A 2007 survey conducted by the Corporate Alliance to End Partner Violence provides shocking, yet undeniable numbers. One in four working women are either current victims or survivors of domestic violence. And while men are well in the minority for being victims, their numbers are increasing. Company executives and employees alike agree that the effects of this abuse have an impact on a company's bottom line. Evidence of loss of productivity, absenteeism, tardiness and the increased cost of health premiums relates into decreased profits and higher expenses.
Darlene Thomas, executive director for the Domestic Violence Program in Central Kentucky, readily agrees. "The impact for employers is that you see often a decreased amount of productivity with someone that is enduring victimization at home. You see higher rates of absenteeism Ö so there is a lot of lost wages and time. It costs us, net, $5 billion to $10 billion annually in health care cost for employees who suffer domestic violence."
She added, "There is about $7.9 million in paid work days lost Ö and $727 million in productivity. This is according to national statistics." And the effects don't stop with the victim. The work performance of concerned co-workers may decline with the distraction of the abused's behavior, the phone calls and the stalking that often accompany abuse at home.
Awareness of these situations has increased over the years. The 2007 study drew upon the results of two others in 1994 and 2002. Commissioned by Safe Horizon, the Corporate Alliance to End Partner Violence, and Liz Claiborne Inc., the numbers were telling. The 1994 study reported 56 percent of corporate executives saying domestic violence had detrimental effects on the aspect of attendance alone, with 2002's percentage at 60, and 2007's at 70 percent. An even greater 85 percent of America's workforce in 2007 felt that attendance was negatively affected. Perceived effects to the bottom line draw a larger gap in numbers. Ninety-one percent of employees said that domestic violence has a detrimental impact on the bottom line, while only 43 percent of corporate executives agreed.
A substantially wider variation in numbers occurred when asked if businesses should be a part of the solution. According to the 2007 study, only 13 percent of executives of the nation's largest companies believe that corporations should address domestic violence in a concerted effort, while 9 out of 10 employees think they should. The findings showed that, despite the fact that executives consider domestic violence a problem, they are resistant to the idea that their companies should take action. Over 70 percent believe that, while domestic violence does have negative effects, they are not major, and two in three think that the impact on their company, with their own employees, is minimal. The reported employees sharply disagreed. Among the findings: More than four out of five believe that companies can make a difference by addressing domestic violence. In addition, 98 percent agree that it impacts victims in their work, and 90 percent think it is appropriate to offer programs and services that address the issue.
When asked how an organization like the Domestic Violence Program in Central Kentucky can help, Thomas replied, "We can review policies and even make recommendationsÖconsult with HR to do that. And then we would be the connection, the link back for when employees do disclose (domestic violence)." She added that companies "Ö can allow for job security, physical security, escorts. Sometimes they change job schedules, change up days, help victims work a safety plan and then they bring in their local community partners to ensure that the victims have all the expertise they need - on the outside, not just what they are able to do for their employees internally."
As is often the case, communication is the key to beginning to address the problem. The employees in the 2007 study readily admitted that the number one barrier to putting helpful programs into practice is that they are not asking for them. And executives allow that if they were more aware of the existence of domestic violence in their companies, and the employees asked for help, they would be more willing to implement programs to help. "The first step is to look at what you have currently and make sure that it includes domestic violence specifically. We can offer resources and tools, go to the Internet to get sample policies. We can connect that way or come in directly to make sure that you have the pieces they need. The more employees know that you care and that you are thinking about their issues, I think it increases morale," Thomas said.
Scott Millstein, interim chief executive officer of Safe Horizon, said, "CEOs cannot afford to ignore the emotional, financial and legal ramifications of domestic violence in the workplace. They need to recognize it affects not only their employees' well-being, but also their company's bottom line."