Domestic abuse. Why act now? Rhian Scott

DOMESTIC ABUSE

WHY ACT NOW?

By Rhian Scott

EXPERIENCED HR CONSULTANT - RHIAN SCOTT

Experience has taught me that every business is unique therefore I offer a flexible HR service, tailored to meet the needs of your business delivering HR support and advice either remotely or on site. If you would like any HR Support in your laboratory, see our website for more information. Web: www.rjsbusinesssupport.co.uk Email: Rhian@rjs-bs.co.uk

There are a lot of professional charities and organisations who support victims of domestic abuse including: l National Domestic Violence Helpline, run in partnership between Women’s Aid and Refuge. Freephone 0808 2000 247 l ManKind: www.mankind.org.uk/help-for-victims

30TH APRIL 2021 In a week when we have seen the landmark Domestic Abuse Bill signed into law organisations should be using this moment to consider its correlation with work.

Domestic Abuse has always been an issue however it feels like a relatively new issue for employers and possibly one that hasn’t been considered in the context of your obligations as an employer. Simply acknowledging that domestic abuse is an issue isn’t enough, so what positive steps can you take?

A great place to start would be to improve your own knowledge and understanding so that you can raise awareness of it throughout your organisation and take an active supporting role. Domestic abuse can involve a single incident or a pattern of incidents. It can also take many forms including psychological abuse, physical, sexual, emotional, verbal and economic. How it impacts on an individual can differ. The signs may not always be obvious and could manifest in other ways such as high absenteeism, low productivity, increased lateness, sudden changes in behaviour or tiredness.

Next I would recommend developing a domestic abuse policy so that anyone within the organisation understands clearly how they will be supported. It is also important to ensure that it is clearly communicated to managers with clear steps on how they can support an employee. As a minimum this should include acknowledging/recognising the problem, responding appropriately, offering support and referring to the appropriate help. Some organisations are also including their position on paid time off and performance management.

Finally, encourage and create an open and supportive culture where everyone is comfortable discussing their problems knowing that they will be supported.

As employers we are not expected to be the experts however if you always look to approach things with empathy and support, seeking advice when you are unsure then you can’t go far wrong.

If you would like to discuss any part of this article further or discuss how I may be able to support you with your HR requirements, I would be delighted to hear from you.