Presentation on theme: "1. Domestic abuse is your business Stuart McKenna, Diversity Manager 16 th February 2011."— Presentation transcript:
1. Domestic abuse is your business Stuart McKenna, Diversity Manager 16 th February 2011.
History – Rochdale Pioneers (1844) The Rochdale Society of Equitable Pioneers was formed in 1844. As the Industrial Revolution was forcing more and more skilled workers into poverty, these tradesmen decided to open their own store selling food items they could not otherwise afford. They designed the Rochdale Principles, and over a period of four months they struggled to pool together one pound sterling per person for a total of 28 pounds of capital. On 21 December 1844, they opened their store with a very meager selection of butter, sugar, flour, oatmeal and a few candles. Within three months, they expanded their selection to include tea and tobacco, and they were soon known for providing high quality, unadulterated goods. Ten years later, the British co-operative movement had grown to nearly 1,000 co- operatives.
Values & Principles Our co-operative values Self-help Self-responsibility Democracy Equality Equity Solidarity Our ethical values Openness Honesty Social responsibility Caring for others Principles Voluntary and open membership Democratic member control Member economic participation Autonomy & independence Education, training and information Co-operation between co-operatives Concern for community
Co-operatives in Wales The first co-operative societies were established in Wales in the early 1840s, including one started by Chartists in Pontypridd. The first co-operative that endured was set up in Cwmbach, in 1859/60, which was modelled on the pioneer co- operative, in Rochdale, which had been running since 1844. The Cwmbach co-operative has been seen as the 'beginning' of co-operation in Wales.
Co-operatives & Womens rights (1883) The Womens Co-operative Guild was established in 1883. The Guild has been a campaigning organisation throughout its existence, being involved, amongst others, in the campaigns for womens suffrage, divorce reform, poor law reform, health care reform.
The Corporate Alliance Against Domestic Violence (CAADV) The Corporate Alliance Against Domestic Violence (CAADV) is a leading force in fighting against domestic violence in the UK. It is a progressive group of companies working collectively to raise awareness of the impact of domestic violence in the workplace and provide policies and procedures for member firms and their employees. They also offer training to members and share experiences to build a base of best practise reducing the cost of domestic violence. http://www.caadv.org.uk/
Training provided General information about domestic violence within the UK Definition of what domestic violence is and who it affects Recognising signs of abuse Why women stay Men as victims of abuse Diversity issues – Black and Minority Ethnic perspectives, Same sex violence What managers can do if they have to deal with a an employee experiencing domestic violence The Co-operative Group domestic violence policy – delivered in conjunction with Diversity Project Manager Support available – internally at The Co-operative Group and in external organisations
Training provided HR staff are trained to support managers in: Identifying if an employee is experiencing difficulties Providing initial support Offering referrals Discussing ways to help the person stay safe in the workplace Understanding that they are not counsellors. Counselling is to be left to trained professionals and no one should attempt to act in place of a domestic violence expert or counsellor.
Providing support to victims Staff experiencing domestic abuse can be referred to the Employee Assistance Programme (EAP), who provide counselling, support and signposting. Staff can be signposted to specialist domestic violence help lines.
EAP - Signposting English National Domestic Violence Helpline - 0808 2000 247 Scottish Domestic Abuse Helpline - 0800 027 1234 Wales Domestic Abuse Helpline - 0808 80 10 800 Northern Ireland Women's Aid 028 9033 1818 Womens Aid National Freephone Helpline (Republic of Ireland) - 1800 2000 247 Victim Support (England, Wales & N. Ireland) – 0845 303 0900 Victim Support (Scotland) - 0845 6039 213 Victim Support (Republic of Ireland) 1850 661 771 M.A.L.E. Male Advice & Enquiry Line - 0845 064 6800 Broken Rainbow Domestic Violence Helpline for Lesbian, Gay, Bisexual & Transgender people - 08452 60 44 60 London Lesbian and Gay Switchboard – 020 7837 7324 Action on Elder Abuse (UK) – 0808 808 8141 Action on Elder Abuse (Republic of Ireland) - 1800 940 010
Providing support to perpetrators Our policy recognises that support can be made available to those who are perpetrators of domestic abuse.
Business case. In England and Wales £2.7billion (1) a year is lost through economic output due to decreased productivity, administrative difficulties from unplanned time off, lost wages and sick pay. Introducing an effective workplace policy and practice is a good investment to retain skilled and experienced staff. Staff experiencing domestic abuse are almost impossible to be fully engaged with and supporting them will build loyalty. Being an exemplary employer includes supporting staff through new or difficult periods in their lives. An approach which supports staff experiencing domestic abuse is commensurate with an organisational approach that strives for social good.
Business case (2) Increasingly, organisations with a suite of policies to support staff are likely to find themselves employers of choice. A domestic violence policy reflects an organisations internal bullying and harassment policy, sending a strong zero tolerance message. A policy will mitigate against the risk of potential litigation, which can be damaging both financially and to consumer brand. For public bodies, a domestic violence policy is one way in which authorities can demonstrate compliance with the public sector equality duties.
Consumer Brand The Co-operative group has developed a strong consumer brand. We are the UKs leading ethical retailer. Having a policy in place is commensurate with our social goals, our members and customers expectations.
Employer Brand The Employer Value Proposition – Shouldnt we all work this way? Community Trustworthy Rewarding Championing Consistent Quality
Policy Development (Under consultation) Reviewing the employees next of kin information – the ex-partner may still be listed as next of kin or emergency contact. Checking that staff have arrangements for getting safely to and from home. Consider offering a temporary or permanent change of workplace, working times/patterns. For office based staff alert reception and security staff if the abuser is known to come to the workplace and provide a copy a photograph of the abuser to reception and security staff. Where practical, offer changes in specific duties, such as not expecting the employee to answer telephones or sit on reception. Offer a fast track service for changing bank details in order that salaries are not paid into a joint account, immediately after a colleague has left an abusive partner. Managers support guide/pack for supporting colleagues experiencing domestic abuse. What employment sanction, if any, should employees face should they be convicted of domestic abuse?
Future developments The Co-operative Group is in early discussions with the White Ribbon Campaign to discuss the possibility of working towards the White Ribbon Status Award.
Summary One in four women and one in six men will experience some form of domestic violence or abuse in their lifetime. Since 2008, The Co-operative has been a member of the Corporate Alliance against Domestic Violence, a group of businesses and organisations working individually and collectively to prevent domestic violence. A Group policy on domestic violence exists in order to support employees experiencing domestic violence. The business case for having a policy clearly exists Training for managers is essential in order to support staff who are experiencing domestic abuse.
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