Misconduct? I Don't Think So

I live in a state where our last governor was just convicted on 17 of 20 counts of various crimes.  Our governor previous to him is currently in prison for similar crimes.

But this item from our neighbors to the north caught my eye - it is regarding the Wisconsin Supreme Court and justices allegedly slapping and choking one another- you can read it here. 

While I somehow cannot imagine Supreme Court Justices getting physical with one another - I know from doing this job, abuse and violence can happen to anyone...and anyone can be an offender.

What particularly caught my attention was that "the matter was called to the attention of the Wisconsin Judicial Commission, which investigates allegations of misconduct involving judges."

While that may certainly be the role of the Wisconsin Judicial Commission to investigate allegations of "judicial misconduct"....if what is alleged is true, something else is going on here.

It is workplace violence.

It actually "Type 3" Workplace Violence - where the perpetrator(s) are co-workers.

Did you know that according to the most recent Bureau of Justice Statistics report regarding workplace violence* about a quarter (26%) of workplace violence against males and about a third against females were committed by someone with whom the victim had a work relationship? Among the work relationships examined, coworkers were the most likely to attack persons in the workplace. Current or former coworkers committed 16% of workplace violence against males and about 14% against females.

When the Corporate Alliance to End Partner Violence (CAEPV) works with employers, one of the first steps in the process is helping them create a policy regarding workplace violence. A policy that makes it clear that no one - employees, managers, vendors, etc - can use workplace time and resources to threaten, abuse or harm anyone.

(I wonder if the Wisconsin State Supreme Court has such a policy? If not, we'd be happy to provide them some samples.)

It should not matter who you are, or what you do - if these people acted this way on the street, or in another place of business, they certainly could have been arrested.

For help with workplace violence policy samples or any other resources, please visit our website at www.caepv.org.

(Update: Apparently we are not the only people who recognize this as workplace violence.  Read this article from the Wisconsin State Journal.)

*March 2011, U.S. Department of Justice, Office of Justice Programs, Bureau of Justice Statistics, Special Report,Workplace Violence 1999- 2009, NCJ 233231

"If I Don't Come to Work, Call the Police. He Said He's Going to Kill Me."

"If I don't come to work, call the police. He's said he's going to kill me."


That's what Trisha Sadler told her co-workers at the bank where she worked.  And sadly, on June 17, that is what they had to do. They had to call the police because they had not seen her for two days.

You can read the heartbreaking story here.

Now those co-workers have lost a friend, and her family has lost a daughter and sister, and we've lost another precious person to domestic violence.

According to an arrest affidavit, friends said Trisha would come to work at  the bank with bruises. She confided to them that Ward threw her around and choked her, according to the arrest affidavit, and they were fighting more and more. Neighbors called police when the shouting got too loud.

Two weeks before her death, Sadler gave her co-worker a warning: If I don't come to work, call the police. He's said he's going to kill me, the affidavit said.

If you are a person who does not think the workplace is impacted by the "private issue" of domestic violence, perhaps the life of Trisha Sadler and those who love her and worked with her and were here family and now have to live without her will make you think again.

If you are wondering what an employer can do to address domestic violence through the workplace, please visit our website at www.caepv.org. 

While there is no guarantee that a workplace program to address domestic violence will keep a tragedy like the one that happened to Ms. Sadler from occurring, it is our hope that such programs will change - and perhaps save - some lives. 

And isn't it worth that?

June Is Internet Safety Month - Tools for Parents

June is Internet Safety Month - and CAEPV Member Verizon has some great resources for parents. 

Verizon teamed up with leading online safety experts to bring parents and anyone who cares about the kids in their lives a series of videos and blogs about cyberbullying.

In this video, “Is your child being cyberbullied?,” experts highlight practical steps to take if you discover that your child is being cyberbullied or harassed. 

Here are some key take-aways: 

• Report the abuse to the website that it occurred on by using the “Report Abuse” button or by sending an email.
• Save and print evidence of the bullying.
• Be careful about cutting off your child’s access to technology. You don’t want to make them feel like they are being punished for telling you about the problem.
• Think before you immediately contact the bully’s parents, as you might complicate the situation for you and your child.
• Contact the school to find out how they can help. Even if they can’t intervene in the cyber bullying scenario, they can help by supporting your child when he or she is on campus..
• Encourage your child to “Take a break” from the online interaction rather than retaliating immediately.

This video, “When does 'rude' cross the line, online?” highlights some of the legal aspects of cyber bullying, and potential ramifications when behavior online goes too far. Watch the video below to learn more.

Here are some key take-aways:

• Willful and repeated harm or a one-time violent threat constitutes cyber bullying.
• The consequences of posting or forwarding nude or semi-nude photos may include a child pornography charge.
• Police suggest the best course of action if a child receives one of these photos is to delete it immediately and tell an adult.
• Adults need to set expectations and social rules for when it’s okay to record, post or tag photos and videos online.

For more resources, visit "Articles for Parents" on the Verizon site.

Remember - it doesn't have to be June to care about internet safety for your kids - or for yourself.  This is a great resource anytime. 

And as with any conversations about healthy versus unhealthy relationships that take place with your children, the best conversations about internet safety start when they are young, and take place often.

Keep those lines of communication open.  Especially the old-fashioned kinds of communication.  You know....talking. :-)

You Don't Want to Be A Headline....At Least Not Like This

If you are a business, you want to be in the headlines for a good reason...a great reason. 

You don't want to be in the headlines like this:  Pfizer Sued Over Domestic Violence Leave.

You can read the story linked above - but the case is basically this:  a victim of domestic violence in Washington State is saying her employer did not follow the law - or even inform her of the law (as required in her state) regarding her situation.

And this is a big employer - that should know the law. And the story itself it just heartbreaking and frightening. 

I don't know the details, I don't know exactly what happened - I only know what I am reading in the story.

I also know this - any employer with a clear understanding of the laws of the state, and a clear policy and program to address domestic violence, and the workplace culture that trains managers to understand how to address it would probably not be in this position.

When employers join the Corporate Alliance to End Partner Violence (CAEPV) we work with them on the policies, programs and infrastructure to help with creating a workplace culture where 1) employees feel safe coming forward and 2) managers know the right thing to do.

It would appear - if this case is exactly as it is written - that the manager did not know the right thing to do. 

That is so sad for so many reasons....not only because the victim did not feel safe, but because the entire workplace was compromised.  And now there is a lawsuit.

I know that often legal counsel will indicate their concern that if "too many things are written down" they may be liable for what they write..or what they do to help a victim of domestic violence.  But as the general counsel for one of our CAEPV member companies says "Not only is it the right thing to do, it is the smart thing to do.  I've never seen anyone get sued for a good faith effort to protect victims of domestic violence and a good faith effort to keep them and their workplaces safe.  But I have seen employers sued for doing nothing, or something negligent."

And I have to say I agree.  I am not a lawyer, but I do follow these things pretty closely, and while I have seen a LOT of lawsuits like the one above...I've never seen anyone sued who was trying to help victims of domestic violence at the workplace through a good policy and program.

So - don't be a headline.  Have enlightened self-interest. 

A great place to start is with the steps we recommend which you can find right here.   You can also visit our website at www.caepv.org.

And if you join us, you can be a headline for a great reason -- making domestic violence "Everybody's Business."

DOMESTIC VIOLENCE DOES SPILL INTO THE WORKPLACE, RIGHT?

Domestic violence does spill into the workplace, right?

That’s what the gentleman was asking.  I assumed by his tone, he was asking on behalf of an employee who had been wrongly dismissed.

I was wrong.

He was asking on behalf of an employer who had dismissed an employee after the victim of abuse had not “fulfilled a personal safety plan” in the manner the employer asked. So the victim was fired.  He indicated they thought they had a pretty good case for dismissing the employee.

I asked “Does the employer have a workplace violence policy or procedures that were followed?”

I don’t know.

I asked “What did the employer do to keep the employee safe?  What would the employer have done if it was a customer bothering the employee?  Or what if had been a co-worker threatening the employee?”

I don’t know.

“What was involved in this personal safety plan the employee was supposed to create and follow?”

I don’t know.

“Was the employer listed on an order of protection?”

I don’t know.

“Was the employee provided community resources to help with this safety planning?”

I don’t know.

“So the victim was just supposed to be personally responsible for being safe at work when there was a known potential for workplace violence?”

I don’t know.

I told him that if the employer had been located in a different state or municipality, firing this employee because of the domestic violence situation would have been potentially illegal.   

I also explained that while it might seem expedient, it was not in the employer’s enlightened self-interest to simply “remove the target.”

This was not going to keep the rest of the workforce safe in the long run. What would happen in the abuser showed up and didn’t believe that the former employee no longer worked there?

The employer did not seem to have a plan for handling workplace violence in general.  I explained that in the case of this kind of workplace violence (domestic violence impacting the workplace) the employer had created a situation where it was likely no one else who was dealing with domestic violence was going to come forward to share their situation -- especially if they had an abuser threatening to come to the workplace.  Wouldn’t they be afraid to share that based on what happened to this employee? (Not to mention the fact that the employer was no more prepared to deal with domestic violence impacting the workplace now than they were before this employee was dismissed.)

I explained it made more sense to have a policy and plan for dealing with domestic violence from the employer perspective BECAUSE it impacts the workplace.  To plan from the employer perspective to keep employees safe. Rather than expecting that from the employee.   Not just for domestic violence impacting the workplace…but any kind of workplace violence.   

He asked if the Corporate Alliance to End Partner Violence (CAEPV) helps employers develop policies and programs to address domestic violence as a workplace issue. I said that is exactly what we do – and we know how to help employers keep their employees and workplaces safe and productive.

He was a really nice guy.  He really didn’t know that there were better ways to handle domestic violence as a workplace issue.  He didn’t realize that other employers have found better ways to do it.  And I think he really understood that perhaps the employer had not done the best thing. For anyone.

I think he understood what I was saying.  

But I don’t know.

Verizon Wireless Supports Joplin, MO Through Mobile Giving

I know there are lots of ways to help in this time of tragedy in Joplin and elsewhere - here's one:

Verizon Wireless has quickly implemented a mobile giving program for customers looking for a simple way to contribute to relief and recovery efforts following the devastation in Joplin, Mo.  Customers can use their mobile phones to make $10 donations to a variety of non-profit organizations responding to the tornado and the needs of local citizens in the aftermath – including American Red Cross Relief and United Way - Heart of Missouri.

 
Customers can choose from five different nonprofit organizations and make $10 donations by sending a text message. Donating is easy – customers simply text the specific word to the organization's designated short code:
      

·         American Red Cross Relief: Text "REDCROSS" to 90999

·         Convoy of Hope: Text "CONVOY" to 50555

·         Salvation Army: Text "JOPLIN" to 80888

·         United Way - Heart of Missouri: Text "JOPLIN" to 864833

·         World Vision, Inc.: Text "TORNADO" to 20222

Verizon Wireless always waives text-messaging fees for disaster relief, so text messages are free when used to make donations to any of these organizations, and 100 percent of each $10 donation goes to the relief organization.

For Verizon Wireless customers who pay monthly bills, the $10 donations will appear on the next regular monthly bill. For customers using the company's prepaid services, the $10 donation will be taken from customers' prepaid balance.

 

The Apology Olympics

"If there were an apology Olympics, women would beat the pants off men. According to recent research, including a study at the University of Waterloo in Ontario, Canada, a clear-cut gender gap emerges when measuring just how often men and women apologize as well as the reasons behind it. While many women say 'sorry' as automatically as they say hello and goodbye, they also apologize for something as simple as bumping into someone's chair. Men, in contrast, see no reason to apologize for trivial transgressions like a chair bump."


I've been intrigued by this article by Merci Miglino ever since I first read it.


It is called "Apologizing -- Again?" and discusses how women are much more likely to apologize than men...and how apologizing can be dis-empowering and potentially part of the cycle of domestic violence.


Why domestic violence?  Because of the idea that domestic violence victims apologize "for anything and everything."  And of course that is not healthy.


But I want to point something else out.


Abusers apologize too. They say things like:


"I'm sorry...it won't happen again."


"I'm sorry...I didn't mean to hurt you."


"I'm sorry...if you didn't make me so crazy, it wouldn't have happened."


That isn't healthy either.


Personally, I think apologizing from a place of strength is a sign of....strength. Not weakness.  My husband would tell you that while I might say "I'm sorry" for bumping someone in a store...it is REALLY hard for me to say "I'm sorry" when something is real.  It is difficult for me to admit that I caused harm or hurt to him. I feel like the Fonz trying to say "I was wrong." After almost 19 years of marriage it is still hard to get the words out.


I am not sure how healthy it is to tell anyone - women or men - that it is in "our wiring" to apologize...and that somehow that is not ok.


I think it is better to  teach our children (and ourselves) how to say "I was wrong" - and mean it.


What do you think?

Domestic Violence and the Workplace: Protecting Your Employees and Your Bottom Line in Six Steps

By Kim Wells, Executive Director, Corporate Alliance to End Partner Violence

What do your employees bring through the door when they walk into work?  

In a national survey of full-time employed adults by the Corporate Alliance to End Partner Violence (CAEPV) 21% indicated they were victims of domestic violence – and 64% percent indicated their ability to work was significantly impacted.

According to the US Centers for Disease Control and Prevention (CDC), intimate partner violence victims lose a total of nearly 8.0 million days of paid work a year—the equivalent of more than 32,000 full-time jobs—and nearly 5.6 million days of household productivity as a result of the violence. The CDC also reports that the cost of domestic violence to the US economy is more than $8.3 billion. This cost includes medical care, mental health services and lost productivity (e.g., time away from work).  

So – what can employers do to proactively keep their workplaces productive and safe? 

Step 1: Develop a domestic violence and the workplace policy and program

·         Involve relevant stakeholders such as senior management, human resources, security, legal, communications, media relations, employee assistance programs (EAPs), medical, health or safety programs. This group becomes the “multi-disciplinary domestic violence response team” which is key to the process.

·        Ensure EAP providers are trained in domestic violence identification and response, and are able to appropriately refer to domestic violence services.

·        Seek expertise externally from domestic violence specialists.

·         Ensure that senior management sign off on this process and champion the outcomes.

Step 2: Develop a policy addressing domestic violence containing:

·        A clear definition of domestic violence, with examples/case histories of how this affects the workplace. Include a statement that domestic violence is unacceptable at home and in the workplace.  

·        A clear statement that no violence or threats of violence should take place on workplace grounds or while an employee is on duty or acting in the interests of the employer. Include potential consequences of such actions. (Perpetrators of domestic violence may use workplace resources such as telephone, fax or email to threaten, harass or abuse their current or former partners. In addition to being a misuse of organizational resources, this behavior may be in breach of a current protection order or constitute a criminal offence, such as stalking.)

·         A clear statement of the employer's commitment to addressing domestic violence as a workplace issue and examples of workplace accommodations and assistance available.

·         A clear indication of where and how staff can access assistance regarding domestic violence and the workplace.

Step 3: Develop procedures for implementing the program, ensuring they include:

·         Details of the first point of contact for employees needing support.

·         The role of key personnel in liaison with domestic violence specialists.

·        The security measures, plans and procedures provided in the workplace to protect against domestic violence.

·         An assurance of an employee’s right to confidentiality and support when they disclose domestic violence.

·        Guidance about how managers and employees should handle disclosures of domestic violence.

Step 4: Distribute the policy

·         Produce a compact, easy to read version of the policy and provide to all staff.

·         Include the policy on the workplace intranet and orientation materials.

·        Ensure that operating units within the workplace vital to the success of the program are fully engaged and prepared before the policy and procedures are widely shared (two examples would be security and human resources.)

Step 5: Provide training

·        Train managers to recognize signs of violence for potential victims and perpetrators. Local domestic violence service providers often can assist with this training at little or no cost.  

·         Because managers must be careful to address concerns in the context of employment (unless the employee self-discloses), managers should understand how to respond—to appropriately address changes in behavior that is affecting performance.  

·       Train managers to refer—how to access internal and external resources for an employee.  Managers should not give personal advice or counseling- this type of help should be left to the experts.

·        Employee education should include a basic understanding of domestic violence, possible warning signs, and how to respond sensitively and confidentially to an abused co-worker. As in the case of managers, co-workers are not counselors, but facilitators in helping co-workers seeking assistance.

Step 6: Build awareness through workplace communication

·        Display public education materials about domestic violence in accessible areas such as lunch rooms, restrooms, and on the organization’s website.

·         Provide details of where victims and abusers can get help locally or an anonymous help line.

·        Organize regular awareness training and education in all levels of the organization about domestic violence.

·        Incorporate information about awareness of domestic violence into employee orientation programs, handbooks, and intranet-based human resources information.  For best effect, educational and awareness programs on domestic violence should be intertwined with other complimentary programs. Employee wellness fairs, workplace safety programs, town hall meetings, and family issues seminars are effective venues for sharing information about domestic violence.

State and municipal laws vary greatly with reference to domestic violence and workplace issues (unemployment insurance, non-discrimination laws, etc). Employers should work directly with their legal departments to develop policies and programs.

Employers who take on the challenge of addressing intimate partner violence as a workplace issue are true leaders. They are choosing enlightened self-interest in an effort to save lives—and change society.

You can find more information on these steps – including a sample policy -- at www.caepv.org in our Take Action/Starting a Workplace Program Section.

Glamour Launches "Tell Somebody" Relationship Violence Awareness Campaign In Honor of Yeardley Love

Today is the one year anniversary of the death of UVA student Yeardley Love. (Note our blogpost about Yeardley Love's death and what to say to someone you care about here.)

To honor the one-year anniversary of her death, Glamour is encouraging women to talk about relationship violence—both to ask for help and to offer it without judgment. Glamour's Tell Somebody campaignis aimed at raising awareness about the secret that kills four women a day in the United States—relationship abuse. Over the course of an average year in twenty-first-century America, more than 1,400 women will be murdered by someone they've loved. Glamour asks: Why are women more likely to be killed by their boyfriends now than they were 35 years ago? And what can we do to reverse the trend?

In an exclusive Glamour/Harris Interactive representative, online survey* of 2,542 women ages 18 to 35—single, living with a partner and married—a full 29 percent said they'd been in an abusive relationship. Another 30 percent said they'd never been abused but then went on to acknowledge that, at some point, a partner had viciously hurt them: from verbal degradation to being strangled or threatened with a knife. View the top findings from the survey at http://glmr.me/jKUWxq.

The Tell Somebody campaign kicks off in Glamour's June issue with an exclusive interview with Vice President Joe Biden and Dr. Jill Biden. Also included in the feature are family photos of Yeardley Love that serve as a reminder that the women we hear about in the news are much more than just headlines. Many brave women came forward to tell their stories—and 62 percent said that having the support of a friend, family member or coworker helped them "get through the relationship safely."

The message here? Tell Somebody. Ther feature includes exactly what to say to a friend or loved one who may be in an abusive relationship.(Note our blogpost about Yeardley Love's death and what to say to someone you care about here.)

"The fact that abusive relationships have actually gotten more deadly for young women in the 21st century is not only confounding—it's maddening," says Cindi Leive, editor-in-chief of Glamour magazine. "Glamour wants to encourage all young women to start talking about this violence. Our message is simple: If you, or a friend, are in a dangerous relationship, Tell Somebody."

Young celebrities like Emma Stone and Ashley Greene, are also joining the campaign, coming together to create an awareness video highlighting shocking statistics and underlining the message of the campaign: If you or a friend is suffering, Tell Somebody. To see the video, along with a moving series of exclusive videos of survivors, go to http://www.glamour.com/tell-somebody/video/2011/05/tell-somebody-help-put-an-end-to-relationship-violence.

There is an easy way everyone can help: In 2010the National Domestic Violence Hotline received 281,787 calls, but due to a lack of resources, 83,027 of those calls went unanswered—that's more than 1,590 calls per week. We can change that. Glamour, the Avon Foundation for Women and the Avon Speak Out Against Domestic Violence program—an initiative that has donated more than $30 million globally to reduce domestic violence since 2004—are working to make sure that no call goes unanswered from now through October, which is Domestic Violence Awareness Month. "Women need to have someone who will listen," says Katie Ray-Jones, director of the National Domestic Violence Hotline. "We know that for about 85 percent of our callers, it's their first time ever telling their story."

Glamour is asking people to make a $10 donation by texting TELLNOW to 85944. The Avon Foundation will match every dollar donated, up to $200,000. "It takes so much courage for a woman to pick up the phone and make that call," Vice President Joe Biden told Glamour. The least we can do is make sure someone is there for her.

Join Glamour's campaign to stop relationship violence by changing your Facebook status to—Relationship violence kills 4 women a DAY in the U.S. If you or someone you know is being abused, Tell Somebody. Make sure someone is always listening by texting TELLNOW to 85944. Your $10 donation will help keep the National Domestic Violence Hotline open.

To learn more about Tell Somebody, visit glamour.com/tell-somebody.

*Survey Methodology: This survey was conducted online within the United States between March 3 to 17, 2011 among 2,542 women (aged 18-35). Figures for age, race/ethnicity, education, region and household income were weighted where necessary to bring them into line with their actual proportions in the population. Go to http://www.Glamour.com/tell-somebody for the full methodology.

MARY KAY "TRUTH ABOUT ABUSE" NATIONAL SURVEY FINDS DOMESTIC VIOLENCE RISES NATIONWIDE FOR THIRD YEAR WHILE ECONOMY STRUGGLES

Domestic violence shelters throughout the United States report the economy continues to significantly affect women – with domestic violence increasing for the third straight year and government cutbacks decreasing shelters’ ability to help survivors.  In addition to domestic violence incidents growing and funding sources diminishing, the abuse is reportedly more severe, victims are struggling to find jobs and shelters expect the situation will only get worse in light of the economy – according to the third “Mary Kay Truth About Abuse” national survey.

More than 670 domestic violence shelters across the country were surveyed in March 2011.  Shelters report the economy’s decline since 2008 has increased demand for their services, and they also note their shelters’ ability to raise funds and provide services will be hampered over the next 12 months.  Detailed findings from the 2011 “Mary Kay Truth About Abuse” survey reveal alarming trends in light of the economy’s decline since 2008, including:

·         80 percent of domestic violence shelters nationwide (more than three out of four) report an increase in women seeking assistance from abuse.

·         73 percent of shelters attribute this rise in abuse to financial issues.

·         48 percent of shelters link this increase in domestic violence to job loss.

·         89 percent of domestic violence shelters expect their overall situation during the next 12 months will be worse than now, or the same as now, due to the economy.

·         76 percent of domestic violence shelters (three out of four) indicate their funding has decreased the most from governmental organizations.

·         65 percent of women in shelters can’t find employment due to the economy.

·         56 percent of shelters note the abuse is more violent now than before the economic downturn.

·         77 percent of shelters (more than three-fourths) indicate their clients stayed longer in their relationships due to the state of the economy.

Anne Crews, Mary Kay Inc. vice president of government relations and board member for The Mary Kay Foundation^SM, added:  “The survey results clearly identify the increasing need for supporting women and children affected by domestic violence nationwide – especially in a challenging economy.  Mary Kay pledges once again to continue its commitment to preventing and ending this epidemic.  For nearly 48 years, we’ve been true to our approach of doing well by doing good.  And we will continue to stand on our promise to help change the lives of women and children in the United States and around the world.”

The third “Mary Kay Truth About Abuse” survey polled 672 domestic violence shelters across the United States about domestic violence and the economy since September 2008, a major turning point in the U.S. economy.  The study was conducted online between March 14-30, 2011.  Comprehensive 2011 survey findings summarize national and regional results.  Mary Kay conducted its first nationwide survey of shelters in 2009 and second in 2010.

Great Ways to Help Make A Difference with Break the Cycle, Joyful Heart Foundation, and the Allstate Foundation

Do you want to do something to help nonprofit organizations -- but you don't have person funds to do so yourself? Let Chase and Allstate do it for you! Here are two great ways:

 Help CAEPV Members Break the Cycle and Joyful Heart Foundation win up to $500,000 from Chase Community Giving.

If you've never participated in Chase Community Giving before, you'll be to asked to “like” Chase Community Giving (https://www.facebook.com/ChaseCommunityGiving ) and grant the application access to your Facebook profile--once you click "Allow" you'll be taken through to the voting page.

• Break the Cycle: https://apps.facebook.com/chasecommunitygiving/charities/954582664-break-the-cycle  
• Joyful Heart: https://apps.facebook.com/chasecommunitygiving/charities/721519537-joyful-heart-foundation  

Join Allstate, Make a Promise to Improve Your Finances, and Help Grameen America

Join the Allstate Foundation and Dress for Success in making a promise to improve your finances. Click to Empower! will donate $1 to Grameen America for every promise made. Help them reach their goal of donating up to $10,000.

It's simple, click on the Make a Promise tab on their Facebook page and select a promise! 

So....click away!


 

TWO NEW STUDIES FIND MEN SUFFER PSYCHOLOGICAL TRAUMA FROM PARTNER ABUSE

Men who are abused by their female partners can suffer significant psychological trauma, such as post-traumatic stress disorder, depression and suicidal thoughts, according to two new papers published by the American Psychological Association.

Although most reported domestic abuse is committed by men against women, a growing body of research has picked up on the prevalence and significance of domestic violence perpetrated against men, says research published in the April issue of Psychology of Men & Masculinity.

“Given the stigma surrounding this issue and the increased vulnerability of men in these abusive relationships, we as mental health experts should not ignore the need for more services for these men,” said British researcher Anna Randle, PsyD, lead author of a paper summarizing two decades of research into domestic violence effects on men.

Approximately 8 percent of men and 25 percent of women reported being sexually or physically assaulted by a current or former partner, according to the National Violence against Women Survey, which polled 8,000 men and 8,000 women and was published by the National Institute of Justice in 1998. While this survey did not indicate the sex of the perpetrator, it provided the most up-to-date comprehensive interpersonal violence statistics at the time of the study, according to the researchers.

One analysis of the survey’s results showed that male victims were just as likely to suffer from PTSD as female victims of domestic abuse. In addition, psychological abuse was just as strongly associated with PTSD as was physical violence in these male victims. “This raises questions and concerns for male victims of domestic violence, given findings that women are more likely to perpetrate psychological than physical aggression toward male partners,” wrote Randle.

Randle noted one study showing that abuse rates among same-sex couples are similar to those of heterosexual couples. However, the depth of research on male same-sex couples is limited when compared to studies of heterosexual couples, she said.

In the second study, led by Denise Hines, PhD, from Clark University, researchers looked at two independent sample groups totaling 822 men between the ages of 18 and 59. The first sample was composed of 302 men who had sought professional help after being violently abused by their female partners. The authors called this “intimate terrorism,” characterized by much violence and controlling behavior.

The second sample was composed of 520 men randomly recruited to participate in a national phone survey in which they were asked questions about their relationship. Of this general community, 16 percent said they had sustained minor acts of violent and psychological abuse during arguments with their female partners. This type of abuse was referred to in the research as “common couple violence,” in which both partners lashed out physically at each other.

The researchers found that in both groups of men, there were associations between abuse and post-traumatic stress symptoms. However, the “intimate terror victims” who had sought professional help were at a much greater risk of developing PTSD than the men from the general community group who said they had engaged in more minor acts of violence with their partners, according to the researchers.

“This is the first study to show that PTSD is a major concern among men who sustain partner violence and seek help,” said Hines.

Research has shown severe underreporting of spousal or partner abuse of men, according to Randle. For example, men are not as likely to report serious injuries due to abuse, and psychological or less violent abuse is more likely to go unreported to authorities. In addition, police are less likely to arrest female suspects accused of violence than male suspects, according to another study cited by Randle.

The lack of reliable data has led to some confusion in the literature on domestic violence effects on men, the researchers said. They suggest more rigorous research focusing specifically on male victims.

Article: “A Review of the Evidence on the Effects of Intimate Partner Violence on Men.” Anna A. Randle, PsyD, Multidimensional Treatment Foster Care, England; Cynthia A. Graham, PhD, Brunel University, England; Psychology of Men & Masculinity, Vol. 12, No.2. http://www.apa.org/pubs/journals/releases/men-12-2-97.pdf


Article: “Symptoms of Posttraumatic Stress Disorder in Men Who Sustain Intimate Partner Violence: A Study of Help seeking and Community Samples.” Denise A. Hines, PhD, Clark University; Emily M. Douglas, PhD, Bridgewater State College; Psychology of Men & Masculinity, Vol. 12, No. 2. http://www.apa.org/pubs/journals/releases/men-12-2-112.pdf

Workplace Violence Down 75 Percent Since 1993

Here's some great news -- workplace violence fell 75 percent from 1993 to 2009, affecting law enforcement officers, security guards and bartenders the most, U.S. officials say.

Erika Harrell, a statistician at the Justice Department Bureau of Justice Statistics, says workplace violence dropped from 2.1 million non-fatal violent crimes in 1993 to 572,000 non-fatal violent crimes in 2009. Non-fatal violent crimes are defined as rape, robbery or assault.

The number of workplace homicides decreased by 51 percent, from a high of 1,068 homicides in 1993 to 521 homicides in 2009, Harrell says. Eighty percent of workplace homicides were shootings.

Who is victimized? Males had a higher rate of workplace violence. Non-Hispanic whites had a higher rate of workplace violence than non-Hispanic blacks and people ages 20-34 had the highest rate of workplace violence.

What about who commits the violence?  Strangers committed about 53 percent of non-fatal workplace violence against males and about 41 percent against females. From 2005 to 2009, 38 percent of workplace homicide offenders were robbers, 32 percent were other assailants, 21 percent were work associates and 8 percent were spouses, relatives and other personal acquaintances.

An interesting question - what will the "downtick" or "uptick" be from 2009 - 2011? Some people believe the economic downturn has caused an increase in workplace violence.  Is this true?  Or does it just "seem" that way to us? 

And while it's great that workplace violence in general has gone down,  if you are an employer (or employee) dealing with an unsafe workplace situation, it doesn't matter to you if workplace violence is "on the decline"...you don't feel safe and you need help. That's why we are thankful we can assist employers who are members of the Corporate Alliance to End Partner Violence in "real time" - and provide general information to employers who call or email us. 

Visit our website at http://www.caepv.org/ for resources and information. (And don't forget, just like outside of work, violence at work is a crime.  Report it to law enforcement.)


(The report, Workplace Violence, 1993-2009, (NCJ 233231), is available at http://www.bjs.gov/. )

What Are We Missing (or Why Do We Miss It?)

Perhaps you've seen the reports about the study from the University of Pennsyvania that found about 80 percent of female victims of intimate partner violence are treated in U.S. hospitals, but most are not identified as abuse victims.

The study, published online in the Journal of General Internal Medicine, found of the women treated in hospital emergency rooms, 72 percent are not identified as abuse victims, and of those who are identified, few are offered adequate support.

It is interesting because many hospitals have mandated protocols regarding domestic violence - it is also interesting because (quoting the study here) "Women who had filed a police complaint the day of treatment, had been taken to the hospital by police, had self-disclosed domestic assault, or had mental health and substance abuse issues were more likely to be identified as victims of domestic violence."

Why is that interesting to me?  Because ER staff may do what many of us tend to do..."assume" what a victim of domestic violence looks like or what they might be like.....not realizing a victim of domestic violence could really be anyone who walks into the ER.

Just like a victim could be anyone walking through our workplaces.

I remember doing a training for managers at one of our CAEPV member companies and talking about some of the potential signs a person might be a victim of domestic violence -- but then noting "Or -- the person may not show ANY of these signs....your overachieving greatest worker may be suffering from domestic violence at home."

A manager looked at me, sighed, and said (rather exasperated) "Then how am I supposed to know WHO is my victim of domestic violence?"

I said "You aren't." 

I explained that a manager wants to make sure everyone who works for him/her gets the resources and information about domestic violence to all employees.  Because you just never know who may be a victim.


So - why does the ER "miss" domestic violence?  Why does the workplace miss it?

I think we "miss it" because we "want to find our victim".....we want to think we "know" what a person who commits domestic violence looks like...or what a person who lives through domestic violence looks like.

But we don't.

So I think I understand why (protocols aside), emergency room staff struggle just like we all do.  We miss it because we think "it can't be that person." (Even if we don't consciously think it.)

It is a good lesson to learn - by assuming who is NOT a victim, we may not give information, or ask a question that may save a life.  Not only at a hospital, or a doctor's office....but at a workplace, a school, a community of faith, a family....anywhere.

Domestic Violence Costs Australia $13 Billion A Year

So -- what does domestic violence cost?

A new national report from Australia has put a figure on the economic cost of domestic violence and has found abusive relationships have a significant impact on a woman's financial security in that country.

Researchers, including Dr. Rachelle Braaf from the University of New South Wales, interviewed both victims of violence and service providers. Dr. Braaf says domestic abuse costs the Australian economy more than $13 billion a year.

"It is a huge cost to the Australian economy - not only in responding directly to domestic violence, but also to things like the impact on work and productivity, impact on the healthcare system, impact on the legal system and so on," she said.

The study also found domestic violence has a significant impact on a woman's financial security, both during and after the relationship. It found the decision to stay or leave an abusive relationship is, for many women, affected by financial factors.

The research shows money issues are usually either the trigger or the obstacle to leaving, with many women finding men in control of their finances or impeding their ability to work. Financial difficulties also impact on a woman's recovery from abuse, with ongoing legal issues, costly child care and dealing with debts incurred by their partners.

"What we were trying to do was to investigate whether financial issues were playing a bigger role than previously suspected in terms of women's safety and their ability to recover from the abuse, and the research has definitely shown that that is the case," Dr. Braaf said.

"Primarily we wanted people to understand that there is that strong link between domestic violence and women's financial outcomes."

The report recommends governments and financial institutions help fund special products such as low-interest loans for victims of domestic violence and that employers establish more supportive workplace arrangements.

Not only does this study show that domestic violence is not just a "private matter" impacting only the lives of those involved, but it shows the importance of programs like those within workplaces of CAEPV member companies.

It also shows the importance of programs like the Allstate Foundation's financial literacy program (I really encourage you to visit this site -- you'll be amazed at the curriculum they provide...and inspired by the videos!)  The Allstate Foundation supports survivors through resources targeted to build financial independence  -- and educates the public on how hard it is for people to leave an abusive relationship without economic resources.

For more information on the costs of domestic violence in terms of the workplace, productivity, healthcare, etc, visit the FACTS AND STATS section of the CAEPV website.

While I would never measure the cost of domestic violence in terms of dollars alone...it is important for us to understand that whether we know it or not, it impacts us all.  Perhaps seeing it in terms of dollars and cents will make it more real for some.