options for action – blueprint for action. executive (ceo) engagement making the business case...
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OPTIONS FOR ACTION –
BLUEPRINT FOR ACTION
Executive (CEO) Engagement
MAKING THE BUSINESS CASE
• Legal mandates
• Liability
• Employee engagement
• Corporate responsibility
• Economic equation / business cost
Managing the Workplace Environment
EMPLOYER RESPONSIBILITY FOR WORKPLACE SAFETY
• Meeting legal mandates and acknowledge their value
• Human quotient (employees)
• Productivity (business)
• Disclosure issues (for safety of co-workers) versus confidentiality
• Security policy and plan
• Should be clear and available to all employees
• Example: Posting in common areas (as critical as “Exit” signs)
Managing the Workplace Environment
DEVELOPING & IMPLEMENTING A COMPREHENSIVE DV POLICY
• Defined accountabilities (HR, Legal, Security, EAP)
• Incorporating all aspects of Workplace Violence
• Integrating DV as part of Crisis Planning
• Addressing the entire employee population
• Includes part-time, transient and contract workers
Managing the Workplace Environment
DEVELOPING & IMPLEMENTING A COMPREHENSIVE DV POLICY
• Policy Implementation/Training
• Clear identification of who is trained (senior HR executives, managers to what level)
• Engaging the EAP in management consultation and training (how to deal with potential victims)
• Policy review procedures (to keep up to date)
Managing the Workplace Environment
POSITIONING THE EAP IN THE WORKPLACE
• Promote use for all quality of life issues (to de-mystify it, make it accessible for DV victims)
• Making EAP “present” and visible in the workplace (EAP personnel visiting, being “real people”)
• Building more expansive relationships with the EAP
• Who needs training?
• Value of providing it?
Managing the Workplace Environment
COMMUNICATION
• Changing the way we speak about the issue; modeling the communication for the positive
• Changing from speaking to the person with the “problem” to presenting healthy options/framing it as health promotion
• Workplace wellness context
• Communications process
• How information gets to executives, managers, co-workers, employees
• How conversation is taken to all levels and maintained
Managing the Workplace Environment
COMMUNICATION
• Promotional materials
• More than the new employee handbook
• Show value of EAP
• Put DV resources in context of all EAP offerings
• Increase frequency of promotion to employees
Community Involvement
INVOLVING IN THE COMMUNITY
• Integrate community-based/non-profit DV agencies into the resource mix
• Part of the referral network
• Part of the promotion (options offered to employee – EAP or the local DV shelter or agency)
• Example: Poster could include both the employer’s EAP information plus Hotline number
Collaborations
BUILD BROAD COLLABORATIONS WITHIN COMMUNITY
• Local DV agencies
• Law enforcement
• Criminal justice system
GOAL: MORE INTEGRATION OF EMPLOYER, EAP AND COMMUNITY RESOURCES
Opportunities
• Shared assessment tool, used by all EAPs and community providers, to address all concerns the EAPs are seeing – holistic assessment
• Training on how to use it
• Collaboration with community providers/agencies
DATA FOR REFERENCE
• Maine Dept. of Labor – study on perpetrators
• Ref: If batterer is using work time to batter (texting, phone, computer, etc.), it is workplace theft of time and resources
• Reeves, C.A. & O’Leary-Kelly, A.M. (2007), The Effects and Costs of Intimate Partner Violence on Organizations. Journal of Interpersonal Violence, 22(3), 327-344.
DATA NEEDED
• Data sharing between EAPs and employers
• To track
• Local and/or industry-specific DV incidence statistics (by zip code/geography)
• Employer/EAP response should be appropriate to the population
• Collaboration with SHERM for national surveys
30 DAY ACTION PLAN
• Capitalize on new administration / moment of opportunity
• Call Joe Biden
• Enhance training for managers to include handling workers who are batterers as well as workers who are victims
• Understanding EAP role and interface
30 DAY ACTION PLAN
• Working Women’s Magazine – top 100 company survey – add a question regarding DV focus to survey
• Would help encourage other companies’ involvement
• 24 x 7 live answer for EAP hotline calls, not a recorded message