Toll of domestic violence focus of research project

Through a partnership with researchers at Western University in London, Ont., the Canadian Labour Congress (CLC) has launched a national survey on the impact of domestic violence on workers and workplaces.

The survey, which is gathering data about the prevalence and impact of domestic violence, will provide Canadian research that can be used by unions, employers, advocates and governments to develop policies and negotiate workplace supports.

"We need to have real made-in-Canada research to come up with some real made-in-Canada solutions," said Barbara Byers, executive vice president of the CLC.

Domestic violence is not only devastating to the lives of workers, but it affects employers through lost productivity, absenteeism and turnover. Many workplaces lack support systems to help employees deal with the effects of domestic violence.

In a recent study, the Department of Justice estimated employers lose $77.9 million every year as a result of domestic violence.

Byers calls the justice department’s estimate "very cautious," saying the CLC’s nation-wide survey could very well provide data that proves the impact on the workplace is much higher.

Employees suffering from domestic violence are often absent as a result of abuse and are more likely to be distracted when they are at work. Employees perpetrating domestic violence also disrupt the workplace, using company time and resources to harass a current or former partner.

Barb MacQuarrie — community director, Centre for Research and Education on Violence Against Women and Children at Western University — believes the results of the CLC’s survey will help employers and unions make workplaces safer and more productive.

"The Canadian labour movement will take those findings into collective bargaining and they’ll say, ‘We have workers we know in this workplace that are experiencing domestic violence, others that are perpetrating domestic violence, and coworkers are being impacted. We need to have supports in place for them.’"

Support systems including dedicated paid leave, protection from adverse action and flexible work arrangements can significantly reduce the impact of domestic violence on workers and workplaces. Paid leave allows an employee to deal with injuries, legal proceedings or the logistics of moving children out of the home and into a safer environment.

"Because they’re so involved in avoiding the harassing, intimidating behaviors of their partner or ex-partner, they’re not putting all of their attention on the job," MacQuarrie said. "It’s a real health and safety concern as well as a productivity concern when somebody’s not completely focused on their work. This is a workplace problem and this is a labour relations problem."

Both Byers and MacQuarrie named Unifor’s workplace advocate program as a prime example of the kind of support necessary in the workplace.

In Unifor’s program, an advocate dedicated to dealing with domestic violence is available to discuss potential resources with all employees, male and female.

"They’re available in every workplace where this has been gained through collective bargaining process and they’re available for consultation, for support, for referrals," MacQuarrie explained. "There are many men who, whether it’s sisters or daughters or friends they’re concerned about, advocates are available to them as well."

Many employers feel unequipped to provide these resources, and as a result are ignoring their responsibility to their employees, MacQuarrie said.

"I think we need to figure out how we can convey the seriousness of this and that it’s not an optional responsibility. It’s not anything that typically employers have been asked to deal with — they don’t feel prepared. But we have many, many, many professionals in every community that are more than willing to work with employers to help them meet those responsibilities," she said.

The anonymous survey is available online until June 6. Any Canadian employee over the age of 15 — whether or not they have personally experienced or witnessed domestic violence — is encouraged to complete the survey.

Preliminary results from the survey should be available in the fall of 2014 and the full results will be launched at the end of the year.

Lise Martin, executive director of the Canadian Network of Women’s Shelters and Transition Houses, said the CLC’s national survey is a step in the right direction toward long-term systemic change.

"First you do the study, then comes the policy and then comes the change," Martin said.

As crucial as supports in the workplace are, she explained, "we recognize services alone aren’t going to end violence against women in this country. This survey is one aspect lending support to a national action plan with the view of setting mechanisms for that longer-term systemic change."

For MacQuarrie, the ultimate goal of the survey is to provide employers and unions with the information they need to collaborate on safer and more productive workplaces.

"This is not an issue where there should be a confrontational or an adversarial relationship with the unions," she said. "This is a place where employers and unions can really work together towards a safe, respectful and productive workplace. This is in everybody’s best interests."

To take the survey, go to http://fluidsurveys.com/s/DVatWork.