Does Domestic Intimate Partner Aggression Affect Career Outcomes? The Role of Perceived Organizational Support
Drawing upon the conservation of resources theory, we developed and tested a moderated mediation model linking domestic intimate partner aggression (IPA) to job performance and career advancement. Our model posits that the indirect relationship between IPA and career advancement via in-role performance and organizational citizenship behaviors (OCBs) is moderated by perceived organizational support (POS). Overall, multisource and multiwave data obtained from two independent samples of employed women from the Philippines supported our predictions. Specifi cally, results suggest that: (1) IPA was negatively associated with supervisor-rated in-role performance and OCBs; (2) there was a stronger negative relationship between IPA and in-role performance and OCBs for employees with low as opposed to those with high levels of POS; and (3) the conditional indirect effects of IPA in predicting supervisor-rated promotability and actual promotion via in-role performance and OCBs were stronger under conditions of low as opposed to high POS. Implications for theory and practice are discussed.
Male Champions of Change: Playing our part: Lessons Learned from Implementing Workplace Responses to Domestic and Family Violence
The Male Champions of Change (MCC) aim to achieve a significant and sustainable increase in the representation of women in leadership in Australia. Having male leaders step up beside women and lead on gender equality is at the heart of the Male Champions of Change strategy. For so long, women alone have led the way advocating for hard-won improvements, when so many men hold power to support change.
The Corporate Alliance: Research Outcomes
This document presents Corporate Alliance's methodology and research outcomes.
The Corporate Alliance: Headline Findings: Public Opinion on domestic violence
Public attitudes are explored towards an employer providing support to someone who is enduring violence.
ILO Report: Addressing Occupational Violence: An overview of conceptual and policy considerations viewed through a gender lens
This report is not about violence against women, but rather about violence against workers, both men and women; however, wherever possible a gendered analysis of the results was retained so as to ensure that interventions that could be informed by this report are gender sensitive, designed to meet the sometimes similar, sometimes distinct, needs of male and female workers. The report is in two parts, the first conceptualizing workplace violence through a gender lens, the second examining regulatory and other normative interventions to address workplace violence.
Women’s Agenda / Good Shepherd Australia: Safe Spaces. A Study on Paid Family/Domestic Violence Leave
Women's Agenda advocates for women’s careers and aim to hold employers and governments to account when it comes to women’s opportunities, safety and financial independence. Good Sheperd Australia helps women at risk of, experiencing or recovering from family/domestic violence in a range of ways. It provides specialist family/ domestic violence crisis, recovery and housing services and works closely with emergency and protection services. It also provides financial counselling, financial capability coaching and parenting programs.
New York State Office for the Prevention of Domestic Violence: Domestic Violence and the Workplace: A Handbook for Employers
This handbook is designed to help create an informed, supportive workplace culture and to assist managers, supervisors and co-workers in recognizing possible signs of domestic violence. It is recommended that all public agencies and private organizations develop and implement a domestic violence and the workplace policy.
DV@WorkNet Issue Brief Impact of Domestic Violence on Workers and the Workplace ILO Experts Group Meeting on a Convention on Violence against Women and Men at Work, October 3, 4 & 5, 2016
Although discrimination restricts women’s participation in the workplace and labour force participation rates vary significantly, in many countries the majority of women who experience domestic violence are employed. And although both sexes can suffer DV, in most countries it is women and girls who are the primary victims. The impacts of this violence are felt acutely at work, as the findings from a series of national surveys outline in the brief. It also makes the workplace an important site to provide information and resources about domestic violence.
On June 16, 2016 companies from all over Europe gathered in Brussels, Belgium to discuss their role in the fight against gender-based violence. They shared experiences and presented the CARVE project European best practices “Guide for companies: Responding to violence against women”, a practical tool for those who wish to get involved. Download the guide and poster in 6 languages (.English, Español, Català, Français, ελληνική, български) here
Encouraging The Participation of The Private Sector And The Media In The Prevention Of Violence Against Women And Domestic Violence: Article 17 Of The Istanbul Convention
Recognising the important role of the private sector and the media, Article 17 of the Istanbul Convention requires states parties to tap into this potential by encouraging the private sector, in particular the information technology sector and the media, to take on the issue of violence against women and help shape, elaborate and implement internal and external policies in this field.
16 Days of Action Against Domestic Violence is aimed at businesses that lack an infrastructure to deal with the large-scale problem that is domestic violence. As it stands, companies can do more to aid their employees who endure domestic violence, train those who witness it, and to protect staff as a whole, with the goal of securing safety and mitigating financial loss. Click here to access the website.
Australian Human Rights Commission has developed 'Good practice, good business' resources to provide practical information for employers to ensure that Australian workplaces are free from discrimination and harassment. This factsheet also provides background information on why domestic and family violence is a workplace issue.
Futures Without Violence have created a National Resource Centre called Workplaces Respond to Domestic & Sexual Violence that includes a tools to create a workplace policy, a poster demonstrating the workplace commitment to act, information about the benefits of an Employee Assistance Program, a Guide for Advocates, a Guide for Supervisors, an outline for a comprehensive prevention, response program and information on union responses. Click here to see the resources.
Futures Without Violence have also created a Workplace Toolkit that provides free resources to help raise awareness, address employment issues and connect people in your workplace to the assistance they may need. Click here to see the Toolkit.
Implementation of Domestic Violence Clauses - An Employer's Perspective analyses the effects of implementing the DV clauses from an employers perspective. Researchers from the Gendered Violence Research Network (GVRN) at the University of New South Wales conducted an online survey of employer experiences of the implementation of DV clauses where they have been negotiated as part of their enterprise agreement or award or implemented through directives. Click here to view the report.
Make It Our Business has developed guidelines designed to help workplaces develop effective policies, programs and practices. They were developed in consultation with experts in this field including security experts, experts on the problem of domestic violence, employers, victim-survivors, workers, and union representatives. The guidelines are specifically focused on Ontario workplaces, but much of the information is adaptable for other contexts. Click here to see the Guidelines.
Our Watch is a new community education initiative focused on addressing violence against women & children. Advice is available for employers to better support employees experiencing domestic violence. Click here to view website.
The Gendered Violence & Work program at the University of New South Wales has been at the forefront of establishing the link between domestic, family and sexual violence and work. In addition to research, we have developed comprehensive, in-depth, gender-sensitive and tailored workplace strategies for employers in Australia and internationally who want to address the effects of domestic, family and sexual violence on their employees and organisations. These advisory and training services are designed to ensure that organisational intentions and commitments are translated into the effective development, implementation, monitoring and evaluation of domestic, family and sexual violence policies and procedures. Click here for more information.
The Workplace Initiative to Support Employees on Family Violence project is sponsored by the Manitoba government. This toolkit was developed to support the family violence prevention workshops provided to employers through the provincial government’s WISE on Family Violence project. It is adaptable to most workplaces, regardless of size, location and whether or not there is a union. While it specifically targets managers, supervisors and human resource personnel, it also contains material that can be distributed and displayed in the workplace. Click here to see the Toolkit.
Vic Health has been undertaking some great work, in this area and is currently piloting an Australia-first program to prevent violence against women - Generating Equality And Respect (GEAR). The project includes workplace initiatives and some of the earlier elements of the project included resources for business. VicHealth's has also developed a bystander action toolkit specifically designed to help Sporting Associations to become workplace leaders in promoting gender equity and respect for women, however non-sporting organisations may also find much of these materials helpful.
Worksafe BC Handbook: The purpose of this handbook, developed by WorksafeBC is to raise awareness about domestic violence in the workplace. It describes the signs and effects, and provides recommendations and tools to address domestic violence in the workplace. You should review any potential legal obligations to address violence in the workplace that might exist in your jurisdiction.
Click here to see the Handbook for Employers Outside of BC
Click here to see the Handbook for Employers Inside of BC