Talking To Your Employees
Co-workers who engage other co-workers and are approachable contribute strong threads to the social fabric and are the most likely people for the employee to disclose domestic violence to. Employees who practice active listening and openness are approachable and help monitor workplace wellness. They can note usual co-worker behaviours and notice changes. Positivity helps productivity, encourage employees to reduce stigma and to advocate for a healthy workplace.
YOUR LEADERSHIP MATTERS.
BE PROACTIVE and set the tone for your business.
BE APPROACHABLE and knowledgeable about your employees.
BE THE PRIMARY ADVOCATE for a healthy workplace. If your instincts tell you that something isn’t quite right, intervene early before the situation gets out of hand.
REMEMBER TO KEEP YOUR EMPLOYEES SAFE. If the employee appears to reconcile with the partner, remember the cycle of abuse. Remain vigilant because the cycle is likely to continue.
PROMPTLY ADDRESS any concerns about domestic violence you might have with the employee as they emerge. Here are some practical points on how to gently intervene.
Addressing Domestic Violence with an Employee
Knowing how to start a conversation about family violence with an employee can be difficult. Your role as an employer or supervisor is not to be a counsellor, but rather to approach the employee in a professional, sensitive manner and find out what help is required and where the employee can find it.
Offer to meet employee in private so that confidentiality can be respected. Clearly identify any observed employee job performance problems that have emerged. Express empathy about personal issues interfering with work performance. Remember, family 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 and avoid accusing, blaming, diagnosing or drawing conclusions. Listen (a lot) and support employee to seek help. This is about them.