Domestic violence in the workplace Evidence and Strategies

1. VIOLENCE AGAINST WOMEN IN PUBLIC TRANSPORT ACTION FORUM Bali, 26-27 May 2016 Barb MacQuarrie Domestic violence in the workplaceEvidence and Strategies

2. Definition Domestic violence is as any form of physical, sexual, emotional or psychological abuse, including financial control, stalking and harassment. It occurs between opposite- or same-sex intimate partners, who may or may not be married, common law, or living together. It can also continue to happen after a relationship has ended. (Can Work Be Safe When Home Isn’t? 2014)

3. Why is Domestic Violence a Labour Issue? • Perpetrators who stalk their partners or ex-partners at work are high risk for seriously injuring or killing them • Co-workers and others in the workplace may also be injured or killed • By harassing, stalking, and threatening the target at work, offenders may succeed in getting the victim fired and thereby increase the victim’s dependence (Farmer & Tiefenthaler, 1997; Gemignani, 2000, Reeves, O’Leary-Kelly, Farmer, Paetzold, & Tiefenthaler, 2001)

4. Workers Voices “I could see how my situation could place others in danger and was lucky that none of the threats were brought forth or followed up.” “[The abuser] would phone my workplace to see what time I had left, and phoned when I arrived to make sure I was actually going to work.”

5. Why is Domestic Violence a Labour Issue? • Domestic violence impacts women’s career outcomes • Women with a history of domestic violence • have a more disrupted work history • are consequently on lower personal incomes • have had to change jobs more often • are employed at higher levels in casual and part time work (Family Violence Prevention Fund, 1998)

6. Workers’ Voices “I was in trouble for missing a lot of work and now I can’t miss work without a doctor’s note.” The only concern my boss had was how soon was I going to return to work.” “I was extremely nervous about sharing my situation... understanding that it may have a negative impact on how my supervisor viewed me and my work.”

7. Why is Domestic Violence a Labour Issue? • The labour movement has been at the forefront in the fight to improve women’s economic equality for many years • Gender inequality is the root of domestic violence • Domestic violence increases and entrenches gender inequality • The labour movement has the will and the ability to collect evidence about the problem by reaching out to members

8. Workers’ Voices “…confiding in co-workers helped alleviate the stress of being attacked going to the car, the unending phone calls over and over and over and the extreme fatigue both physically and mentally.” “The domestic violence caused unease between me and my co-workers because I had to miss work or sometimes cried. Also, some people felt helpless; they would have liked to intercede, but did not dare for fear of endangering me or themselves.”

9. Why is Domestic Violence an Employer Issue? • Safety concerns • Loss of productivity • Employee turnover • Reputational damage if an incident occurs at work • Significant costs to the workplace

10. Workers’ Voices “Sleep deprivation affected [my] ability to focus at work or get there on time.” “I ended up taking a lot of time off and for the most part no one really understood exactly why I was gone for so long.” “[I] lied about injury and absence due to fear and not able to admit to abuse at that time.”

11. Offenders in the Workplace • 80% of respondents said their job performance was negatively affected by their domestic violence. • Not paying attention to what he was doing because of his relationship issues • Preoccupied by thoughts about his partner, such as a previous fight they had • Angry or upset about his partner • Waiting for his partner to call or on the phone with his partner • 19% caused or almost caused an accident at work. (Schmidt, 2012)

12. Workers’ Voices “Not paying attention and misplaced a step, fell over equipment.” “Dropping a load of bricks on somebody.” “Knocked over skid on forklift. Could have caused death.” “I forgot that I was assigned 6 patients on day shift, so I missed one of them when it came to administering medication. The incident caused me to be reprimanded and questioned by my manager.”

13. National Surveys: The Impact of Domestic Violence on Workers and Work • Australia: Ludo McFerran (University of New South Wales & Australian Trade Union Council) • New Zealand: Margaret Rayner-Thomas, Robyn Dixon, Janet Fanslow(University of Auckland & Public Service Association) • Turkey: Sevda Alkan, Melsa Ararat (Sabanci University) • UK: Scarlet Harris (Trades Union Congress) • Canada: Barb MacQuarrie, Nadine Wathen, Jen MacGregor (Western University & Canadian Labour Congress • Philippines: Anna Fos Tuvera (International Trade Union Confederation – Asia Pacific)

14. Planning for New Surveys • ITUC - AP • Mongolia • Taiwan • UNI Global • Affiliates in 40 countries • ITF • Egypt • Tunisia

15. Collaboration with the Labour Movement • Workplaces play a critical role • Voluntary employer policies have not led to wide spread change • Unions can provide standard and enforceable protections • Unions have understood the potential for change and readily engaged in collaborative work

16. Domestic Violence at Work Network Basis of Unity • Domestic violence is a manifestation of gender inequality and systemic gender-based discrimination. • Every human being has the right to live free from domestic violence at home and at work. • Victims and perpetrators of domestic violence deserve access to supports, services and interventions that will ensure safety and allow them to live free from violence.

17. Domestic Violence at Work Network Basis of Unity • Domestic violence can affect attendance, performance and safety at work for workers and their co-workers. • Domestic violence negatively impacts the productivity of workplaces. • Domestic violence is a workplace issue that requires enforceable and standardized industrial/workplace responses.

18. Domestic Violence at Work NetworkStrategies 1. Build an evidence base through research 2. Bargain for domestic violence clauses in collective agreements 3. Include domestic violence protections in employment legislation 4. Include protections from discrimination related to domestic violence in anti-discrimination legislation 5. Include and strengthen protections for workers experiencing domestic violence in occupational health and safety legislation 6. Workplace education 7. Share best practices

19. Making National Comparisons • Value in building an international evidence base on domestic violence in the workplace • Value in making comparisons to understand the problem better • Inspire other countries to get involved in the issue and collect their own data

20. What have we learned? • A large number of workers experience domestic violence • Between 20% (Turkey) and 40% U.K. • Over a third report that their ability to get to work is affected • Majority report that their performance is affected • Many report safety concerns

21. Workers’ Voices “Constant phone calls prevented me from doing my job properly, as it tied up the phone required for business.” “I would have to find a safe house because of violence at night. Then I would be without work clothing or school uniforms for the kids. My children and I would be too emotionally upset to go to work and school the next day.”

22. What have we learned? • Workers can benefit from • workplaces policies that offer support and protection • Legislation that provides support and protection • Unions can negotiate supports and protections through collective bargaining • Unions can lobby for legislation that provides support and protection

23. Workers’ Voices “… we bring to work everything that happens at home. We can't compartmentalize or mentally separate these different aspects of our lives. While it might not technically be the responsibility of the employer or union to provide shelter or assistance for employees being victimized by abusers at home, the workplace is a logical place to provide help, support, and resources for victims of violence.” “I think creating the ability in the union and in any work environment for discussions around these issues is more important than people realize.”

24. Successes • 2 million workers in Australia are covered by collective agreements that give them access to paid leave if they are experiencing domestic violence and other supports and protections • ATUC has put together a legal case to change employment standards legislation in Australia to provide all workers with paid leave • One province in Canada changed employment standards legislation to give workers paid leave • A second province in Canada has a bill in process • CLC is working on a training program to train labour leaders, stewards and other front line responders • ATUC – AP affiliates in Philippines are creating an education program for unions

26. Workplace Warning Signs • Disruptive phone calls or visits from the partner • Obvious injuries • bruises, black eyes, broken bones, hearing loss • often attributed to falls, being clumsy or accidents • Hiding injuries • Clothing inappropriate for the season (long sleeves & turtlenecks, sunglasses indoors) • Changes in makeup or concealer • Absenteeism or lateness • Being the victim of vandalism or threats • Job performance problems • poor concentration, errors, slowness, difficulty making decisions, inconsistent work quality • Requests for special accommodations • leave early, change schedule • Behaviour • anxiety, emotional outbursts, tears, apprehension, withdrawal or social avoidance, excessive tiredness or depression • Lack of access to money

27. When domestic violence comes to work

28. Workplace Warning Signs • Disruptive phone calls or visits from the partner • Obvious injuries • bruises, black eyes, broken bones, hearing loss • often attributed to falls, being clumsy or accidents • Hiding injuries • Clothing inappropriate for the season (long sleeves & turtlenecks, sunglasses indoors) • Changes in makeup or concealer • Absenteeism or lateness • Being the victim of vandalism or threats • Job performance problems • poor concentration, errors, slowness, difficulty making decisions, inconsistent work quality • Requests for special accommodations • leave early, change schedule • Behaviour • anxiety, emotional outbursts, tears, apprehension, withdrawal or social avoidance, excessive tiredness or depression • Lack of access to money

29. Learning to Respond