 employees (44%)
100 to 499 employees (47%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

16. Comparisons by organization staff size
Does your organization currently have a formal (i.e., written, documented) workplace policy that specifically addresses domestic violence, sexual violence or stalking?
Comparisons by organization staff size (continued)
Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal workplace policy that specifically addresses stalking.
Comparisons by organization staff size
2,500 to 24,999 employees (50%)
25,000 or more employees (56%)
>
1 to 99 employees (19%)
100 to 499 employees (20%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

17. Comparisons by organization sector Comparisons by organization sector
Does your organization currently have a formal (i.e., written, documented) workplace policy that specifically addresses domestic violence, sexual violence or stalking?
Comparisons by organization sector
Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to have a formal workplace policy that specifically addresses domestic violence.
Comparisons by organization sector
Publicly owned for-profit (45%)
>
Privately owned for-profit (28%)
Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to have a formal workplace policy that specifically addresses stalking.
Comparisons by organization sector
Publicly owned for-profit (43%)
>
Privately owned for-profit (26%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

18. Does your organization currently have a formal workplace training program (e.g., an in-person presentation or web-based training) that specifically addresses any of the following?
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded from analysis.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

19. Does your organization currently have a formal workplace training program (e.g., an in-person presentation or web-based training) that specifically addresses domestic violence, sexual violence or stalking?
Comparisons by organization staff size
Organizations with 2,500 or more employees are more likely than organizations with 1 to 2,499 employees to have a formal workplace training program that specifically addresses domestic violence.
Comparisons by organization staff size
2,500 to 24,999 employees (38%)
25,000 or more employees (47%)
>
1 to 99 employees (9%)
100 to 499 employees (15%)
500 to 2,499 (18%)
Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal workplace training program that specifically addresses sexual violence.
Organizations with 25,000 or more employees are more likely than organizations with 500 to 2,499 employees to have a formal workplace training program that specifically addresses sexual violence.
Comparisons by organization staff size
2,500 to 24,999 employees (50%)
25,000 or more employees (66%)
>
1 to 99 employees (26%)
100 to 499 employees (28%)
500 to 2,499 employees (35%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

20. Comparisons by organization staff size
Does your organization currently have a formal workplace training program (e.g., an in-person presentation or web-based training) that specifically addresses domestic violence, sexual violence or stalking?
Comparisons by organization staff size (continued)
Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal workplace training program that specifically addresses stalking.
Comparisons by organization staff size
2,500 to 24,999 employees (37%)
25,000 or more employees (42%)
>
1 to 99 employees (11%) 100 to 499 employees (11%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

21. Does your organization currently have a formal workplace training program (e.g., an in-person presentation or web-based training) that specifically addresses domestic violence, sexual violence or stalking?
Comparisons by organization sector
Publicly owned for-profit and government organizations are more likely than privately owned for-profit organizations to have a formal workplace training program that specifically addresses domestic violence.
Comparisons by organization sector
Publicly owned for-profit (32%)
Government (32%)
>
Privately owned for-profit (14%)
Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to have a formal workplace training program that specifically addresses sexual violence.
Comparisons by organization sector
Publicly owned for-profit (49%)
>
Privately owned for-profit (28%)
Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to have a formal workplace training program that specifically addresses stalking.
Comparisons by organization sector
Publicly owned for-profit (31%)
>
Privately owned for-profit (14%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

22. For each employee level at your organization, is the training on domestic violence mandatory, voluntary or not available?
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” or “not applicable, no employees at this level” were excluded from analysis. Only respondents whose organizations provided training on domestic violence were asked this question.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

23. For each employee level at your organization, is the training on domestic violence mandatory, voluntary or not available?
Comparisons by organization staff size
Organizations with 2,500 to 24,999 employees are more likely than organizations with 100 to 2,499 employees to have voluntary training on domestic violence for nonmanagement-level employees.
Comparisons by organization staff size
2,500 to 24,999 employees (54%)
>
100 to 499 employees (15%)
500 to 2,499 (12%)
Organizations with 2,500 to 24,999 employees are more likely than organizations with 100 to 2,499 employees to have voluntary training on domestic violence for HR staff (including EAP staff).
Comparisons by organization staff size
2,500 to 24,999 employees (45%)
>
100 to 499 employees (11%)
500 to 2,499 (9%)
Organizations with 2,500 to 24,999 employees are more likely than organizations with 100 to 2,499 employees to have voluntary training on domestic violence for other employee categories.
Comparisons by organization staff size
2,500 to 24,999 employees (65%)
>
100 to 499 employees (18%)
500 to 2,499 (14%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

24. Comparisons by organization sector Comparisons by organization sector
For each employee level at your organization, is the training on domestic violence mandatory, voluntary or not available?
Comparisons by organization sector
Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on domestic violence for management-level employees.
Comparisons by organization sector
Publicly owned for-profit (83%)
>
Nonprofit (46%)
Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on domestic violence for HR staff (including EAP staff).
Comparisons by organization sector
Publicly owned for-profit (84%)
>
Nonprofit (48%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

25. For each employee level at your organization, is the training on sexual violence mandatory, voluntary or not available?
Note: Respondents who answered “don’t know” or “not applicable, no employees at this level” were excluded from analysis. Only respondents whose organizations provided training on sexual violence were asked this question.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

26. For each employee level at your organization, is the training on sexual violence mandatory, voluntary or not available?
Comparisons by organization sector
Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on sexual violence for executive-level employees.
Comparisons by organization sector
Publicly owned for-profit (93%)
>
Nonprofit (67%)
Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on sexual violence for management-level employees.
Comparisons by organization sector
Publicly owned for-profit (97%)
>
Nonprofit (67%)
Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on sexual violence for management-level employees.
Comparisons by organization sector
Nonprofit (28%)
>
Publicly owned for-profit (3%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

27. Comparisons by organization sector
For each employee level at your organization, is the training on sexual violence mandatory, voluntary or not available?
Comparisons by organization sector (continued)
Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on sexual violence for other employee categories.
Comparisons by organization sector
Publicly owned for-profit (86%)
>
Nonprofit (52%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

28. For each employee level at your organization, is the training on stalking mandatory, voluntary or not available?
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” or “not applicable, no employees at this level” were excluded from analysis. Only respondents whose organizations provided training on stalking were asked this question.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

29. For each employee level at your organization, is the training on stalking mandatory, voluntary or not available?
Comparisons by organization sector
Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for executive-level employees.
Comparisons by organization sector
Nonprofit (48%)
>
Publicly owned for-profit (7%)
Publicly owned for-profit and privately owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on stalking for management-level employees.
Comparisons by organization sector
Publicly owned for-profit (87%)
Privately owned for-profit (83%)
>
Nonprofit (50%)
Nonprofit organizations are more likely than publicly owned for-profit and privately owned for-profit organizations to have voluntary training on stalking for management-level employees.
Comparisons by organization sector
Nonprofit (50%)
>
Publicly owned for-profit (6%)
Privately owned for-profit (12%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

30. For each employee level at your organization, is the training on stalking mandatory, voluntary or not available?
Comparisons by organization sector (continued)
Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for nonmanagement-level employees.
Comparisons by organization sector
Nonprofit (45%)
>
Publicly owned for-profit (10%)
Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for HR staff (including EAP staff).
Comparisons by organization sector
Nonprofit (43%)
>
Publicly owned for-profit (7%)
Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for other employee categories.
Comparisons by organization sector
Nonprofit (53%)
>
Publicly owned for-profit (9%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

31. What are the primary reasons that your organization does not currently have a formal training program on the workplace impact that includes all three of these topics: domestic violence, sexual violence and stalking?
Note: n = 438. Percentages do not total 100% due multiple response options. Only respondents whose organizations did not have training and were not planning to implement training for domestic violence, sexual violence or stalking were asked this question. Respondents who answered “don’t know” were excluded from analysis. Other reasons given include “covered in another workplace policy,” “too small of an organization,” “have not had issues in our workforce” and “training is not necessary.”
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

32. Comparisons by organization sector Comparisons by organization sector
What are the primary reasons that your organization does not currently have a formal training program on the workplace impact that includes all three of these topics: domestic violence, sexual violence and stalking?
Comparisons by organization sector
Publicly owned for-profit and government organizations are more likely than privately owned for-profit organizations to expect their EAP to take care of these issues as a reason they do not have a training program.
Comparisons by organization sector
Publicly owned for-profit (42%)
Government (53%)
>
Privately owned for-profit (21%)
Nonprofit organizations are more likely than publicly owned for-profit organizations to indicate the cost of implementing a new program as a reason they do not have a training program.
Comparisons by organization sector
Nonprofit (17%)
>
Publicly owned for-profit (2%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

33. Does your EAP provider offer any type of training or education specifically on the workplace impact of domestic violence, sexual violence and stalking?
n = 780
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

34. Comparisons by organization staff size
Does your EAP provider offer any type of training or education specifically on the workplace impact of domestic violence, sexual violence and stalking?
Comparisons by organization staff size
Organizations with 500 or more employees are more likely than organizations with 1 to 499 employees to have an EAP provider that offers training on the workplace impact of domestic violence, sexual violence and stalking.
Comparisons by organization staff size
500 to 2,499 (48%)
2,500 to 24,999 employees (59%)
25,000 or more employees (51%)
>
1 to 99 employees (22%)
100 to 499 employees (29%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

35. Comparisons by organization sector
Does your EAP provider offer any type of training or education specifically on the workplace impact of domestic violence, sexual violence and stalking?
Comparisons by organization sector
Publicly owned for-profit organizations are more likely than privately owned for-profit, nonprofit and government organizations to have an EAP provider that offers training on the workplace impact of domestic violence, sexual violence and stalking.
Comparisons by organization sector
Publicly owned for-profit (54%)
>
Privately owned for-profit (34%)
Nonprofit (36%)
Government (25%)
Note: Only statistically significant differences are shown.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

36. In what format(s) does your EAP provider offer this training?
Note: n = 298. Percentages do not total 100% due to multiple response options. Only respondents whose organization's EAP offered training were asked this question. An asterisk (*) indicates that this response option was developed from open-ended responses.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

37. Demographics
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

38. Demographics: Organization Industry
Percentage
Manufacturing
26%
Professional, scientific and technical services
19%
Health care and social assistance
15%
Educational services
10%
Finance and insurance 9%
Government agencies 7%
Accommodation and food services 6%
Administrative and support and waste management and remediation services 4%
Information
Retail trade
Note: n = 691. Percentages do not equal 100% due to multiple response options.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

39. Demographics: Organization Industry (continued)
Percentage
Transportation and warehousing 4%
Arts, entertainment, and recreation 3%
Construction
Real estate and rental and leasing
Wholesale trade
Religious, grant-making, civic, professional and similar organizations 2%
Repair and maintenance
Utilities
Mining 1%
Other industry 8%
Note: n = 691. Percentages do not equal 100% due to multiple response options.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

40. Demographics: Organization Sector
Note: n = 695. Percentages do not total 100% due to rounding.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

41. Demographics: Organization Staff Size
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

42. Other Demographics
Is your organization a single-unit organization or a multi-unit organization?
Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?
Single-unit organization: An organization in which the location and the organization are one and the same.
28%
Multi-unit organization: An organization that has more than one location.
72%
U.S.-based operations only
70%
Multinational operations
30%
n = 712
n = 713
For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?
What is the HR department/function for which you responded throughout this survey?
Multi-unit headquarters determines HR policies and practices.
54%
Each work location determines HR policies and practices. 3%
A combination of both the work location and the multi-unit headquarters determines HR policies and practices.
43%
Corporate (companywide)
63%
Business unit/division
17%
Facility/location
20%
n = 520
n = 521
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

43. SHRM Survey Findings: The Workplace Impact of Domestic and Sexual Violence and Stalking
Survey Methodology
Response rate = 14%
787 HR professionals from a randomly selected sample of SHRM’s membership participated in this survey.
Margin of error +/-4%
Survey fielded October 22-November 9, 2012
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013

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The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013