Six Steps for Creating a Domestic Violence in the Workplace Program That Works

Here are the "six steps" that we suggest at the Corporate Alliance (www.caepv.org) for creating a successful domestic violence in the workplace policy. You can find an entire downloadable document on these six steps on our website at www.caepv.org in our Take Action/Starting a Workplace Program Section.

1) Organize a multi-disciplinary team to oversee the process

A multidisciplinary team allows the stakeholders in different areas of the company to plan for program implementation in a way that works best for the organization. The stakeholder group should establish a realistic action plan and timeline for implementing the program. Areas that should be represented on the team include professionals from the following areas: human resources; health and medical; legal; security; internal communications; public or media relations or consumer affairs; community outreach; employee assistance programs (EAPs); and unions.

A key component to the success of a workplace program is a commitment from the uppermost levels of the organization. To give the team legitimacy, it is optimal to have the chief executive officer (CEO) or president appoint its members. In this first step, employers may want to consider surveying employees regarding issues of workplace safety, including intimate partner violence. This approach allows the multidisciplinary team to have a baseline level regarding employee awareness of all workplace safety issues.

2) Develop a workplace policy addressing intimate partner violence

The CAEPV sample policy includes the issue of intimate partner violence in a more comprehensive policy on workplace safety. This fact does not mean that a company cannot have a separate policy on domestic violence as a workplace issue. For example, Liz Claiborne has two distinct policies; however, the inclusion of intimate partner violence within a comprehensive policy may streamline the process for many companies.

The multidisciplinary team should review existing policies and procedures to determine whichmpolicy covers the issue of intimate partner violence. Examples of such policies include family friendly benefits, such as flexible leave time that can be used to attend court or go to counseling. The policy should allow supervisors and human resources professionals to offer paid time off, flexible hours, or new shifts to victims so that the victims can avoid or flee their batterers, seek social service assistance, or deal with legal matters. Policies should emphasize mthat 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, and they should spell out potential consequences of such actions.

This approach holds true whether the person making the threat is to a co-worker, vendor, or intimate partner at home. It allows companies to discipline abusive employees who are violent or who threaten violence, including those who use workplace phones, faxes, or e-mail to harass their intimate partners.

State and municipal laws vary greatly with reference to intimate partner violence and workplace issues such as unemployment insurance and nondiscrimination laws. Companies should work directly with their legal departments to develop policies and programs. They can access up-todate information on legislation regarding intimate partner violence and unemployment insurance, leave for victims of domestic violence, nondiscrimination laws, domestic violence policies, and workplace restraining orders at the Legal Momentum website
(http://www.legalmomentum.org/).

The focus of workplace policies and plans should be safety issues for the workplace and for the victim. Keep in mind that a workplace policy and program is only as good as the internal culture that supports it. Companies must create a workplace in which victimized employees believe that they will get help and will not be fired or discriminated against for sharing this information with a supervisor or manager. The same must be true for batterers who voluntarily seek help through workplace resources.

3) Provide training - "Recognize, Respond and Refer"

A series of departments within each organization should be trained; first and foremost, all members of the interdisciplinary team should receive training. This training includes awareness and general knowledge of intimate partner violence and familiarity with the company’s policies and protocols in handling such cases. Specific protocols include determining who brings the team together when a case comes up and how cases are reviewed. This training must take place before any internal publicity about the policy or program.

Members of the security team should be trained to perform threat assessments; help create individual workplace safety plans; and assist victims of intimate partner violence by providing escorts to and from the office, securing parking and work spaces, screening calls, and providing other services. In some states, employers can apply for orders of protection on behalf of victimized employees.

The goal is to train managers to recognize -- to be aware of signs of violence for potential victims and perpetrators, and local domestic violence service providers often can assist with this training at little or no cost. Because managers are not in a position to address domestic violence as a separate issue unless the employee self-discloses the problem, managers should understand how to respond – to appropriately address changes in behavior that is affecting performance. Finally, managers should learn to whom to refer – whom to call internally and externally if such a situation arises.

Training should include issues of privacy and confidentiality. In some companies, information regarding a domestic violence situation is kept separately from the regular employee file to protect the confidentiality of the victim. Company representatives should not give personal advice or counseling (unless they are part of an in-house EAP)—this type of help should be left to the experts. Explanations of items, such as protective orders and how to enforce them under local law, are helpful. Training should outline what actions are appropriate and what referrals are available. Policies and protocols are guidelines, however, and there are not always black and white correct answers. Many incidents have to be handled on a case-by-case basis.

Employee education should include an understanding of intimate partner violence, possible warning signs, and how to respond sensitively and confidentially when victimized employees are identified. Employees should learn how to communicate with a victim or a perpetrator. As in the case of managers, coworkers are not counselors but are facilitators for helping co-workers.

4) Build awareness through workplace communications


Employers can use newsletters, payroll stuffers, e-mail, intranet sites, posters, and brochures to provide ongoing information to employees. Many of these materials are available for free or for a nominal fee from local service providers and other organizations such as CAEPV(http://www.caepv.org/).

Employers should incorporate information about awareness of domestic
violence into employee orientation programs, handbooks, or intranet-based human resources information. For the best effect, educational and awareness programs on domestic violence should be intertwined with other complimentary programs. Employee wellness fairs, workplace safety programs, and family issues seminars are effective venues for sharing information about intimate partner violence.

5) Enlist employees' help to ensure a violence-free zone

Employees should know that they will not be penalized for seeking help for themselves, their families, or co-workers. In conjunction with the human resources department and EAP (if applicable), employers should offer resources for victims of intimate partner violence and abusers. Employees should be educated regarding security procedures to keep themselves and others safe in the workplace, including how to avoid inadvertently giving batterers access to victims and where to go to report a potential threat. Employees should receive information on how to recognize the signs of a troublesome or abusive relationship and know where to turn for
assistance for themselves or for co-workers.

A 2001 study found that perpetrators of deadly domestic violence had several common characteristics, including extreme jealousy and possessiveness, stalking, and hitting victims at least once before the death occurred. All of these abusers had been violent with a previous partner. In this study, everyone who was close to the victims and perpetrators knew that something was wrong in the relationships but did not intervene. Employers must work with victims to develop an individualized workplace safety plan without making assistance contingent on any action by the abused person (eg, leaving the batterer).

For additional employee education, employers can invite local resource groups, such as local shelters, counseling groups, or law enforcement agencies, to provide speakers for company programs. Most local groups are happy to provide speakers and information. Companies should empower employees to take a stand—as caring co-workers and as the company’s ambassadors. Interested employees can form a communications task force that works within the guidelines established by the cross-functional steering committee to implement a communications plan.

6) Broaden communications to include the community, important stakeholders in the company’s industry, and other organizations

Employers can spread the word and encourage other companies to participate by communicating the message to key external stakeholders, including local and trade media, community and trade organizations, customers, suppliers, shareholders, and government officials. Networking with other employers to share case studies and best practices strengthens the employer’s program and provides a forum to provide assistance to other employers that may be interested in addressing domestic violence as a workplace issue.

Whether individually or in groups, these employers are committed to reaching out to the community to engage local service providers in training their staff or EAP members. They also engage employees in volunteer activities for service providers. They partner with service agencies for events, such as medical fairs, employee-wellness fairs, and community projects, and conduct drives to collect clothes, toys, furniture, or money for a local domestic violence program or shelter.

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. As a survivor of intimate partner violence shared with me, ‘‘Were it not for my company’s program on intimate partner violence, not only would I probably not have a job, I would probably not be alive today.’’


This is not exhaustive but it is a start --now are you ready to take action?

Building a Community Response to Domestic Violence - It Takes Everyone

I am at the Innovation Through Collaboration: Building a Community Response to Family Violence national conference http://www.ccafv.org/Conference/index.php. One of the cool things about this conference is that it has "tracks" -- Business, Legal, Victim Services, Health Care, and Faith.

I love that there is a business track for this conference. So many times when we talk about a coordinated community response to family violence, the community thinks of many players at the table - law enforcement, the educational community, the faith community, the medical community, service providers . . but often employers are not thought of as an important part of the community at the table.

Not only will workplaces employ victims (and batterers) but they are also a rich network of information and assistance for those they employ. After all, where do we spend a majority of our time? At work. Where do we have the potential to get a great deal of information about the the resources and assistance available in the community? At work.

And where are we likely to manifest the difficulties we are experiencing at home? At work.

And if workplaces better understand family violence because they are part of the collaboration, they are more likely to respond effectively.

It is a win-win for everyone in the community.

"Innovation Through Collaboration." It is a great title for a conference. . .and it is a great model for our communities. And it takes all of us to be part of it.

What if the Abusive Person Works for You?

We (by we I mean the Corporate Alliance to End Partner Violence/CAEPV) spend a lot of time helping employers build policies and programs and infrastructure to keep their workplaces safe and to protect their most important asset - their employees.

A lot of that work tends to be focused around what an employer can do to help keep an employee who is a victim safe - things like making sure employees have access to resources both within the community and within the workplace (like the EAP, HR, security), giving the employee access to safe parking, perhaps changing work locations or work hours, removing a telephone number from an external directory. An employer can also be listed on an order of protection and have a copy of that order and work with the employee to enforce it by having a description of the perpetrator on file along with a photo. These and many other such ideas for assisting employees who are victims are available on our website at www.caepv.org

But what do you do when your employee is the perpetrator? That does not seem quite so cut and dried, right? What if they did not perpetrate anything on your property? It is not your business, right?

Well maybe. . or maybe not. Just like in any good workplace violence policy, you should not allow ANY employee to use your workplace resources or time to threaten or abuse anyone - whether co-worker, family member, vendor or. . .well anyone.

If an employee of yours uses your telephones to call and harass a victim. . .they've potentially violated your policy. If they use your vehicle to check up on a victim. . .they've potentially violated your policy. If they use your computer to send a threatening email . . .you see the point.

So - it may well be that the perpetrator is ver well doing something on your property - it may not be exactly the same as hitting the person, but it may very well be threatening or stalking. . and at the very least it is not the use of your company resources in the way you would have wished.

So how much does this happen? Well one 2003 study by the Maine Department of Labor found that:

• 78% of surveyed perpetrators used workplace resources to express remorse or anger, check up on, pressure, or threaten their victim
•74% had easy access to their intimate partner’s workplace
•21% of offenders reported they contacted the victim at the workplace in violation of a no contact order

So that just gives you a little bit of an idea of the potential usage of an employer's workplace.

We are providing a webinar on May 12 with some awesome experts on this topic - unfortunately it filled up so fast that I can't offer the registration link through this blog. However that does tell you something about employers' interest in this issue.

The good news is that we will have a link with the video and audio of the webinar available once it is completed so if folks missed out they'll be able to view it. Not quite the same as participating,but they will be able to get some of the good information.

In the meantime, we do have great info on our site. . .and just remember - if you have victims working for you, you have batterers working for you too.

Domestic Violence - It's Everybody's Business

I have been thinking about writing this blog entry for a couple days now. This past week has been incredibly sad. I’ve had to do something a person should never have to do -- try to help people understand why fathers would kill their children – because it happened here where we are located, and then it happened in Washington State. I can explain some of the possible “whys” to people – but that is different than understanding it myself.

I can explain that an abuser can say or think “if I can’t have you, no one else can,” and by extension they can mean the children. Or an abuser wants to punish the victim of abuse in the worst way possible. And that is by killing the children. I can explain those things. . but it doesn’t mean I understand them.

You know, I can write and speak on domestic violence and its impact on the workplace, and I can tell you what how it affects your company and your employees. I can even tell you what you should do about it and give you great practices and great resources through our website at www.caepv.org.

I do know that helps make a difference. When companies address this issue it is “enlightened self interest” for them – especially in these turbulent times. And it is great for our society – when companies stand up and say “Hey, domestic violence IS our business –and we want to do something to address it” that sends a strong message to all segments of society – and to employees who are victims and abusers.

However, one of the things I have learned is that while the “business case” is vitally important, until an employer personally understands the very human cost of domestic violence, they won’t fully “get it.” Until they see the very human face of domestic violence, they won’t see it as their “business” and things won’t really change much.

Isn't that true for all of us?

This past week has been really, really personal for a lot of people – from Washington State to New York State and in between right here in Central Illinois. My heart goes out to everyone who has suffered a loss.

I hope we all see these faces of people we may or may not know and learn from their incredible loss and act to make a difference. So there is not a next time.

SAFEWORK 2010 ADDS ROCHELLE LEFKOWITZ, PRESIDENT & FOUNDER OF PRO-MEDIA COMMUNICATIONS TO ITS ROSTER

We are pleased to announce that Rochelle Lefkowitz, President and Founder of Pro-Media Communications, has taken the SafeWork 2010 Pledge! We are especially proud of this since Pro-Media is a CAEPV member!

Pro-Media is a bicoastal communications firm dedicated to social change, infused with a commitment to justice, equality and progressive issues. Pro-Media represents some of the most widely-respected organizations and individuals in the fields of economic and social justice, intellectual freedom, women’s rights, health care, criminal justice reform, philanthropy, education and other progressive social issues – and so it makes perfect sense they would want to engage in addressing domestic violence education and awareness programs for their own employees.

To view the growing list of CEOs who have signed the SafeWork 2010 Pledge, click here. And what is the Pledge? It is very simple:

I am committed to addressing the issue of domestic violence in the workplace. I recognize that domestic violence impacts my employees, my company and my business. Therefore, I pledge to take action, lead change, and raise awareness as a member of SafeWork 2010.

CEOs sign the SafeWork 2010 Pledge, committing to address the impact of domestic violence in their workplace. To help them learn more about SafeWork 2010, they receive an awesome CEO Action Kit created by Safe Horizon and CAEPV provided by the generous support of The Allstate Foundation.

If you are interested in having your CEO sign the SafeWork 2010 Pledge, contact Joanna Colangelo at Safe Horizon at joanna.colangelo@safehorizon.org.

Even They Are Not Immune To Domestic Violence. . .

I was reading this Washington Post article today about Maryland lawmakers and the domestic violence legislation going forward in their General Assembly http://www.washingtonpost.com/wp-dyn/content/article/2009/03/26/AR2009032603541_pf.html.

The focus of the article is not so much about the legislation but the experiences of those in the General Assembly who have experienced domestic violence in their families and their lives. The title is “Abuse Bills Resonate With Several Maryland Lawmakers” and I honor the lawmakers who chose to share their heartbreaking stories with their colleagues.

What is also interesting to me is the article author’s commentary on this:

As the Maryland General Assembly has spent several weeks debating difficult bills that deal with domestic abuse, a sad truth has emerged: Even lawmakers have not been immune from the scourge of violence in the home.

And as a long-standing taboo on revealing painful experiences with the issue has been lifted, more and more have stepped forward to share their stories with colleagues.

I want to address both of these comments.

First, it is absolutely true that “even lawmakers have not been immune from the scourge of violence in the home.” No profession is immune from that painful scourge.

I recently had an interesting communication with a wonderful and well-meaning professional colleague who, after a long discussion about the impact of domestic violence on other workplaces, said to me “Thankfully, my office has no domestic violence issues that anybody is aware of. . . .If only all workplaces offered such a secure environment.”

That is really common thinking. . that because your workplace offers a very secure environment, or because there is a particular type of profession that works there, you don’t have domestic violence issues going on.

And while it may be true that you may have good security to keep scary people out. . .that does not change the scary things going on for people at home that impact them at work. . .nor does it take into account the potentially scary people you have working for you.

But as the author of the Washington Post article pointed out (without meaning to) it is not “expected” that this would happen to people in certain professions. Like lawmakers.

And to the author’s second point: It is so true that once people start sharing their stories, more and more step forward to share theirs and the curtain of silence is lifted. I have seen this time and time again. It is wonderful to see people share and be strengthened by being able to talk about what has happened to them and realize they are not alone.

I think the Maryland lawmakers who have shared their stories with colleagues and the rest of us have built yet another bridge to help us all understand that indeed domestic violence can (and does) “happen to anyone.”

Who works “anywhere.”

For more information on exactly how much domestic violence impacts the workplace, and what your workplace can do to address it, visit www.caepv.org

Workplace Policies and Domestic Violence - Does One Size Fit All?

I often get asked about different kinds of policies to address different types of workplaces with respect to domestic violence.

Not all workplaces are the same, and not all workplace cultures have the same kinds of policies. Some are very brief and have a different set of procedures or guidelines to go with their policies, and some policies are all-inclusive.

Some workplaces have union employees, some do not. So there are differences in the way that policies are constructed depending on the organization or type of employer, but not necessarily what kinds of issues should be touched upon.

For sample policies and resources you can check out http://www.caepv.org/ - we have tons of great resources and a sample policy to get you started from the "Start A Workplace Program" section.

For a great policy from an institution of higher education – specifically Buffalo State College – check out their policy at http://www.buffalostate.edu/offices/hr/dvwp.asp. It is just one example of many but gets away from the idea that only a "corporation" would have such a policy (and believe me, I've been told that!)

I also have to give “props” to my friends at the Office for the Prevention of Domestic Violence (OPDV) in the State of New York. Amy Barasch (the Executive Director) has done an amazing job, and they are working with all state agencies in New York to get policies in place. For more on that, check http://www.opdv.state.ny.us/workplace/index.html.

Remember -- policies can be scalable and amenable to your workplace culture. But policies can also be put in a drawer and never used if they are not followed up with training and education and awareness programs within the workplace so managers and employees know what to do, who to talk to, and what resources are available.

For example, one of our CAEPV member companies places links for resources in several different locations on its employee intranet, so an employee in need of help related to domestic violence does not just go to the "Domestic Violence" spot to find it. They may find it in a Work/Life section, or a Workplace Safety section, or a Family Life section, or many other areas of the intranet. Not only does this provide information in easily accessible ways, it makes the issue one that shows up regularly so even employees who may not need the help (right now) see it.

Domestic violence comprised 24% of the workplace violence incidents reported to the Bureau of Labor Statistics in their survey of businesses with 1,000 or more employees - more than "criminal incidents" at 17% -- so it would be wise for any company to attend to this issue in the same way they think about potential crime at the workplace.

SAFEWORK 2010 ADDS RENE LERER, CHAIRMAN AND CEO OF MAGELLAN HEALTH SERVICES TO ITS ROSTER

Another CEO has taken the Pledge!

I am so happy to note that Rene Lerer, Chairman and CEO of Magellan Health Services, has taken the SafeWork 2010 Pledge!

It is a especially cool, because this was a direct result of our S2- Safer, Smarter Workplace Conference. This step of having the Magellan CEO sign the SafeWork 2010 pledge was an “action step” from one of our conference attendees from Magellan! Kudos to him for getting that done!!!

Magellan Health Services is one of the country’s leading diversified specialty health care management organizations. A Fortune 1,000 company, Magellan offers clients a comprehensive, integrated suite of products, including behavioral health management, radiology benefits management, and specialty pharmacy management.

To view the growing list of CEOs who have signed the SafeWork 2010 Pledge, click here.
And what is the Pledge? It is very simple:

I am committed to addressing the issue of domestic violence in the workplace. I recognize that domestic violence impacts my employees, my company and my business. Therefore, I pledge to take action, lead change, and raise awareness as a member of SafeWork 2010.

CEOs sign the SafeWork 2010 Pledge, committing to address the impact of domestic violence in their workplace. To help them learn more about SafeWork 2010, they receive an awesome CEO Action Kit created by Safe Horizon and CAEPV provided by the generous support of The Allstate Foundation.

If you are interested in having your CEO sign the SafeWork 2010 Pledge, contact Joanna Colangelo at Safe Horizon at joanna.colangelo@safehorizon.org.

10 Things You Can Do About Domestic Violence

People have been asking me "What can I do about domestic violence? Is there something I can do to help?" Here is a short list of ideas. Certainly you can add your ideas or additions at the end:

1) Sign the MADE petition to get dating violence curriculum in schools. Go to http://www.loveisnotabuse.com/made

2) Find out more about domestic violence. Go to www.clicktoempower.org and see the stories of survivors and what made the difference for them.

3) Go to www.avon.com and buy the Women's Empowerment Necklace or Bracelet.

4) Learn about how domestic violence impacts your workplace by visiting www.caepv.org.

5) Remember the National Domestic Violence Hotline Number: 1-800-799-7233 (SAFE) or www.ndvh.org. You can call to help others or yourself.

6) Donate your old cell phone (any brand) at any Verizon Wireless store or use free mailing label www.verizonwireless.com/hopelinemailinglabel

7) Learn to talk to your kids about healthy relationships by downloading tip booklets from www.loveisnotabuse.com.

8) Try to understand what happens in DV and how it impacts people. Check out http://www.domesticviolenceworkplace.blogspot.com. And comment!

9) Don't ask "Why would that victim go back?" ask "Why would a person hit or abuse someone they love?"

10) Be safe, healthy and happy in your own relationships. Because you matter. And you deserve it. And you are very, very precious.

What You Have Done

This poem was written by a survivor of domestic violence who is employed at one of the companies we work with here at the Corporate Alliance to End Partner Violence:

What You Have Done

Composed by ABH © 3.15.2009

Broken

Bleeding profusely

These wounds, gaping wide

Painting her pale skin

So your eyes

Can see

What you have done

To this little girl

With blond locks

Hanging in her face

Soaking up the tears

As the fears

Of the past

Force her into a world

With nowhere to hide

Crippled

Mangled arms

And fractured legs

From the hands of false love

Open your eyes

So you can see

What you have done

To this teenage girl

With blond locks

That masks the rejection

You instilled

In her mind

In her heart

Forcing her into a world

With nowhere to hide

Stolen

Is her identity

As she wears a name

That only she knows

Is not real

Only because of

What you have done

To this young woman

With dark curls

Hanging in her eyes

Hiding the pain

From deep within

As the fears

Of the present

And future

Force her into a world

With nowhere to hide

SAFEWORK 2010 ADDS TOM EARLY, EXECUTIVE DIRECTOR OF HEALTH PLUS TO ITS ROSTER

I am pleased to announce that Tom Early, Executive Director of Health Plus, has taken the SafeWork 2010 Pledge!

Established in 1984 by Lutheran Medical Center (LMC), Health Plus provides coordinated healthcare and improves access to care for a diverse and growing number of uninsured New Yorkers in Southwest Brooklyn. Today, Health Plus serves the five boroughs of New York and Nassau County and covers nearly 270,000 members.

To view the growing list of CEOs who have signed the SafeWork 2010 Pledge, click here.

And what is the Pledge? It is very simple:

I am committed to addressing the issue of domestic violence in the workplace. I recognize that domestic violence impacts my employees, my company and my business. Therefore, I pledge to take action, lead change, and raise awareness as a member of SafeWork 2010.

CEOs sign the SafeWork 2010 Pledge, committing to address the impact of domestic violence in their workplace. To help them learn more about SafeWork 2010, they receive an awesome CEO Action Kit created by Safe Horizon and CAEPV provided by the generous support of The Allstate Foundation.

If you are interested in having your CEO sign the SafeWork 2010 Pledge, contact Joanna Colangelo at Safe Horizon at joanna.colangelo@safehorizon.org.

Avon Launches Global Mobilization Effort Against Domestic Violence

Remember when you thought that Avon was "just" little ladies your Aunt Bonnie knew who sold little things door to door and you got little gifts? (Well, it was my Aunt Bonnie, anyway). Those days are long gone, let me tell you!

On March 3, Reese Witherspoon, Avon Chairman and CEO Andrea Jung, and CAEPV Member of the Month the Avon Foundation announced the launch of a new campaign against domestic violence in Washington, DC. The effort includes more than $1.5 million in new grants by the Avon Foundation to launch the Avon Global Center for Women and Justice at Cornell Law School.

The new center will focus on working with judges, legal professionals, governmental and non-governmental organizations to improve access to justice in an effort to eliminate violence against women and girls.

Avon also expanded its relationship with the United Nations Development Fund for Women (UNIFEM) with a new commitment of $250,000 for the UN Trust Fund to End Violence against Women, which will be added to the grant of $1 million awarded in 2008 for the Trust Fund. This brings the total Avon global commitment to ending violence against women to over $14 million to date.

The new Avon Global Center for Women and Justice at Cornell Law School will undertake four major initiatives, including intensive legal clinical projects, providing legal research for judges, hosting conferences and events, and maintaining an extensive international online library, as well as a discussion forum for judges relating to gender-based violence.

The Avon Global Center, which will launch this fall, will serve as a forum for judges and legal practitioners to share ideas and strategies on the role of the judicial system in facilitating access to justice for women victims of violence.

These new efforts underscore Avon's ongoing commitment to ending violence against women, which includes the Speak Out Against Domestic Violence program launched by Avon and the Avon Foundation for Women in 2004. These efforts have expanded to 45 countries, including award-winning Avon programs in Mexico and the Czech Republic.

The company is also partnering with local UNIFEM offices on the issue of violence against women in 13 countries. Behind the success of these initiatives are much-needed grassroots mobilization and fundraising, which are assets Avon brings to global philanthropy, driven by the company's network of nearly 6 million Avon Sales Representatives worldwide.

Reese Witherspoon, award-winning actress, Avon global ambassador and honorary chairperson of the Avon Foundation for Women, announced at a press conference before the Global Forum a new Avon fundraising product: the Women's Empowerment Necklace. Launched as a companion piece to the 2008 Women's Empowerment Bracelet, the Necklace is accessibly priced at just $5.00.

It will be sold through Avon's Sales Representatives and on www.avon.com. All net proceeds of the Necklace will support domestic violence programs, building upon the $4 million already raised by the Bracelet in one year. In the US, every Women's Empowerment product sold will include a free Domestic Violence Resource Guide to increase awareness of this epidemic of violence and encourage everyone to speak out so it stops.

Aunt Bonnie can buy me these little gifts. . .and know she is changing the lives of women around the world. Pretty cool, no?

Why Would She Get Back Together With Him?

"Why would she get back together with him?"

I've been asked this question all weekend long with regard to this story in the news http://www.suntimes.com/entertainment/people/1454295,chris-brown-rihanna-back-together-diddy-022809.article.

The short answer is - I don't know why those two people may have gotten back together, because I don't know those two people.

But I do know in situations of abuse and domestic violence why people get back together and why this is confusing and hard to understand (and yes, frustrating) for friends, family and co-workers.

First of all, many people I know who are involved in domestic violence say "I love the person. . .I just want the violence to stop." So when a person says they will get help and promises they will not do it anymore, the person who is being abused wants to believe them. And who can blame them? They want things back the way they were before the abuse started. They love the person...not the hitting.

Second, relationships are often very complicated. There are often children and lives involved. Victims are hesitant to tear children away from another parent, family, grandparents. Think about this in your own life. Break-ups are terrible. Does anyone just "walk away" from another partner? It is not easy to do this. Add in the complications of abuse and it is even more difficult.

Why is this more difficult? One of the reasons is that a victim is often told over and over and over and over again that the violence and abuse is his or her fault. If the victim would not behave in a certain way it would not have happened in the first place, so why wouldn't you reconcile since you think you are kind of "guilty" for getting abused anyhow?

It takes a victim of domestic violence an average of 5-7 times to leave a relationship. Each time the person goes they are in the process of leaving. People most commonly stay for their children. . .but then most commonly leave for their children.

So when looking at domestic violence and abuse the focus is really better on safety. . asking your friend or loved one "Are you safe in your relationship?" rather than "Have you left?"

I know this is difficult to understand. But it is not helpful to say things like "Unless you leave that person I am going to break off my friendship with you" or "I am so disappointed in you." Because this doesn't leave the door open for discussion when your friend may need to talk to you. You can certainly express concern, and you can ALWAYS ask if the person is safe in the relationship because you care.

Please feel free to comment on this blog or add thoughts about why a person may get back together.

And thank you, as always for caring about making this issue "Everybody's Business." If you ever have questions, the National Domestic Violence Hotline is available 24 hours a day at 1-800-799-7233 (SAFE).

SAFEWORK 2010 ADDS NEIL CALMAN, PRESIDENT AND CEO OF THE INSTITUTE FOR HEALTH TO ITS ROSTER

I am so happy to report that Neil Calman, President and CEO of The Institute for Health has taken the SafeWork 2010 Pledge!

The Institute's mission is to improve the quality and availability of family practice services in response to the needs of medically underserved populations. In support of this mission, the Institute:

- Develops and operates health facilities on a family practice model integrating the work of a broad range of health professionals;
- Trains health professionals and other health care workers in the family practice model of care;
- Engages in health services research related to primary health care delivery and primary care education;
- Formulates health policy in support of its direct patient care and educational goals;
- Promotes the diversity of its workforce and provides an environment that encourages personal and professional development for all.

In our rapidly evolving health care system, the Institute’s leadership will help to insure that future generations of needy New Yorkers have an opportunity to live longer, healthier lives.

To view the growing list of CEOs who have signed the SafeWork 2010 Pledge, click here.

And what is the Pledge? It is very simple:

I am committed to addressing the issue of domestic violence in the workplace. I recognize that domestic violence impacts my employees, my company and my business. Therefore, I pledge to take action, lead change, and raise awareness as a member of SafeWork 2010.

CEOs sign the SafeWork 2010 Pledge, committing to address the impact of domestic violence in their workplace. To help them learn more about SafeWork 2010, they receive an awesome CEO Action Kit created by Safe Horizon and CAEPV provided by the generous support of The Allstate Foundation. It is FULL of free tools and information we've created to get a company jump-started on their own workplace program.

If you are interested in having your CEO sign the SafeWork 2010 Pledge, contact Joanna Colangelo at Safe Horizon at joanna.colangelo@safehorizon.org.

Is a Beheading Domestic Violence?

I know the title of this blog is awful and distasteful, but "Is beheading domestic violence/domestic homicide?" is a discussion I had with a gentleman yesterday.

If you are not aware, a man in the Buffalo, NY area told police he decapitated his wife in the offices of the Bridges TV television station that he founded.

You can find the story here:
http://www.nytimes.com/2009/02/18/nyregion/18behead.html?bl&ex=1235106000&en=8b9eb32a5d94c23a&ei=5087%0A

The wife filed for divorce on February 6. The husband killed her at his workplace on February 12. The New York Times article indicates there were prior incidents of domestic violence in the home that police had responded to. Clearly this is a case of domestic violence at the workplace being taken to its ultimate level (to me, anyway).

So why was there any reason for discussion about whether or not this was "domestic violence"?

Allegedly it was "not domestic violence" because the man was Muslim and had founded a Muslim-American television station to help fight Muslim stereotypes. The man I talked with suggested that it was an "honor killing" so somehow that was different than "domestic violence."

I don't blame the guy for being confused about it. . .people often are confused about domestic violence.

Let me be clear on this -- EVERYONE has the right to be safe and secure and loved in their own home. No one has the right to abuse or kill anyone they love. It does not matter the reason they give:

"I was angry"

"I drank to much"

" You pushed my buttons"

"You started it"

"I wasn't myself"

"It will never happen again"

"If you would only do what I ask. . ."

"If you would only. . ."

So don't let labels like "honor killing" or any other kind of killing confuse you. Killing a spouse is killing a spouse. Abuse is abuse. Domestic violence is domestic violence. It does not matter who it happens to.

Let's just all work together to stop it, ok?

If you need help anytime, call the National Domestic Violence Hotline at 1-800-799-7233 (SAFE).

If you are an employer and you need resources and assistance for help in your workplace, we have lots of information on our website at the Corporate Alliance to End Partner Violence, http://www.caepv.org/.

What Do You Say If You Wonder . . .?

So -- domestic violence has been in the news this week because of a potential high profile abuser and victim.

While that potential case is "high profile" -- what about the people in our own lives? What if with your friends or family or you see something that you are concerned about? What if you think someone you care about may not be in a safe relationship?

Here is the big difficult question:"What do you say to someone if you are concerned that they may be in an abusive relationship?"

Here is one pretty good way that I've found to talk with someone -- granted this is my style and everyone has a different style, but it goes something like this:"You know I really care a lot about you. I've noticed you haven't been yourself lately, and that (and you would fill in here the other things you've noticed -- like that the person seems afraid of their boyfriend/girlfriend/husband/wife, has unexplained injuries, seems isolated, etc.). I would rather be wrong or have you mad at me for asking than ever have anything bad happen to you so I just have to check in with you and ask -- are you safe in your relationship?"

Because really, if you think about it, that is the point, isn't it? You WOULD rather be embarrassed or feel uncomfortable asking, or be wrong rather than have something bad happen to a friend of yours and not say something.

And -- so what if your friend tells you that he or she is fine? Then say "Hey, that is great. But if you ever decide you aren't ok, I want you to know my door is always open." And you may also want to add, "And if you were ever concerned that I was not safe, I would hope you would ask me the same question, right?"

Because the point is, if we really have one another's backs, we should be able to ask each other these questions.

And then if you can, you may want to check in again with your family member or friend again in a few weeks just to see how things are going.

People don't always tell you right away when they are in a relationship that is not safe or good for them. It takes time and it is NOT easy.

For help or information anytime, call the National Domestic Violence Hotline at 1-800-799-SAFE (7233). Or for teens, check out the National Teen Dating Abuse Helpline -- on the web at http://www.loveisrespect.org/ or at 1-866-331-9474.It never hurts to ask -- and it may help change or save the life of someone you care about.

It may seem ironic to talk about this when Valentine's Day is just around the corner. . .but really, it seems like a great time to check in on ourselves and the people we care about. Maybe Valentine's Day is a good reminder to take a look at the health of all our relationships – not just intimate relationships but the ones we have with friends, family, co-workers, and those and those in our communities. It may be an overused saying, but it is important to “be the change we want to see in the world” by modeling healthy relationships wherever and whenever we can.

February 2 - 6 is National Teen Dating Violence Awareness and Prevention Week

We care about our teens, don't we? And sometimes they are not only our children, they are our employees as well.

The crime of teen dating violence, including physical, emotional and sexual assault, and harassment via texting, email or Instant Messaging is a reality for many American teenagers.

Did you know:

- One in eleven adolescents reports being a victim of physical dating violence.
- 30 percent of teens in a dating relationship have been text-messaged 10, 20, or 30 times an hour by a partner finding out where they are, what they are doing or who they are with.
- One in five teens in a serious relationship reports having been hit, slapped or pushed by a partner.
- 29 percent of girls in a relationship report having been pressured to go further sexually than they really wanted.

The Teen Dating Violence Awareness and Prevention Initiative was started by teens through the American Bar Association in 2004. In 2006, the first national "week" was declared by Congress, and has been recognized every year since then. Since its inception, a number of governors have declared proclamations, and today, the Initiative includes over 50 national, state and local agencies and organizations as partners. More information can be found at: http://crapo.senate.gov/issues/teen_dating_violence.cfm.

One thing you can do in honor of “National Teen Dating Violence Awareness and Prevention Week” is sign the MADE petition at http://www.loveisnotabuse.com/made/.)

And here is a small list of online resources:

http://www.loveisnotabuse.com – Learn what you can do about teen dating abuse from this site from CAEPV Member Liz Claiborne Inc.

http://www.loveisrespect.org – This is the site for the National Teen Dating Abuse Helpline

http://www.thatsnotcool.com/ -- New teen site from CAEPV Member the Family Violence Prevention Fund

http://www.caepv.org/getinfo/links.php?linksec=19 – A listing of Teen Resources on the Corporate Alliance to End Partner Violence website

CAEPV Welcomes Newest National Advisory Board Member - Jennifer Welch

Well. . .if you have not heard, the State of Illinois has been in the news the last couple weeks for less than stellar reasons.

But today I have a wonderful "Illinois" reason to celebrate -- the Corporate Alliance to End Partner Violence (CAEPV) is pleased to announce that Jennifer Welch, Policy Director for Illinois Attorney General Lisa Madigan is the newest member of our National Advisory Board!

The CAEPV Advisory Board consists of a diverse group of experts assembled to advise and assist in program development and content. The group represents a variety of disciplines, including domestic violence organizations, clergy, corporations, education, healthcare, law enforcement, and the criminal justice system. For a complete listing of CAEPV’s Advisory Board members, visit http://www.caepv.org/about/boardadv.php?show=a

Jennifer Welch is the Policy Director for Illinois Attorney General Lisa Madigan. In this role she leads a team to develop and implement policy initiatives for the Attorney General covering topics including violence against women, internet safety, campus safety and children’s products safety. She represents the Attorney General on numerous Boards and Committees, for example acting as Chair Pro Temp of the Illinois Violence Prevention Authority.

Previously, Jennifer focused on violence against women as the Attorney General’s Women’s Policy Advisor. In that role she led statewide efforts to improve laws, services and systems for abused women and their children. For example, she created and introduced the order of protection short form notification to law enforcement agencies throughout the state. Ms. Welch continues to monitor policies and legislation impacting women and children and participates on numerous boards and advisory councils such as the Illinois Department of Human Services Domestic Violence Advisory Council.

Jennifer came to the Office of Attorney General Madigan after nearly nine years as the Executive Director of the Chicago Metropolitan Battered Women's Network. As the Network's Director Ms. Welch coordinated public policy and system-wide advocacy efforts of more than 50 organizations plus individual members. She led the successful campaign for a new domestic violence court in Cook County, Illinois. Ms. Welch also developed the city of Chicago Domestic Violence Help Line, which helped approximately 10,000 callers each year, in partnership with the Chicago Mayor's Office on Domestic Violence.

Prior to working at the Battered Women's Network she was a founding member of the Illinois Clemency Project for Battered Women. Ms. Welch holds a JD from the Chicago-Kent College of Law and received her undergraduate degree in psychology at the University of Illinois at Chicago.

The Corporate Alliance to End Partner Violence (www.caepv.org) is a leading force in the fight against intimate partner violence and its effects on the workplace. It is the only national organization of its kind founded by business leaders and focused on the workplace. Since 1995, the Alliance has brought together dozens of progressive companies who exchange information, collaborate on projects, and use their influence to instigate change. The Alliance offers extensive research, policy knowledge and issue expertise to the business community, including training, program guidance, and crisis consultation – with programs designed to make the workplace safe and to prevent intimate partner violence from impacting the workplace. CAEPV has member and associate organizations reaching employees across the US and around the world.

Selected corporate members include Advocate Good Samaritan Hospital, Allstate Insurance Company, Altria Group, Inc., American Express, American Psychological Association, ADM, Avon Products, Inc., Blue Shield of California Foundation, CIGNA, Chestnut Global Partners, COUNTRY Financial, Eastman Kodak, Enterprise Rent-A-Car, Health Care Service Corporation – Blue Cross and Blue Shield of Illinois, New Mexico, Oklahoma, and Texas, The Joyful Heart Foundation, Kaiser Permanente, Lifetime Television, Liz Claiborne Inc., Longview Associates, LLC, Mary Kay Inc., Northern Trust Company, Rutgers University, State Farm Insurance Companies, Texas Health Resources, Verizon Communications, Verizon Wireless, and The Wireless Foundation.

Internationally, the Corporate Alliance Against Domestic Violence UK and the Hurriyet Media Group are CAEPV members.

Mariska Hartigay's Joyful Heart Foundation Joins The Corporate Alliance

I am so pleased to note that this week we welcomed the Joyful Heart Foundation as our newest member of CAEPV!

Founded by actor and advocate Mariska Hargitay in 2004, the mission of the Joyful Heart Foundation is to heal, educate and empower survivors of sexual assault, domestic violence and child abuse and to shed light into the darkness that surrounds these issues. The vision of the Joyful Heart Foundation is a community that:

- is empowered with knowledge, courage and compassion to help survivors of sexual assault, domestic violence and child abuse heal mind, body and spirit;
- values and dedicates resources to individuals and families that have been impacted by these issues; and
- seeks to ignite and foster an open dialogue about how to collaboratively end the cycle of violence and abuse.

The Corporate Alliance to End Partner Violence (www.caepv.org) shares in these wonderful values and we look forward to this new partnership with our friends at Joyful Heart!

Everything Makes A Difference

This week I was at a meeting with researchers looking at a state's domestic violence leave law. I got a chance to meet people who work with counties and a director of another state's Department of Labor and another researcher who focuses on on-line training to increase competency. . .all of these people certainly are not experts in domestic violence, but they are all connected in making sure this research is viable and actually has real world applications.

One of the things the researchers learned from employees who were victims of domestic violence is that they wanted employers to understand what they needed and provide them information. Not "get in their business" but care and provide the resources and information they needed to get safe.

This morning I was communicating with someone else about it - a person who is a Communications Consultant and not in the field of domestic violence at ALL.

She said she thought this work (domestic violence and its impact on the workplace) was important and asked me what she could do to help. I told her she could let people know that domestic violence impacts the workplace. . .and that there are things employers can do about it.

So - she asked for the web address for this blog and for our Corporate Alliance to End Partner Violence website (http://www.caepv.org) and sent them to all her clients.

I told her she possibly saved a life by doing that.

Because EVERYTHING makes a difference. Giving information and resources can be the difference in someone getting a resource and someone not getting it.

Thank you to that wonderful woman (if she reads this, she knows who she is!) for taking the time to make a difference by just sending out information to people who may not know.

Thank you to everyone who understands that everything can make a difference. . .and does a little something to do that. You are changing the world for people who may not be able to do it for themselves.

Thank you.

Department of Justice Releases First Comprehensive Report on Stalking in US

As I noted is my last blog post, January is National Stalking Awareness Month and and the Office on Violence Against Women, in partnership with the National Center for Victims of Crime, launched the 2009 campaign “Know it. Name It. Stop It.”

On January 13, the Department of Justice, Bureau of Justice Statistics released a supplemental report to the National Crime Victimization Survey focused on Stalking Victimization in the United States. This report is the most comprehensive study of stalking to date and confirms what experts in the field have long known:

- Stalking is pervasive
- Women are at higher risk of being stalked,
- There is a dangerous intersection between stalking and more violent crimes.

The study found that during a 12-month period, an estimated 3.4 million people (age 18 or older) were victims of stalking. Surpassing previous estimates of stalking, the study noted persons age 18 to 19 and 20 to 24 experienced the highest rates of stalking victimization.

The study further illustrates a dangerous reality that women are at higher risk of stalking victimization. Females experienced 20 stalking victimizations per 1,000 females age 18 or older. The rate of stalking victimization for males was approximately 7 per 1,000 males age 18 or older.

Seven in 10 victims sought help. Approximately 60% do not report victimization to the police. Most enlisted the help of family or friends while only 7% contacted victim services, a shelter, or helpline.

These findings delineate some clear priorities for professionals in the field as well as friends and colleagues – and workplaces. As I indicated in my last post, stalking is a real issue for employees who are victims of domestic violence, and stalking at the workplace is a potential indication of increased danger for that employee – and the rest of the workplace.

Take a look at the resources on the National Stalking Awareness Month website, during Stalking Awareness Month and throughout the year.

In addition, take advantage of the information and resources on the Corporate Alliance to End Partner Violence website at www.caepv.org .

We need to take stalking seriously – and this new study shows how important it is that we make it “everybody’s business.”

January is National Stalking Awareness Month

This month (January 2009) marks the 6th observance of National Stalking Awareness Month (NSAM) in the United States.

Did you know that each year, more than one million women and nearly 400,000 men in the United States are victims of stalking?

This year the theme is “Stalking: Know It. Name It. Stop It.” It challenges communities (including workplaces) to combat this dangerous crime by learning more about it and taking action.

The Stalking Resource Center and the Office on Violence Against Women has launched the 2009 National Stalking Awareness Month Web site at http://stalkingawarenessmonth.org. The site offers fact sheets, media tools, brochures, posters and artwork, and much more. Check it out!

People do not always realize what "stalking" entails - your "stalker" is usually someone you know, and very often when a person is stalked at work, that indicates a "ramp up" in potential lethality.

Do not "brush off" stalking. Take it seriously. . .whether it is in person or electronic. Keep records. Don't throw things away. Often when I discuss this with people, they have not considered keeping the emails, or voice mails, or notes from the stalker as a record and they should. Do not feel silly about talking with law enforcement about this. . .and if you feel that police are brushing you off, talk to your state's attorney or district attorney. Stalking is serious business, and laws have changed considerably across the US to protect victims.

And if you are an employer, do not take "workplace stalking" lightly. A person being followed and called at work is a person in potential danger. And so is the rest of your workplace. Seek assistance. And http://stalkingawarenessmonth.org is a great place to start.

Domestic Violence and the Holidays

So -- it's the holidays and you will be around family and friends that you may not usually see. And what if you see something that you are concerned about? What if you think someone you care about may not be in a safe relationship? Here is the big difficult question:"What do you say to someone if you are concerned that they may be in an abusive relationship?"

Here is one pretty good way that I've found to talk with someone -- granted this is my style and everyone has a different style, but it goes something like this:"You know I really care a lot about you. I've noticed you haven't been yourself lately, and that (and you would fill in here the other things you've noticed -- like that the person seems afraid of their boyfriend/girlfriend/husband/wife, has unexplained injuries, seems isolated, etc.). I would rather be wrong or have you mad at me for asking than ever have anything bad happen to you so I just have to check in with you and ask -- are you safe in your relationship?"

Because really, if you think about it, that is the point, isn't it? You WOULD rather be embarrassed or feel uncomfortable asking, or be wrong rather than have something bad happen to a friend of yours and not say something.

And -- so what if your friend tells you that he or she is fine? Then say "Hey, that is great. But if you ever decide you aren't ok, I want you to know my door is always open." And you may also want to add, "And if you were ever concerned that I was not safe, I would hope you would ask me the same question, right?"

Because the point is, if we really have one another's backs, we should be able to ask each other these questions.And then if you can, you may want to check in again with your family member or friend again in a few weeks just to see how things are going.

People don't always tell you right away when they are in a relationship that is not safe or good for them. It takes time and it is not easy.

For help or advice anytime, call the National Domestic Violence Hotline at 1-800-799-SAFE (7233). Or for teens, check out the National Teen Dating Abuse Helpline -- on the web at http://www.loveisrespect.org/ or at 1-866-331-9474.It never hurts to ask -- and it may help change or save the life of someone you care about.

Good Morning America Story - Domestic Violence Enters the Workplace

To view the story online go to http://abcnews.go.com/GMA/story?id=6466718&page=1. ____________________________________________________________________________________
Domestic Violence Enters the Workplace
Get Links and Domestic Abuse Hotline Numbers Below
By JUJU CHANG, LIZ SINTAY and IMAEYEN IBANGA
Dec. 16, 2008 —

Nancy Salamone, a bride at 19, discovered just after her honeymoon that her new husband's explosive anger could be triggered by the most trivial thing.
"I put the towels in the bathroom, not the way he was used to them, and that started off an evening of screaming and yelling and being physically abused throughout the night. It was my introduction to what my marriage was going to be like," Salamone said.
The truth of her marriage stayed a dark secret. On the outside, she was a smart and confident vice president of a company, but on the inside, she was a wife who'd been battered for nearly 20 years. After one harrowing night, she decided to get out.
"At one point, he got me on the couch and his hands were around my neck. And I said to myself, 'Just close your eyes, you're going to die,'" Salamone said.
She finally sat down with her boss and asked for help.
"I very simply said, 'This has been an abusive situation, I do not know what this person is going to do.' And that I was afraid," Salamone said.
Work became a safe haven for Salamone, and experts say she is far from alone. More women are turning to the workplace for help with an abusive situation at home.

Identifying Abuse and Reaching Out
Brooke McMurray, a successful executive who long ago divorced a husband she says abused her for years, is now helping other women in the same situation.
Working with a group called Safe Horizon, McMurray teaches companies to recognize the impact of domestic violence. In additon to the obvious personal toll, it costs American businesses an estimated $6 billion a year in health care expenses, lost productivity and unworked days, according to the American Institute of Domestic Violence.
"I used to go to my office and I used to close the door, lie down on the floor and take a nap because I had been up all night being yelled at and worse," McMurray said.
"I really believe this, that once people understand what this is and what it looks like, and how it affects them, that the workplace will become safer," she continued.
For Liz Claiborne CEO Bill McComb it's not just a productivity issue. The company has long been on the frontlines of the war on domestic violence. On his second day on the job, an employee and mother of two young children, Jeanette Claudio, was shot and killed by her abusive husband in their home.
"It made me immediately ask our people, 'What more can we do?'" McComb said. "The key is companies don't have to get into the business of domestic violence counseling. They need to get in the business of letting women know the workplace is a safe haven."
Jeanette Claudio's husband, Miguel Gonzalez, was convicted of murder and is scheduled to be sentenced this Friday.
Safe Horizon works with employees and managers to spot symptoms of abuse, such as long sleeves in hot weather or wearing sunglasses indoors. And most importantly, how to give victims a safe way to get help by providing domestic violence hotline phone numbers everywhere.
"It's a matter of posters, signage and referrals to websites and numbers," McComb said. "When you see the writing on the wall, literally you stop and you think."
Twenty-one states have laws that require employers to assist victims of domestic violence by granting leave if necessary and by banning discrimination against employees who've been abused.
Providing help for domestic abuse victims is more important than ever. The National Domestic Violence Hotline says they've gotten 17,000 more calls this year than last, with many victims reporting that painful economic conditions make their abusers lash out even more.
Brooke McMurray says that for every woman who calls a help hotline, there's a woman living in danger.
"When they answer the phone at the hotline...the first thing they ask you is, 'Are you safe?' And that is the most important question, because if you are being abused you're never safe," McMurray said.

Where to Get Help for Domestic Abuse
If you're a victim, the National Coalition Against Domestic Violence says you should tell your supervisor and hr manager what you're going through, and ask if there are options like scheduling or assistance benefits that can help you protect yourself.
The Coalition also recommends giving security a picture of your abuser, to protect you while at work. Seventy-four percent of battered women report being harassed by their abuser while they are at work.
If you have a co-worker you suspect is being abused, the Coalition says you shouldn't confront him or her directly. Instead, express concern and a willingness to listen and be supportive.
When he or she does confide in you, encourage her to tell your supervisor and human resources. And if you witness an incident at work, call the police immediately and make sure the incident is documented.
Check out the links below for more information about domestic violence and resources.
National Coalition Against Domestic Violence
Safe Horizon's Domestic Violence Hotline: 800-621-HOPE (4673)
National Domestic Violence Hotline: 800-799-SAFE (7233)
Corporate Alliance to End Partner Violence
Copyright © 2008 ABC News Internet Ventures

Allstate Foundation DV Program Awards Over Half A Million - Financial Empowerment Grants Aid Survivors

With everyone across the country feeling a pinch in their pocket book, The Allstate Foundation is focusing its attention on easing the financial burden too often faced by domestic violence survivors. As a part of its continued effort, the Foundation recently awarded $552,000 in economic empowerment grants to domestic violence coalitions in nine states.

The grants will be used to support a variety of local programs focused on developing strategies to move survivors toward financial independence. The grantees’ work will center on Individual Development Accounts (IDA), micro-enterprise, financial literacy, and job readiness activities.

“The Allstate Foundation is committed to empowering survivors of domestic violence, by providing them with the tools and resources that enable them to achieve economic independence,” said Michele Coleman Mayes, Allstate Senior Vice President and General Counsel. “Our goal is to work with advocates through statewide and local initiatives, helping them to work with survivors to build financial skills, which are critical during these financially turbulent times. Through our Economic Empowerment grants, we continue to help survivors work toward safe and economically secure futures.”

In partnership with the National Network to End Domestic Violence (NNEDV) Fund, The Allstate Foundation Economic Empowerment for Domestic Violence Survivors Program provides knowledge and skills – particularly those related to financial security and economic empowerment – to support survivors of domestic violence. The grants are just one of the elements of The Allstate Foundation Program, which has provided more than $4,500,000 in funding to national and state domestic violence organizations since its launch in 2005.

“Women with financial skills have an increased chance of getting away from an abusive situation and sustaining themselves and their families on a long-term basis,” according to Sue Else, President of NNEDV. “The Allstate Foundation is integral in assisting women to achieve financial independence – it provides critical resources and financial support to create innovative programs that directly help survivors face the tough economic challenges of beginning a new life, free from violence.”

Domestic violence survivors often face significant financial obstacles stemming from their abuse. These problems are heightened in times of economic downturn, making it increasingly more difficult to escape an abusive relationship. Many survivors have been prohibited from entering the workforce or from pursuing higher education and job training activities, or must repair credit damage caused by their abuser. Through initiatives like the Education and Job Training Assistance Fund, which provides micro-grants to survivors helping them to achieve their educational and professional goals, and the financial empowerment curriculum that is being implemented in programs across the country, The Allstate Foundation is filling a gap in domestic violence funding and resource provision.

The nine new grants were awarded to the following state domestic violence coalitions, to enhance already existing economic empowerment programs or build new ones throughout their respective states:

· Florida Coalition Against Domestic Violence awarded $55,000
· Kansas Coalition Against Sexual and Domestic Violence awarded $52,000
· Kentucky Domestic Violence Association awarded $100,000
· Michigan Coalition Against Domestic and Sexual Violence awarded $80,000
· New Mexico Coalition Against Domestic Violence awarded $50,000
· New York State Coalition Against Domestic Violence awarded $60,000
· Vermont Network Against Domestic and Sexual Violence awarded $50,000
· Washington State Coalition Against Domestic Violence awarded $55,000
· Wisconsin Coalition Against Domestic Violence awarded $50,000

About The Allstate Foundation

Established in 1952, The Allstate Foundation is an independent, charitable organization made possible by subsidiaries of The Allstate Corporation. Allstate and The Allstate Foundation sponsor community initiatives to promote “safe and vital communities”; “tolerance, inclusion, and diversity”; and “economic empowerment.” The Allstate Foundation believes in the financial potential of every individual and in helping America's families achieve their American dream. For additional information, visit www.clicktoempower.org.

About the National Network to End Domestic Violence Fund

The National Network to End Domestic Violence (NNEDV) Fund is a 501 (c)(3) tax-exempt social change organization representing state domestic violence coalitions. The NNEDV Fund is dedicated to creating a social, political, and economic environment in which violence against women no longer exists. The NNEDV Fund accomplishes these goals through capacity building for coalitions, public education, training, and technical assistance to maintain and develop the professional expertise of advocates. The NNEDV Fund strives to strengthen advocates as organizers and activists in the tradition of social change movements. For more information about the NNEDV Fund, visit www.nnedv.org.

I LOVE these guys -- and for purposes of full disclosure I have to say I am on their national advisory board and Allstat is a CAEPV member. . . but I LOVE the idea of providing the economic "leg up" that survivors of domestic violence need to move forward in very practical ways. I have been involved in helping accomplish this for someone and seen how it works and it really is real money put to a real, practical purpose. Allstate Foundation - you people rock!

Avon Foundation "Speak Out Against Domestic Violence" Video Available On You Tube

The Avon Foundation has produced a wonderful five minute video called "Speak Out Against Domestic Violence" featuring people sharing their personal stories.

To view the video, just head to You Tube, and check out this link: http://www.youtube.com/watch?v=TXF73_7Phj4.

And. . .pass it on!

Thanks -

Kim

SAFEWORK 2010 ADDS TORY JOHNSON, CEO OF WOMEN FOR HIRE, TO ITS ROSTER!

We are pleased to announce that Tory Johnson, CEO of Women For Hire has just taken the SafeWork 2010 Pledge!

Women For Hire (WFH) was founded in 1999 as the first and only company devoted to a comprehensive array of recruitment services for women. Women For Hire offers signature career expos, inspiring speeches and seminars, a popular career-focused magazine, customized marketing programs, and an online job board that helps leading employers connect with top-notch professional women in all fields.

The company’s core business is producing the nation’s only high caliber career expos, thus enabling America's top employers to meet one-on-one with a coveted pool of talented women in all disciplines. These events pair recruiters from a mix of Fortune 500 companies, medium-sized businesses, non-profit organizations and government agencies with women in a wide range of disciplines.

Tory Johnson, CEO of WFH, also serves as the Workplace Contributor for Good Morning America, an anchor of Home Work on ABC News Now (digital) and a columnist for ABCnews.com and Hotjobs.com. She is also the author of four books: Women For Hire: The Ultimate Guide to Getting a Job; Women For Hire’s Get-Ahead Guide to Career Success; Take This Book to Work: How to Ask For (and Get) Money, Fulfillment, and Advancement; Will Work From Home: Earn Cash Without the Commute (New York Times and Wall Street Journal best-seller).

To view the growing list of CEOs who have signed the SafeWork 2010 Pledge, click here.

And what is the Pledge? It is very simple:

I am committed to addressing the issue of domestic violence in the workplace. I recognize that domestic violence impacts my employees, my company and my business. Therefore, I pledge to take action, lead change, and raise awareness as a member of SafeWork 2010.

CEOs sign the SafeWork 2010 Pledge, committing to address the impact of domestic violence in their workplace. To help them learn more about SafeWork 2010, they receive an awesome CEO Action Kit created by Safe Horizon and CAEPV provided by the generous support of The Allstate Foundation.

If you are interested in having your CEO sign the SafeWork 2010 Pledge, contact Joanna Colangelo at Safe Horizon at joanna.colangelo@safehorizon.org.

EVER WONDER WHAT YOU CAN DO TO STOP DATING ABUSE? SIGN A PETITION!

If you are a parent or ANYONE concerned about healthy relationships for teens and tweens, here is something proactive you can do -- be part of a new grassroots movement called MADE – Moms and Dads for Education to Stop Teen Dating Abuse.

The purpose of Mom and Dads for Education (MADE) to Stop Teen Dating Abuse is to build a coalition of parents, teachers and concerned citizens who are advocates for ensuring that every middle school and high school in the country is teaching a curriculum on preventing dating relationship violence and abuse.

MADE is inspired by the courageous and dedicated parents whose children have been victims of dating violence and abuse and because of their children’s painful and tragic experiences, are now committed to mobilizing parents across the nation to spearhead sustained education efforts in schools.

The coalition aims to strengthen the pathways to healthy dating relationships, protect our children’s future and take the essential steps to break the cycle of relationship violence. The coalition is organizing to support the 50 State Attorneys General who have endorsed a teen dating violence resolution and have committed to introducing curriculum on dating violence education in their states’ schools.

In addition to the online petition, MADE has a wealth of resources including a downloadable toolkit of fact sheets, a letter for schools, letter for government officials, and more.

Please take a moment to check it out and sign the petition. You can make a real difference in the lives of the next generation of young people in the US.

And please. . .pass this on!

CONGRATULATIONS -- YOU CLICKED TO $300,000!

Thank you for faithfully supporting The Allstate Foundation Click to Empower Campaign – we have reached our 300,000 goal!! The program launched on January 16, 2008 and in less than a year, we have all “clicked” to 300,000.

Each time you clicked, you were part of a providing $1 donated by The Allstate Foundation Domestic Violence Program to the Education and Job Training Assistance (EJTA) Fund. The EJTA Fund helps domestic violence survivors pursue long-term financial security by providing vital financial assistance for education, training and job-related expenses. The EJTA Fund is quite unique and provides access to books and supplies for school, job-training skills, certification fees, tuition, registration fees, childcare, and more! I have personally seen the EJTA Fund in action – and seen first-hand what a difference it can make in the life of a victim of domestic violence who is trying to gain long-term financial security. Believe me, it works! Thank you for clicking – and for making a difference!

(P.S. You can still visit the site to spread the word to your friends on raising awareness for domestic violence and hear inspirational stories from survivors. And . . . .in the next few months, remember to visit http://www.clicktoempower.org/ to see the redesigned Web site and check out The Allstate Foundation’s new initiatives!)

It's Time To Talk Day - December 2, 2008

Liz Claiborne Inc. and its partners (the Corporate Alliance to End Partner Violence, loveisrespect.org, The National Domestic Violence Hotline, Redbook magazine, and Seventeen magazine) join forces for It's Time to Talk Day on December 2, 2008 as a way to encourage greater public dialogue about domestic violence.

Around the country, talk radio, government officials, domestic violence advocates, businesses, schools and the public-at-large will take a moment - or more - to talk openly about an issue that affects nearly one in three women at some point in their lifetime. In fact, millions of talk radio listeners around the country were reached with the message since the inception of It’s Time To Talk Day in 2004.

Take a moment to talk about domestic violence:

- At work, ask your employer to address this issue and help employees who are in need by putting domestic violence hotline numbers in common spaces (i.e. lunch rooms, bathrooms, bulletin boards).

- Ask at your local school to see if the issue of dating violence is being addressed and urge them to adopt the Love Is Not Abuse curriculum to prevent teen dating violence.

- Contact your local domestic violence organization to find out what they need – beyond money, they might need household goods, toys, cloths and other things you might be able to provide.

Click here for more ideas on how you can get involved.

Thankful

Tomorrow is Thanksgiving here in the United States and I certainly have a lot to be thankful for. I have a home and a job and enough to eat and I am healthy and I have wonderful friends and extended family.

I am especially thankful that I am safe and secure and loved in my own home. I am not afraid of what may happen when I walk through my door - or when my husband walks through the door. I look forward to seeing him and sharing our day every day. He is an amazing and wonderful individual and I am thankful to God each and every day for the gift of having him in my life.

But - I know this security and safety and love at home is not true for far to many people in the US - and around the world.

On November 25, many around the world observed the International Day for the Elimination of Violence Against Women. It also marked the beginning of the United Nations’ Sixteen Days of Activism Campaign Against Gender Based Violence. The campaign which culminates with International Human Rights Day on December 10, 2008.

This lack of being safe and secure and loved takes many forms for many around the world -- whether domestic abuse, sexual assault, sex trafficking, harmful cultural practices, or abuse in the context of war and conflict.

So as I am being thankful for my home and family and my wonderful husband, I remember those who are not so safe, and I join with the rest of our world to do what I can to make a difference for them where I can and when I can.

Fortunate Magazine Article on Domestic Violence and the Workplace Now Online

Hello everyone!

The online version of the Fortune article on the impact of domestic violence on the workplace is now available -- it can be viewed at http://money.cnn.com/2008/11/18/news/Domestic_violence_morris.fortune/index.htm?postversion=2008112008.

Again -- kudos and thanks to Senior Editor Betsy Morris for such a wonderful article. Please take the time to read it and pass along to others.

Perhaps with Fortune paying attention to such an issue this will truly make a difference for some in Corporate America who had never considered considered the issue of domestic violence and the workplace before.

Leading Corporations Develop National Plan to Engage Employee Assistance Programs (EAPs) to Address Domestic Violence in the Workplace

This unprecedented initiative focuses on leveraging resources of EAPs to help employers better assist domestic violence victims at work.

Today, major employers such as Gap Inc., Kaiser Permanente, Liz Claiborne Inc., Macy’s and Verizon Wireless, along with leading EAP providers including Ceridian, CIGNA, Magellan Health Services, OptumHealth, ValueOptions and others, announced a new national plan to help employers make better use of EAPs to better assist employees who are victims of domestic violence. The plan, called the S2 Blueprint for Action, outlines the significant advancements that employers and EAPs can implement to increase the level of support and assistance to victims, including:

- Making the business case to CEOs, including the cost to business, liability issues, legal mandates, employee engagement and corporate social responsibility
- Managing the workplace environment, including developing and implementing a comprehensive domestic violence policy, positioning the EAP as a valued and effective resource, and changing communications to include domestic violence prevention in the promotion of health and well-being of employees
- Encouraging employers and brokers to ask about an EAP’s capabilities for identifying and addressing domestic violence issues for the workforce when soliciting proposals, and encouraging EAPs to proactively share their domestic violence programs as value-added strategies for employers when bidding for their business.
- Integrating the expertise of the domestic violence service providers into the referral network offered by the EAP to the employer and providing those resources on brochures, posters, etc., in addition to the EAP.

The plan, developed at a major conference in San Francisco, is the first effort designed to leverage the work of EAPs to address domestic violence as a workplace issue. The S2 Blueprint for Action is available at http://www.caepv.org/about/program_detail.php?refID=35. The conference was organized by the Corporate Alliance to End Partner Violence (CAEPV).

“We have engaged a powerful national collaboration through the S2 Blueprint,” said Kim Wells, executive director for the Corporate Alliance to End Partner Violence. “This is the first time employers and EAPs have come together to address domestic violence as an issue that affects productivity, absenteeism, presenteeism, turnover, healthcare costs and workplace safety. If employers and EAPs can address these issues, they will provide a true ‘value-added’ service in this difficult economy. ”

Research conducted by the CAEPV indicates that 21 percent of full-time employees are victims of domestic violence. Sixty-four (64) percent of these employees indicated their ability to work was impacted by the abuse going on at home. Among key causes for their decline in productivity, victims noted "distraction" (57%); "fear of discovery" (45%); "harassment by intimate partner at work (either by phone or in person)" (40%); fear of intimate partner's unexpected visits" (34%); "inability to complete assignments on time" (24%); and "job loss" (21%).

CAEPV is promoting the S2 Blueprint for Action, and attendees will participate in a webinar in February 2009, to evaluate their progress and determine next steps. The conference highlighted various ways that well-equipped EAPs can be used to assist domestic victims effectively and economically including:

- Presenting workplace education programs on issues such as recognizing healthy and unhealthy relationships.
- Providing resources including referrals to services such as counseling or legal assistance that can help a victim maintain stability while working.
- Guiding managers in how to best assist employees who they think may be victims of domestic violence.
- Being a valuable part of the “domestic violence response team” that includes management, human resources, security and the EAP to proactively address domestic violence cases impacting the workplace.

The S2 – Smarter, Safer Workplace Conference took place on Friday, November 7 at the Westin St. Francis in San Francisco. For more information, visit http://www.caepv.org/about/program_detail.php?refID=35.

About the S2 – Safer, Smarter Workplace Conference
The S2 – Safer, Smarter Workplace conference was presented by the Corporate Alliance to End Partner Violence. This conference was made possible by a grant from the Robert Wood Johnson Foundation, with additional support provided by The Allstate Foundation, Blue Shield of California Foundation, CALCASA, Health Care Service Corporation and Texas Health Resources. The Technology Sponsor for the conference was the Verizon Foundation.

The conference planning workgroup includes representatives from the following organizations: Chestnut Global Partners; CIGNA; Gap Inc.; Johns Hopkins Bloomberg School of Public Health; Macy’s West; Magellan Health Services; OptumHealth.

Ok -- the Blueprint is started, the employers and EAPs worked together with incredible energy and enthusiasm along with researchers, those from the domestic violence field, foundations, and many others. We will see what comes next! If you want to check out the "S2 Blueprint" or any of the presentations from the conference, they are all on our website at the link above.

Fortune Magazine November 24, 2008 Issue Addresses Domestic Violence

The November 24, 2008, issue of Fortune magazine contains an article titled "Domestic Violence: Corporate America’s struggle to confront the issue." Fortune is the first such business magazine to cover the issue in this way, and they are to be congratulated for the time and effort taken to put a human face on this business issue.

Great thanks to the writer, Betsy Morris, for her tireless efforts. Coverage includes CAEPV members Allstate, Liz Claiborne, Safe Horizon, Verizon Wireless, and the Sam Walton School of Business at the University of Arkansas.

Above all, the stories of those who have survived (and not survived) domestic violence are told. The online version of the article will be available the week of November 17.

Pick it up, or read it online, and let me know what you think!

Leading Corporations Engage Employee Assistance Programs (EAPs) to Combat Domestic Violence in the Workplace

This unprecedented initiative focuses on leveraging resources of EAPs and employers to better assist employees affected by domestic violence.

On November 6 and 7, major employers such as Verizon Wireless, Liz Claiborne Inc., Macy’s, and Gap Inc., along with leading EAP providers including CIGNA, OptumBehavioral Health, ValueOptions and others will work together to create a new national plan to help employers make better use of EAPs to help employees who are victims of domestic violence. The plan, called the S2 Blueprint for Action, will outline the significant advancements that employers and EAPs can move forward during the next one to three years to increase the level of support and assistance to employees involved in domestic violence.

The plan is the first such effort designed to leverage the work of EAPs and employers in responding to domestic violence in the workplace. During this fragile economic time, tapping existing resources to assist employees who are victims of domestic violence is critically important. The conference was organized by the Corporate Alliance to End Partner Violence (CAEPV).

Research conducted by the CAEPV indicates that 21 percent of full-time employees are victims of domestic violence. Sixty-four (64) percent of these employees indicated their ability to work was impacted by the abuse going on at home. Among key causes for their decline in productivity, victims noted "distraction" (57%); "fear of discovery" (45%); "harassment by intimate partner at work (either by phone or in person)" (40%); fear of intimate partner's unexpected visits" (34%); "inability to complete assignments on time" (24%); and "job loss" (21%).

CAEPV is promoting the S2 Blueprint for Action, and attendees will participate in a webinar in February 2009, to evaluate their progress and determine next steps. The conference highlighted various ways that well-equipped EAPs can be used to assist domestic victims effectively and economically including:

- EAPs can present workplace education programs on issues such as recognizing healthy and unhealthy relationships.
- EAPs can provide resources including referrals to services such as counseling or legal assistance that can help a victim maintain stability while working.
- EAPs can guide managers in how to best assist employees who they think may be victims of domestic violence.
- EAPs can be a valuable part of the “domestic violence response team” that includes management, human resources, security and the EAP to proactively address domestic violence cases impacting the workplace.

A powerful national collaboration will be engaged through the S2 - Safer, Smarter Workplace Conference. This is the first time employers and EAPs will come together to address domestic violence as an issue that affects productivity, absenteeism, presenteeism, turnover, healthcare costs and workplace safety. If employers and EAPs can strategically address these issues, they will provide a true "value-added" service in this difficult economy.

The S2 – Smarter, Safer Workplace Conference takes place November 6 and 7 at the Westin St. Francis in San Francisco. For more information, visit http://www.caepv.org/about/program_detail.php?refID=35.

About the S2 – Safer, Smarter Workplace Conference
The S2 – Safer, Smarter Workplace conference is presented by the Corporate Alliance to End Partner Violence. This conference was made possible by a grant from the Robert Wood Johnson Foundation, with additional support provided by The Allstate Foundation, Blue Shield of California Foundation, CALCASA, Health Care Service Corporation and Texas Health Resources.

The Technology Sponsor for the conference is the Verizon Foundation.

The conference planning workgroup includes representatives from the following organizations: Chestnut Global Partners; CIGNA; Gap Inc.; Johns Hopkins Bloomberg School of Public Health; Macy’s West; Magellan Health Services; OptumHealth Behavioral Solutions.