NATIONAL BENCHMARK SURVEY: IMPACT OF DOMESTIC VIOLENCE ON THE AMERICAN WORKPLACE

Transcription

1 NATIONAL BENCHMARK SURVEY: IMPACT OF DOMESTIC VIOLENCE ON THE AMERICAN WORKPLACE Commissioned by: The Corporate Alliance to End Partner Violence Sponsored by: Verizon Wireless Blue Shield of California Foundation Liz Claiborne Inc. Mary Kay Inc. State Farm Insurance Companies Park National Bank Conducted by: Group SJR Contact: Mitch Stoller Group SJR

2 INTRODUCTION The Corporate Alliance to End Partner Violence commissioned this study a national benchmark survey to measure the impact of domestic violence on the American workplace. Verizon Wireless, the Blue Shield of California Foundation, Liz Claiborne Inc., Mary Kay Inc., State Farm Insurance Companies and Park National Bank sponsored the survey. Methodology Group SJR, a national survey research and communications firm, conducted the national telephone study between July 15, 2005 and September 10, Group SJR surveyed 1200 employed U.S. adults, including a 200 person California sample. The margin of error for the entire study is +/- 3%. Objective The benchmark survey was designed to discover what the general U.S. employee population believes about domestic violence as a workplace issue. Research shows this type of survey has never before been done on a national basis. National Demographic Overview On a national basis, 62% of respondents were female and 38% were male. The California sample was composed of 64% females and 36% males. Among these respondents, marital and employment status broke out as follows: Married vs. Single Employer 56% Married 36% Business employees 10% Divorced 30% Businesses 100 or fewer employees 22% Single (never married) 16% Institution 100 or fewer employers 10% Widowed 8% Institution employees Only 4% of respondents were self-employed. Nationally, the survey respondents were primarily Caucasian (80%). The only other statistically notable categories were African-Americans (8%) and Hispanic or Latino (3%). Income and educational levels were relatively evenly distributed across categories: Income Education 31% High School or less 28% 35K and below 22% Some College 22% 35K to 75K 46% College plus 22% 75K plus 2

3 Please note, due to the sensitive nature of many questions in the survey, we received varying levels of don t know/refused responses. As a result, numbers do not always add to 100%. Furthermore, in multiple questions, such as lists of potential domestic violence awareness program elements, respondents were permitted to provide more than one answer if applicable. Additional California Demographic Data In the California sample, marital and employment status were broadly consistent with the national demographics although more Californians tended to work for smaller businesses: CA Married vs. Single CA Employer 56% Married 24% Business employees 10% Divorced 31% Businesses 100 or fewer employees 21% Single (never married) 23% Institution 100 or fewer employers 10% Widowed 8% Institution employees Six percent of Californians were self-employed. The CA survey respondents were also primarily Caucasian (76%), with a higher Hispanic or Latino sample (9%) and Asian American/Asia/Pacific Islander (5%) a demographic group that only accounted for 2% of the national survey. African-Americans accounted for 3% of CA respondents. Again, income and educational levels were relatively evenly distributed across categories: CA Income CA Education 25% High School or less 26% 35K and below 34% Some College 18% 35K to 75K 40% College plus 27% 75K plus In the following section, please find our presentation of key findings. 3

4 Domestic Violence -- A National Issue KEY FINDINGS A full 61% of respondents and 59% in California consider stopping domestic violence a very important national issue. Remarkably, this response places domestic violence within the statistical margin of error of other major national questions. Stopping Domestic Violence Providing Better Health Care Fixing Social Security Fighting Terrorism 61% nationally (59% in CA) 63% nationally (63% in CA) 63% nationally (59% in CA) 63% nationally (57% in CA) Among the national issues discussed, only Reducing Illegal Immigration scored significantly lower, with 42% rating it very important vs. 35% in CA. The Modern Workplace Unsurprisingly, given respondents belief that stopping domestic violence is an issue of national importance, many also believe it is a very important issue for the workplace. However, in this category, domestic violence s impact on the workplace placed in the second tier of very important issues, alongside a range of other workplace problems but behind benefits. Benefits, such as health care or retirement Terrorism Domestic Violence s impact on the workplace Job Insecurity Employee theft 62% nationally (56% CA) rated very important 44% nationally (37% CA) 43% nationally (35% CA) 41% nationally (32% CA) 40% nationally (37% CA) In addition to reporting the importance of domestic violence as a national and workplace issue, respondents had clear views about the role and impact of domestic violence in their communities and their jobs. 4

5 Widespread Problem Approximately 47% nationally and 37% in CA believe domestic violence is an extremely widespread to widespread problem. And an additional 38% nationally believe it is somewhat widespread, while 46% in CA believe it is somewhat widespread. Relatively few individuals surveyed believe the problem is not widespread at all : Only 10% nationally, 13% CA believe it is not widespread at all. One in Five or More In fact, a near majority believe one in five or more persons are affected by domestic violence in their communities: 49% nationally (48% CA) believe one in five or more. A full 69% believe one in ten or more are affected (67% CA). Personal Experience Drives Awareness The key driver of such levels of awareness among respondents is personal experience. Fifty-seven percent nationally know someone who has been affected by domestic violence, while 44% of Californians report knowing some affected. Moreover, it is worth noting that the national responses are relatively consistent across income and education. Income Education 54% for High School or less 61% under 35K 61% for Some College 55% for 35K to 75K 55% for College Graduate or beyond 58% for 75K plus Furthermore, responses demonstrate that a significant number of American recognize that domestic violence is a workplace issue. A Workplace Issue On a national basis, a full 53% of respondents are very aware to somewhat aware of domestic violence as a workplace issue. In California, 45% are very to somewhat aware. Again, national responses are relatively consistent across education and income. 5

6 Awareness of DV as a Workplace Issue 54% High School or Less 63% under 35K 56% Some College 50% 35K to 75K 50% College Graduate or beyond 57% 75K plus However, employees awareness of the issue does not necessarily translate to high levels of awareness of employers domestic violence policies. Employers Policies Slightly more than one-third (34%) nationally (28% CA) are aware of his or her employer s domestic violence policy. Moreover, on national basis, a full 66% (72% CA) are unaware or don t know if his or her employer has a program. An additional 49% nationally are unaware (53% CA), while 17% don t know or are not sure (19% CA). Interestingly, among those aware of his or her employer s domestic violence policy, most consider such programs effective while many self-identified domestic violence victims do not (see page 15, Seeking Help Victims Experience, for additional details). Nearly half (49%) believe their employer s program is very effective (42% CA). While 29% believe it is somewhat effective (8% CA). Six percent believe it is not very effective (17% CA); while 12% think it is not effective at all (25% CA). According to aware respondents, their employers provide a reasonably wide range of programs to address domestic violence s impact on the workplace. Current Employers Programs Providing access to counseling through an Employee Assistance Program Providing Flexible leave-time Providing benefits to cover counseling or other needed assistance Providing training or other information...on domestic violence and its impact on the workplace Providing security such as escorts to cars Providing temporary adjustment or change of job location 70% nationally (64% CA) 57% nationally (64% CA) 49% nationally (57% CA) 48% nationally (57% CA) 42% nationally (36% CA) 36% nationally (39% CA) 6

7 However, among the 66% (72%) who were unaware or unsure if their employer has a domestic violence policy -- few fewer responded that their employers existing general benefits programs included relevant features for DV victims: Existing Benefits Programs Twenty percent nationally (18% CA) reported their employer is providing flexible leave time, while 19% (25% CA) mentioned providing access to counseling through an Employee Assistance Program. Fourteen percent reported providing benefits to cover counseling (24% CA) whereas 11% noted providing training or other information (8% CA). An additional 10% reported providing security (13% CA), and 7% sited providing temporary adjustment or change of job location (7% CA). Strong Support: Workplace Programs Although most employees are unaware or unsure if their employer has a domestic violence program, their attitudes toward such policies are strongly positive. In fact, 88% nationally (86% CA) have a very positive to somewhat positive attitude toward employers who put in place a domestic violence awareness program at the office. Putting in place a DV workplace awareness program Very positive toward employers 69% nationally (54% CA) Somewhat positive Neutral 19% nationally (32% CA) 7% nationally (11% CA) Moreover, 78% nationally (69% CA) believe a domestic violence awareness program would raise your co-workers understanding of the issue, making it easier to identify a problem and help a victim. Furthermore, respondents had clear views on what elements such programs should contain: Specifically, respondents strongly agree on the following: 74% Employers should provide resources with referral numbers to local agencies that can help victims... (67% CA). 68% Employers should contact the police when an employee is threatened (50% CA). 66% Training sessions for all employees should be part of workplace DV programs (50% CA). 55% Added Security for victims (41% CA). 53% Employers should provide a 24 hour hotline to report domestic violence and other workplace problems anonymously (39% CA). 7

8 Fifty percent also strongly agree that workplace programs should train employees how to help their co-workers. However, only 22% of Californians strongly agree. Most respondents also believe employers should permit some form of leave-time to seek assistance for domestic violence-related problems. Specifically, two-thirds (66%) strongly agree employers should provide unpaid leave (54% CA) while a surprising 50% nationally support paid leave (30% CA). Program Implementation In terms of the scope of the program and who bears management responsibility, employees views appear to reflect the corporate culture and structure of large U.S. businesses, e.g., enterprises with many specialized departments. For example, when asked who should be in charge of a domestic violence awareness program, they responded as follows: Program Responsibility Human resources Supervisors or managers Employee assistance or counseling programs" 49% nationally (48% CA) 34% nationally (28% CA) 31% nationally (33% CA) As rule, employees believe domestic violence awareness programs should be as inclusive as possible. Specifically, 90% nationally (89% CA) believe domestic violence programs should be designed for all employees. Program Obligations The majority of respondents believe employers have an obligation to provide affected employees with access to the following: 71% Time off to go to court or to the police (71% CA). 65% Domestic violence information and referral (68% CA). 63% Medical help (63% CA). 54% Security/Safety planning (54% CA). 50% Legal assistance, access to the courts (44% CA). 8

9 Whose Responsibility? While respondents support on-the-job domestic violence awareness programs, they do not necessarily believe that the primary responsibility for addressing the impact of DV in the workplace rests with employers. In fact, respondents see the victim ( individual ) and their employer as nearly equally responsible for addressing the impact of DV on the workplace. Californians, however, place greater responsibility on counseling services, the victim and the police than on employers. Most Responsible 47% Individuals most responsible (54% CA) 46% Employer most responsible (39% CA) 34% Police (41%) 33% Counseling and assistance services (50% CA) 23% CEO (26% CA) 18% Church or other religious institution (26% CA) Nevertheless, respondents believe that employers have a responsibility to take into account a victim s circumstances. Eighty-two percent nationally and 74% in CA strongly agree employers should not fire or otherwise discriminate against victims. Workplace Experience In terms of direct personal experience, awareness of domestic violence s impact on the workplace is significant and driven by co-worker behavior. Forty-four percent nationally (32% CA) are very aware to somewhat aware of DV s impact. More specifically, 24% nationally (17% CA) are very aware, while 20% nationally (15% CA) are somewhat aware. Only slightly more than a third nationally (37%) are not at all aware. However, Californians once again were an outlier, with more than half (54%) not at all aware. Far and away the leading factor driving awareness is the behavior of a co-worker according to 50% of employees surveyed nationally and 56% in CA. For 45% of respondents nationally (46% CA), domestic violence entered their working life because a co-worker was the victim of domestic violence. Other reasons include the following: 15% Co-worker s family member was a victim (23% CA). 7% A family member was a victim (9% CA). 6% Co-worker was a perpetrator (0% CA). 9

10 It is also important to note that the co-worker was victim national responses were consistent across education levels: 43% High School or less, 44% Some College, 48% College Grad +. However, fewer African-Americans nationally reported co-worker victims than other racial or ethnic groups. Co-Worker Victims by Background White 48% Hispanic 43% African-American 36% Recognizing Victims Interestingly, respondents are relatively evenly divided between those who believe they are easily able to recognize if a co-worker is a victim and those who don t. Nationally, slightly over half of respondents (52%) believe they are easily able to recognize if a coworker is a victim. Forty-five percent in CA hold the same view. Easily Able to Recognize Victims Those who believe they can easily recognize a victim point to a variety of factors for their ability, although previous experience with a victim is the leading cause. Specifically, 43% nationally and 47% in CA of this subgroup pointed to previous experience with a victim. Thirty-five percent nationally (41% CA) find the signs of domestic violence easy to detect. Only 26% nationally (18% CA) cited having read books, magazines or seen programs about. And 22% nationally (24% CA) credit a workplace awareness program. Difficulty Recognizing Victims Yet 42% nationally and 45% CA believe they cannot easily recognize a victim. Reasons include the following: Why Victims are Difficult to Identify Co-workers hide signs Cultural stigma against discussing DV with co-workers Lack of knowledge about DV and its signs Lack of employer awareness program/sensitivity to the issue 79% nationally (81% CA) 36% nationally (38% CA) 28% nationally (29% CA) 16% nationally (19% CA) 10

11 Interestingly, on a national basis, respondents with more education believe victims are more likely to hide signs: 60% High School or less ; 88% Some College ; 80% College +. Identifying the Problem - Fast Among those who faced a workplace situation, a surprising 25% nationally (26% CA) reported they knew in one week that domestic violence was the source of the problem. An additional 10% nationally (11% CA) knew in two to three weeks, while 21% nationally (16% CA) understood after several months. Only 4% (8% CA) report it took one month to know the source of the workplace problem and just 5% (8% CA) only knew after a year or more. Consistent with many respondents ability to identify the problem quickly, 68% nationally (68% CA) reported others were aware of the problem. Only 15% believe others were not (18% CA). Additional Causes of Awareness In addition to the behavior of co-workers, a number of respondents became aware of domestic violence s workplace impact because for two other reasons. First, a co-worker confession informed 25% nationally (19% CA). Second, a supervisor or employer informed 14% nationally (19% CA). Impact on the Workplace The survey findings include significant data on domestic violence s impact on Americans working lives, both in terms of its effect on victims and non-victims alike. For instance, respondents cited a wide range of ways domestic violence might have affected their co-worker victims: DV Impact on Co-Worker Victims Fear of discovery Need to seek out co-workers for additional help Missed days Lateness Intimate partner harassed co-worker at work (either by phone or in person) Inability to complete assignments on time Fear of intimate partner s unexpected visits 71% nationally (69% CA) 67% nationally (53% CA) 66% nationally (63% CA) 66% nationally (63% CA) 65% nationally (72% CA) 63% nationally (66% CA) 59% nationally (63% CA) 11

12 In terms of the impact of domestic violence on non-victims, employees reported helping victims cope in a wide range of ways. Twenty-seven percent nationally and 21% in CA reported extremely frequently to somewhat frequently having had to do the victim s work for them. Twenty-five percent (13% CA) noted not frequently having to do the victim s work. Forty-one percent nationally (63% CA), however, reported never having had to do the victim s work. Covering for Victims = Breeding Resentment? However, employee s responses also point to a potential problem that could breed ill will for victims in the workplace. On a national basis, 31% felt strongly to somewhat obliged to cover for a victim of domestic violence (27% CA), e.g., do their work for them or make excuses to a boss for absences. As a possible result, 25% nationally and 14% in CA resented co-workers from great to some extent because of the effect of their situation on the workplace. More optimistically, 59% reported resenting their co-workers to no extent (50% CA) An additional 11% nationally (although 32% in CA) noted minimal resentment. Workplace Safety Employees concern for both their personal safety and the victim s safety was a notable finding. Thirty-eight percent nationally (28% CA) were extremely to somewhat concerned for their own safety when they found out a co-worker was a victim. Fiftysix percent nationally (68% CA) were not concerned. Victims Safety Thirty-two percent nationally believe the co-worker victim feared for his/her safety -- although only 13% in CA noted the same. Such fears were likely driven by abusers frequent visits to the office, which 30% nationally (37% CA) report occurring. Also significant in light of the potential dangers to both victims and their colleagues, respondents noted that the workplace problem often required considerable time before a resolution. Time for the Problem to be Resolved Over a year Several months 19% nationally (23% CA) 23% nationally (32% CA) 12

13 Seeking Employer Help In light of the previous findings, the extent to which co-worker victims sought or were able to seek help is an important question to explore and while the numbers are encouraging from the standpoint of employees willingness to reach out, one-third of employees did not seek help. Specifically, 41% nationally (42% CA) reported that the co-worker sought help from their employer. Although 34% nationally (32% CA) said the co-worker did not look for employer assistance despite the fact that 51% nationally (61% in CA) believe the employer was able to provide help. Only 22% nationally (16% CA) thought the employer could not deliver support. Employer Responsiveness Respondents identified a wide range of ways employers made a difference. 54% Providing access to counseling or assistance programs (80% CA) 49% Providing flexible leave time or other benefits (60% CA) 48% Providing security (40% CA) 35% Contacting authority (30% CA) 34% Changing hours or work location (70% CA) 28% Providing access to legal support (40% CA) Many also reported that employers responded rapidly once aware of the situation: 50% one week or less (46% CA). What Employers Can Do Yet respondents also pointed to the following information and services that would have been helpful : Recommend Employer Actions Comprehensive domestic violence awareness program 24 Hotline to report domestic violence and other problems Training on domestic violence Payroll stuffers to raise awareness/promote access 48% nationally (46% CA) 45% nationally (55% CA) 43% nationally (46% CA) 40% nationally (50% CA) 13

14 In general, respondents view employers as willing to help with 42% nationally (37% CA) categorizing employers as extremely willing ; 21% as very willing (32% CA) Only 13 percent nationally (8% CA) believe employers are only somewhat willing. Domestic Violence Victims -- Demographics Twenty-one percent of respondents nationally have been victims. Although with a lesser tendency among the most highly-educated, victims educational backgrounds fall across the spectrum. 27% High School or less ; 23% Some College ; 14% College graduate and beyond In terms of ethnic or racial groups, African-Americans (40%) report highest incidence nationally, followed by white (20%) and Hispanics (13%). In terms of earning power on a national basis, the highest incidence of victims is among the lost income group: 33% under 35K; 18% 35K to 75K; 12% 75K plus The unmarried (34% nationally) are also more likely to be victims than the married (12%). Regionally, the lowest incidence of victims was in California (14%) and the Pacific states (17%) as a whole (Alaska, California, Hawaii, Washington and Oregon). The incidence of victims in other surveyed regions was relatively consistent across the board: 22% Northeast, 23% Industrial Middle West, 23% Middle West/West, 27% South. Impact on Working Life Nearly two-thirds of victims (64%) reported their ability to work was significantly (38%) to somewhat (26%) affected as opposed to 43% in California. The California group included 29% significantly, 14% somewhat affected. Nationally, 23% said their victim status had no effect on their working life, while a surprising 43% in California reported no effect. On the following page, a chart details victims responses on how domestic violence impacted their working life. 14

15 How domestic violence affected victims Distraction Fear of discovery Harassment by intimate partner at work (either by phone or in person) Lateness Fear of intimate partner s unexpected visits Inability to complete assignments on time Job loss Problems with your boss 57% nationally (14% CA) 45% nationally (14% CA) 40% (14% CA) 38% nationally (72% CA) 34% nationally (43% CA) 24% nationally (29% CA) 21% (14% CA) 21% (0% CA) In a strong contrast to non-victims views of the availability of employer support, victims reported more limited availability of help via employer programs and policies. Seeking Help Victims Experience In fact, a full 31% nationally (36% CA) reported that their employer provided no programs, support or help. Although victims whom did receive employer help and support sited the following programs: 23% Access to counseling and assistance (18% CA). 18% Information and referral to domestic violence programs (9% CA). 12% Contacting authorities (9% CA). 12% Providing security (9% CA). 8% Providing flexible leave time and other benefits (9% CA). Difficulties Accessing Support Moreover, only 46% of victims nationally and 43% in CA were easily able to access available programs or seek assistance. Forty-two percent were not able to do so (43% CA) and only 26% found programs or resources extremely helpful (0% CA). Victims also noted a number of reasons why they found it difficult to make the most of available programs, policies or support. 15

16 Barriers to Accessing Support Confidentiality Concern seeking help would jeopardize job/career advancement Lack of Information No clear contact person 25% nationally (0% CA) 16% nationally (17% CA) 13% nationally (17% CA) 6% nationally (0% CA) Employer Reputation + Hypotheticals In the final sections of our benchmark survey, we queried employees about employer attitudes/reputation and also asked them to consider a number of hypothetical situations. Employer Reputation Seventy-three percent nationally and 63% in CA believe their employer takes the issue of domestic violence and its impact on the workplace seriously. Furthermore, sixty-one percent nationally believe their employer s performance and reputation would improve if it did a better job addressing the impact of domestic violence, such as through a workplace program. Although, only 41% in CA believe their employer s reputation would improve. Responses were consistent across ethnicity and income, although support was higher among lower educational levels: 72% High School or less ; 62% Some college ; 53% College grad +. Employer Hypotheticals Seventy-five percent of non-victim respondents nationally and 68% in CA believe their current employer would be very supportive to somewhat supportive if they came forward as a victim today. Yet 16% nationally and 17% in CA would not come forward as a victim while 32% would be nervous (26% CA); 26% would be relieved (30% CA); and 14% would be concerned (17% CA). Moreover, if a respondent were to identify a potential victim at the workplace, his or her response would most likely be personal rather than through professional channels (as the table on the next page demonstrates). 16

17 First Response to Potential Victim Reach out to potential victim Report concerns to my supervisor Call National Domestic Violence Hotline Contact human resources or personnel 68% nationally (66% in CA) 30% nationally (40% CA) 26% nationally (34% CA) 26% nationally (23% CA) The Hotline As a final question, we asked respondents if they would like the National Domestic Violence Hotline number. Thirty-two percent of ALL RESPONDENTS asked for the National Domestic Violence Hotline number, although only 21% in CA did so. Responses were consistent across education, income and marital status. However, African-Americans requested the hotline number more than other groups: 50% African-Americans, 31% White, 40% Hispanic Implications -- National Issue The national benchmark study demonstrates that employed adults nationally and in CA are aware of domestic violence s impact on the workplace. Going a step further, they consider it an issue worthy of sustained attention and action -- both in terms of raising awareness and adding/improving workplace programs. Communications Strategy To date, media awareness of the issue varies greatly, and domestic violence s impact on the workplace is currently not part of the regular news cycle. As a result, the release of national and CA data should focus on key topline findings to achieve two goals: 1) Raise awareness among employers about domestic violence s impact and victims need for counseling and assistance; 2) Add DV s impact on the workplace to the news cycle, ensuring regular future coverage of this important national issue. Target media would include broadcast (TV and radio news), daily newspapers (national and regional), newsweeklies, lifestyle/professional publications and others. # # # # This section concludes our report, and if you have any questions, please feel free to contact Mitch Stoller at (323) or him at mstoller@groupsjr.com. 17