WELCOME TO DABS
Helping to support and protect employees, (regardless of gender, sexual orientation, ability, ethnicity or social and workplace position) and the businesses that they work for, against the very real threat, of domestic abuse in the workplace.
To engage with businesses of all sizes and in all sectors, including the Armed Services and Police Forces, in an attempt to change how they think about and react to, domestic abuse.
To start the conversation in a bid to raise awareness about domestic abuse in the workplace, through informative talks and workplace training.
To provide employers with the tools required, to strengthen their response to workplace incidents and to support employees experiencing and perpetrating domestic abuse.
To encourage businesses to be proactive in the implementation of domestic abuse policies and procedures and to work closely with all appropriate staff (HR, managers, security staff).
Employers can no longer ignore the facts. Domestic abuse is spilling out of the home and into the workplace and we must move quickly, to offer support to sufferers, survivors and offenders,
WHY USE DABS?
Many workers and employers still believe that domestic abuse is a personal issue that is none of their business. However, the effects of domestic abuse often extend outside the home. Domestic abuse can enter the workplace when an abuser attempts to harass, stalk, threaten, or injure a victim at work. This can endanger co-workers and clients as well as victims, putting an entire workplace at risk. The implications of domestic abuse can range from reduced employee productivity to serious injuries and even death.
We also know that failing to intervene is costing businesses across the U.K. over £14 billion a year. However, just 5% of organisations have a domestic abuse policy or guidelines, to inform line managers and HR how to respond. It’s therefore hardly surprising that only 0.5% of employees experiencing domestic abuse disclose their experiences at work.
Victims of domestic abuse, generally suffer in silence at work.
The risk is present for all employers, regardless of the size of your organisation or the nature of your business. By doing the right thing for employees and colleagues, employers can mitigate this risk. Employers have a duty of care and a legal responsibility to all their employees. Staff should feel confident that work is a safe and supportive place to disclose issues of domestic abuse. That’s why it’s vital that employers of all sizes and across all sectors take action now to mitigate the risk.
Health and safety laws are designed to ensure that workers have the right to work in a safe environment where risks to health and wellbeing are considered and dealt with effectively.
There are four main areas of health and safety legislation in the workplace relevant to domestic abuse:
Health and Safety at Work Act 1974
Management of Health and Safety at Work Regulations 1992
Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995
Health and Safety (Consultation with Employees) Regulations 1996
An effective workplace policy/guidance on domestic abuse helps to ensure that employers are complying with these laws. Importantly, this extends to wherever the workplace may be, including people who work from home.
DABS will assist you to review your policies and procedures to ensure you are providing a safe and supportive workplace, enabling you to respond to disclosures and making sure the policies and procedures are implemented correctly. Importantly, we also help to create safety plans for staff that are identified as "being at risk."
Statistically, your organisation is likely to contain a large number of suffers and survivors of domestic abuse, many of whom, will be desperate to take that first, very difficult step, to getting the help that they need and DABS is here to help.