WELLBEING
ADDRESSING DOMESTIC VIOLENCE Julie South, a recruiter with VetStaff, describes the heavy toll of domestic violence, and what your practice can do to address it. THE DOMESTIC VIOLENCE – Victims’ Protection Act 2018 came into force on 1 April 2019. It protects domestic violence victims at work, providing them with the right to: » take at least 10 days’ paid domestic violence leave. This is separate from and additional to other leave (eg, annual, sick and bereavement leave) » request short-term flexible working arrangements for up to two months » be treated without discrimination in the workplace because they might have experienced domestic violence. As at 30 October 2019, and according to the MYOB Business Monitor Snapshot, most small and medium-sized New Zealand businesses (70%) had yet to implement changes to their employment agreements and/or workplace policies to recognise or comply with the Act (MYOB, 2017). DOMESTIC VIOLENCE DEFINED In New Zealand the term domestic violence includes physical, sexual and psychological abuse, including intimidation, damage to property, threats of abuse, financial and economic abuse, emotional abuse and playing mind games. It extends to abuse by a partner, another family member or a former partner (an ex). A person affected by domestic violence can be the victim themselves, or someone who lives with a child who is, or has been, a victim of domestic violence.
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AN INVESTMENT, NOT A LIABILITY It’s easy for veterinary clinic employers to see the Act as another compliance cost. That was my reaction until I started digging deeper. Yes, it’s an added obligation that clinics can’t contract out of. But when incorporated into a clinic’s human resources values proposition in a caring and thoughtful way, it becomes an investment. A 2014 Public Service Association report found that domestic violence cost New Zealand employers $368 million a year (Kahui et al., 2014). It determined that employers could avoid and/or mitigate these (hidden) costs through implementing workplace protection initiatives. Another report (New Zealand Family Violence Clearinghouse, 2014) stated that these initiatives could increase productivity and save costs in recruitment, retention, retraining and health and safety – and that for every employee whose experience of violence was prevented through workplace protection, employers avoided an average $3,371 in annual productivity costs. If you’re wondering whether you can afford to offer additional leave to affected employees, you may be surprised to learn you’re probably already doing so. Domestic violence could be damaging your clinic’s productivity and workplace accident
rates because affected employees are already taking time off work, their productivity is already being compromised, and other team members are already covering for them (with varying levels of effectiveness and success). So it’s likely affecting your clinic’s bottom line too. THE NUMBERS ARE ALARMING Victims, survivors and perpetrators can be found in any workplace, any profession and any suburb. Even though most family violence incidents in New Zealand (76%) go unreported (Ministry of Justice, 2014), between September 2018 and August 2019 New Zealand Police investigated one incident every four minutes (Long, 2019). By the time you’ve finished reading this article two women are likely to have been beaten. If your clinic has five women, possibly one of them will have experienced sexual abuse and/or assault. About 20% of New Zealand women are abused, and one in three girls and one in seven boys aged under 16 years are sexually abused by adulthood (HELP, 2019). SIGNS OF DOMESTIC VIOLENCE It’s important to be vigilant at your clinic because maybe, just maybe, one or more of your team is experiencing domestic violence at home. Signs to look for include: » excuses for injuries (“I tripped”) » personality changes (low self-esteem in someone previously confident) » partners or exes constantly checking in/checking up (eg, via phone calls, texts, drive-bys at work and ‘spontaneous’ visits to work), justified because they ‘care’ » people wearing clothing that doesn’t fit the season (long sleeves in summer covering bruises) or is inappropriate to please someone else (overly restrictive or revealing) » justifications of significant others’ unacceptable behaviour (they’re “going through a bad patch” or have “just been laid off”)
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