Why domestic violence is a workplace issue

Why domestic violence is a workplace issueAs The GPT Group and Scentre Group launch industry-leading domestic violence policies, property companies recognise that family violence is not a personal problem, but a workplace issue affecting the wellbeing of employees.The GPT Group’s policy, launched to coincide with the International Day for the Elimination of Violence Against Women (also sometimes referred to as White Ribbon Day in Australia), includes up to 10 days of additional paid leave, priority access to flexible working arrangements, and $5,000 in after tax support to help with legal advice and emergency accommodation.GPT’s chief executive officer, Bob Johnston (pictured), says domestic violence is a “problem that organisations such as ours cannot ignore, given the impact domestic violence can have on the wellbeing of employees and their ability to be productive at work.”Johnston says his company’s policy acknowledges The GPT Group’s “significant role in offering meaningful and practical support to help any of its employees who could be affected by domestic and family violence”.Scentre Group’s policy provides education and a comprehensive support framework for all employees – full time, part time or casual – without restrictions on the support available.”In line with our aspiration to create a workplace where all of our people are comfortable to ‘bring their whole self to work’, we are not prepared to dismiss domestic and family violence as a personal matter outside our interest,” says chief executive officer, Peter Allen.”Providing financial, legal, medical support and flexible working arrangements for employees impacted by domestic or family violence is something we have always made available in our company. The introduction of our policy formalises a genuine commitment to ensuring the wellbeing of our people so employees know what’s available and can feel comfortable in seeking support,” Allen adds.Scentre Group has intentionally avoided restricting its policy to specific financial or paid leave limits, Allen says.”We recognise all circumstances are different and we’ve purposefully kept our policy open in this regard so our employees and their managers are able to request whatever is necessary for their individual needs.”In Australia, intimate partner violence is the leading contributor to death, disability and illness in women aged 15 to 44 years.The economic cost of domestic violence has been estimated in the billions. The Australian Human Rights Commission predicts that, without preventative action, this cost will rise to $9.9 billion annually by 2022 as a result of decreased staff performance, increased turnover and absenteeism.The Property Council’s chief operating officer and program director of the Property Male Champions of Change (PMCC), Kathy Mac Dermott, says there has been significant work undertaken by many of the Property Male Champions of Change over the last year on this issue.”More than half of the Property Male Champions of Change organisations have launched policies, and more are currently formulating their plans with a view to introducing them over the next 12 months,” Mac Dermott says, adding that the Property Council would also be launching its own domestic violence policy on Friday. The Property Council will provide up to 10 days of paid leave per calendar year, and provide support services, such as a workplace safety plan.”The issue is being addressed with commitment and momentum, and is an inspiring example of how our industry’s leaders are taking a holistic approach to diversity,” Mac Dermott explains.DEXUS Property Group, for instance, provides unlimited leave to employees for medical and legal assistance, counselling and relocation. Dan Cook, the company’s General Manager – People and Culture, acknowledges the role of the Property Male Champions of Change, which he says has “helped enormously in refining approaches and raising awareness”.Ernst & Young also provides 10 additional paid leave days. EY partner Selina Short says her company has produced internal resources and runs web-training sessions to help managers understand how to support employees affected by domestic violence. This may mean paying any salary raises or bonuses into a separate bank account or structuring additional leave to help employees as they make plans to leave a violent relationship.Colliers International offers five days of paid leave, and employees have access to three paid counselling sessions. Colliers says that encouraging positive change is the only way that companies “can truly help break the cycle of violence.”Mirvac’s policy, launched in June, includes up to 10 days’ paid leave per occasion for permanent employees, plus financial support to reimburse medical costs, relocation, accommodation and childcare. All employees can access unpaid leave for up to one month per occasion, with temporary provision of a new phone, number and email address, as well as counselling and access to flexible work.Lendlease has had a policy in place since 2015, and provides a range of support services. Lendlease is also working with the University of NSW Gendered Violence Research Network to provide specialist training for its human resources teams.Investa’s policy, also established in 2015, includes counselling and up to 10 days of paid leave each year. QIC is currently reviewing its formal leave policy to incorporate domestic violence, and has an employee assistance program which provides free counselling services. Frasers Property Australia is looking to develop a formal policy, but currently provides counselling, discretionary leave and temporary hotel accommodation. Stockland has appointed a standalone diversity and inclusion manager who is currently formulating a domestic violence strategy.Charter Hall, which launched its policy a year ago, provides employee assistance, domestic violence leave, flexible work options and support information. Charter Hall’s Talent, Diversity & Change Manager, Lana Ledgerwood says the company also encourages employees to use their annual volunteer day to support a local charity that supports those living with domestic violence.”We are also actively working to create a tolerant and inclusive culture where people can bring their whole self to work, feel safe to speak up and ask fellow colleagues ‘are you OK?’,” says Ledgerwood.”Around 1.4 million Australian women are living in abusive relationships, or have done in the past – and 800,000 of those are in the paid workforce. This means addressing family and domestic violence is a workplace issue,” Mac Dermott concludes.