Primary Prevention of IPV in the Workplace thoughts

It is difficult to re-cap all the great conversations that I have had with so many people but I will try to be succinct.

My basic question is what would primary prevention of IPV in the workplace look like? If I was to approach an HR manager or business owner, what would I be asking for them to allow me to do and/or what would I be asking them to do?

Some initial thoughts. Are deterrents prevention? Meaning, if you have policies that state abusers will be held accountable for their actions, on-site or at home, is this primary prevention? Some may argue that it may stop the behavior from occurring (or at least the physical abuse) but it does not provide a positive model or alternative to the abuse. It simply states, “don’t do this or else”. I would like to make the argument that the issue of sexual harassment policies has made tremendous strides in changing the behavior of people at work. It is deterrent based (disciplinary action/civil suits) but it has laid the foundation for how people treat each other, even outside of the workplace. Any thoughts?

Certainly, a better model would provide an example of how to behave and inter-act with others. Some workplace violence prevention initiatives focus on conflict resolution and mediation. I feel that this does not apply to IPV as the issues of Power and Control are not addressed. A victim cannot mediate with a batterer when they start to become abusive. And we have to focus on stopping the behavior in the first place.

I am excited about the idea of looking at Bullying and its recent attention as a workplace issue. The same dynamics of power and control exist and the emphasis of respect and equality are emphasized as an alternative to the behavior. Training and awareness programs can focus on recognizing the controlling behavior (from others and within ourselves) and establishing an appropriate response/alternative. This may get the attention of managers and business owners as it is an emerging issue in the workplace. The lessons of dealing with bullying can be transferred to Intimate-Partner relationships. Providing a workshop or program on this topic may provide the avenue or entrance to go into the business.

This raises the subject of actually how to enter the business. I mean, whom do you call/get transferred to at the initial contact? Often, in mid-sized to large companies, the CEO is not accessible. When we are not talking about an existing violence issue, which often falls into the security realm, it is the Employee Assistance Programs (EAP) are often ‘handle’ these concerns. However, as they are mental health providers, it again is a function of response, of dealing with an issue once it is discovered. My question would be what sort of prevention programming do they offer? Any which way, when approaching a business or company that has an in-house EAP, they would be a good initial contact. For EAP providers that serve a host of client companies, maybe contacting them first would be a prudent step.

However, in a few workplace settings, prevention is the focus of the Wellness program, if they have one. These programs often focus on physical health issues such as heart condition and obesity but there may be alliances made to introduce the idea of having safe and respectful relationships as a primary factor in a worker’s health and well-being. Again, this may be the department or person to initially start having conversations with in order access the workplace.

Alright, enough for now. Please let me know your ideas by posting comments. Any knowledge of programs that currently exist would be gladly welcomed.

Peace to you and yours.