Domestic Violence Workplace Policy

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The Domestic Violence Workplace Policy (WPP; Workplace Guidelines against Domestic Violence) is an idea originally coming from the Anglo-Saxon region for self-commitment (work guidelines) by companies to position themselves internally and externally against domestic violence .

Idea / goal of the workplace policy

The Workplace Policy means the voluntary commitment of companies and associations to speak out against domestic violence publicly and in their own company : “The aim of the Workplace Policy is to encourage a company to address domestic violence, to create increased awareness of the issue and the consequences for it to show the workplace. "( Serap Altinisik )

The idea is already being used in America and Great Britain and was first presented and introduced in Germany by the human rights organization Terre des Femmes . Every fourth woman between the ages of 18 and 65 has experienced physical or sexual assault by a relationship partner at least once in her life.

Domestic violence has an impact on the day-to-day work of those affected and thus also on the company if there is increased absenteeism and productivity falls. Therefore, companies should have an interest in the health and related ability of their employees to work. According to estimates, annual costs of several billion euros arise as a result of domestic violence, divided between the judiciary, the police, medical treatment and also lost time at work. The call for the introduction of a workplace policy is therefore always made under the aspect of the employer's duty of care , but also economic efficiency.

Forms of domestic violence and impact on the workplace

Main article Domestic violence

Domestic violence is divided into: physical violence, sexual violence, psychological violence, financial / economic violence and social violence. Not only the private space is affected, but increasingly also everyday work, in which those affected are threatened by calls and e-mails and victims of stalking and physical assaults. It can lead to absenteeism, delays, low motivation and decreased productivity of the person concerned. "People don't forget their private problems at the factory gate." ( Thomas Huber )

Implementation options for the workplace policy

The specific implementation options in a company depend on the size, operational structure and available resources. At the beginning, existing measures should be checked and revised if necessary. It is not a rigid structure, but a flexible basic concept with the following possible strategies:

  • Create / raise awareness of the topic
  • Adoption of a corporate declaration
  • Provide information and orientation aids (notices, mailing lists) e.g. B. from advice centers, emergency call centers
  • Name contact persons in the company
  • Train employers / carry out training programs for dealing adequately with those affected
  • If necessary, create flexible working hours in order to obtain the necessary medical, advisory or legal help
  • Find internal rules on absenteeism and clearly communicate that there is no incorrect behavior
  • Relocation to another workplace (if possible)

Under no circumstances should the company take over the support structures offered by advice centers and women's shelters . Those affected should be encouraged to speak up about domestic violence. Employers thus have a chance to participate as social actors in reducing and outlawing domestic violence.

The company's success through a workplace policy

Companies benefit from a working atmosphere in which employees feel protected. This increases the commitment to the company and thus the willingness to stand up for the company. It helps maintain the skills and competencies of workers and experienced staff. A company with a family-friendly orientation is more attractive for applicants and therefore open to qualified staff. The public has a positive image of this company and this can have an impact on customers and suppliers. It promotes equal opportunities for women in the workplace. In principle, it can maximize profits and thus bring business advantages to a company.

Examples of companies

  • USA: Philip Morris, Liz Claiborne, American Express
  • Great Britain: Unison TUC, The Body Shop, British Telecom, Vodafone
  • Germany: Rösch GmbH, The Body Shop, Barmer Ersatzkasse, Berliner Stadtreinigung, Kaiser's Tengelman and the Berlin district offices of Charlottenburg-Wilmersdorf and Reinickendorf

Web links

Individual evidence

  1. ↑ Speech at the symposium “The private is operational II” - companies say NO to domestic violence, November 23, 2009, Berlin
  2. ^ Living situation, safety and health of women in Germany. In: cf. Schröttle / Müller . Federal Ministry for Family, Seniors, Women and Youth (BMFSFJ), 2004.
  3. ^ Ministry for Social Affairs, Women, Family and Health Lower Saxony
  4. ^ Rösch GmbH Tübingen / Brochure Companies say NO to domestic violence from the Berlin Senate Department for Economics, Technology and Women