A Silent Storm: The Impact of Intimate Partner Violence on the Workplace
Intimate partner violence (IPV) is a pervasive issue that extends beyond the confines of private life, affecting various aspects of a victim's well-being, including their professional life. As organizations increasingly recognize the profound impact of IPV on the workplace, they are compelled to take action and create supportive environments for their employees. This article delves into the subject of intimate partner violence and its far-reaching consequences within the workplace.
The Basics: What is Intimate Partner Violence?
In short, IPV is abuse or aggression that occurs in a romantic relationship. IPV typically refers to physical, sexual, and/or emotional violence that is perpetrated by a current or former partner or spouse. However, IPV can also be used to address a broader spectrum of actions for someone in a relationship exerting control over the other. Examples of this would include stalking, social abuse, and financial abuse. Often used interchangeably with Domestic Violence (DV), iIt’s important to note there is a difference. The primary difference being that DV is categorized as violence between anyone within the same household (e.g., children, parents, or roommates, and partners/spouses), while IPV refers strictly to current or former partners or spouses.
Who Are the Victims?
There is a stigma that IPV only happens to females in heterosexual relationships. However, IPV is not constrained to only females or only heterosexual relationships. According to the National Coalition Against Domestic Violence (NCDAV), 1 in 3 women and 1 in 6 men have been victims of severe physical violence by an intimate partner in their lifetime. The NCDAV goes on to note that “LGBTQ members fall victim to domestic violence at equal or even higher rates compared to their heterosexual counterparts.”
It's important to also keep in mind that personalities, social status, and income levels do not provide immunity from the issue. It’s a common misperception that someone who is outgoing and seemingly happy can’t be a victim of IPV as well as someone who is of high social status, is a high-earner, or whose job provides lots of influence. We’ve heard from countless Survivors who were business executives, lawyers, doctors, and professors who have been victims of IPV.
How Does Intimate Partner Violence Impact the Workplace?
Although IPV is often perceived as a private issue, studies have shown that IPV can also affect the workplace. This leads to absenteeism among victims, which not only affects their productivity but also poses challenges for organizations to manage. Some advocacy groups even estimate the average hours of lost work for victims of IPV to be as high as 132 hours (about 5 and a half days) each year, whether it’s not being able to get to work because the abuser left no money for gas or public transport, has sabotaged childcare arrangements, or the victim is simply overwhelmed due to the abuser’s stalking or harassment.
IPV and Active Assailants
The most extreme outcome for a victim of IPV can be death! With concerns over mass shootings and active assailants on the rise, it’s important to understand the relationship between IPV and extreme violence, like an active shooter. Recent research suggests that approximately 60% of mass shootings are IPV-related in some way. In addition, according to the Bureau of Labor Statistics, approximately 80% of workplace fatalities involve firearms and in 2017, 42% of women murdered in the workplace were killed by a family member or intimate partner. Violence in the workplace can often stem from personal or intimate relationships; it’s important to identify early warning signs and take action before lightning strikes.
How Organizations can Address IPV
An article published in the Harvard Business Review sheds light on the role organizations can play in preventing and understanding IPV. The data collected in their research highlights that the workplace can serve as a crucial space where individuals feel comfortable seeking help, with colleagues often becoming the sole allies for victims. Furthermore, the financial independence provided by work can make it a target for abuse. The article goes on to outline four approaches that organizations are taking to address IPV.
1. Empower Employees to Support Each Other: Organizations can empower their employees by fostering a culture of support and empathy. Encouraging open communication and providing training on IPV awareness and response can equip employees to recognize signs of abuse and offer assistance to their colleagues. Resources such as workshops, webinars, and educational materials can be made available to employees to enhance their understanding of IPV dynamics and the appropriate steps to take when supporting someone experiencing violence.
One valuable resource in this regard is the online chat function. Through such platforms, employees can seek guidance from professionals with social services or psychology backgrounds, anonymously ask questions about their own relationships, or seek advice about supporting others. Encouraging employees to utilize these resources ensures they have access to expert guidance while maintaining confidentiality.
2. Establish a Safe Reporting Mechanism: Creating a safe reporting mechanism is essential for employees who may be experiencing IPV or suspect that a colleague is facing abuse. Organizations should emphasize that reporting incidents of IPV will be handled with sensitivity, confidentiality, and non-judgment. Designated points of contact, such as HR personnel or trained managers, can be identified to receive and address reports.
To promote reporting, organizations can implement policies and procedures that clearly outline the steps to take when encountering IPV situations. These policies should assure employees that they will be supported and protected from retaliation when they come forward. Providing anonymous reporting channels or third-party helplines can also encourage individuals to share their concerns without fear of repercussions.
3. Monitor Employees and Challenge Assumptions: Organizations should be vigilant in monitoring changes in employees' behavior and performance, as these can be indicators of underlying IPV. Managers and supervisors play a vital role in observing and addressing such changes. It is crucial to challenge assumptions about the causes of these changes and approach them with empathy and understanding.
Training programs can educate managers on the warning signs of IPV and equip them with the skills needed to engage in compassionate conversations with affected employees. These programs can help managers navigate difficult situations, offer support, and connect employees with appropriate resources.
4. Role Model Healthy Relationships at Work: Organizations can foster a workplace culture that promotes healthy relationships, respect, and equality. Leadership should actively demonstrate and promote positive behaviors, fostering an environment where employees feel safe, supported, and valued. This includes modeling inclusive and non-violent communication, establishing policies that address workplace harassment and violence, and promoting work-life balance to reduce stressors that may contribute to IPV.
Another step that organizations can take is to resource employees. Organizations can provide a range of resources to support employees affected by IPV. These resources may include access to counseling services, legal assistance, support groups, and referrals to community organizations specializing in IPV. Collaborations with external partners, such as local shelters or helplines, can further expand the support network available to employees.
Additionally, organizations can develop comprehensive policies addressing IPV in the workplace. These policies should clearly outline the organization's commitment to preventing and addressing IPV, provide guidelines for reporting incidents, and detail the available support mechanisms. This is where training proves paramount. Training informs personnel of resources and organizational policies on the issue. Stay tuned for our next video where we unpack the details of why IPV should be included in your workplace violence training.
In conclusion, IPV is an issue that cannot be ignored, especially when it comes to its impact on the workplace. As we have explored throughout this article, IPV affects individuals from all walks of life, regardless of gender, social status, or occupation. Its consequences, such as absenteeism and decreased productivity, pose significant challenges for organizations. However, by taking proactive measures, organizations can create a supportive environment and empower their employees to address IPV. Through fostering a culture of support, establishing safe reporting mechanisms, monitoring employees, and role-modeling healthy relationships, organizations can make a meaningful difference. By providing resources, training, and comprehensive policies, organizations can ensure that their employees have the necessary tools to navigate and combat IPV. Together, we can create workplaces that are safe, inclusive, and free from the silent storm of intimate partner violence.
For more information on integrating IPV and DV into a comprehensive Workplace Violence Prevention and Intervention (WVPI) program, visit https://www.cpps.com/contact-us and fill out the form. Our team will be happy to answer any questions you may have.
