EIDA, the Employers’ Initiative on Domestic Abuse, is a fast-growing membership network that already includes over 1,000 small and large employers.
It’s a free-to-join network of member employers who are already taking action: by raising awareness among employees, supporting those facing domestic abuse, and providing access to services to help perpetrators to stop.
Mission statement: : 'EIDA brings together the experience, expertise, and best practice of employers and partners so that all employers across the UK can support any of their employees affected by domestic abuse.'
To find out more, visit: https://www.eida.org.uk/
From the EIDA website:
‘Domestic abuse can happen to anyone of any age, gender, race, sexual orientation, religion or background. Statistics suggest that around two in every three people who experience domestic abuse are women.
The official government definition of domestic abuse is:
“any incident or pattern of incidents of controlling, coercive, threatening behaviour, violence or abuse between those aged 16 or over who are, or have been, intimate partners or family members regardless of gender or sexuality. The abuse can encompass, but is not limited to psychological, physical, sexual, financial, emotional.”
This statutory definition comes from the landmark Domestic Abuse Act 2021 and emphasises that domestic abuse can be emotional, coercive, controlling or economic, and need not only mean physical violence. Domestic abuse isn't necessarily between two people in a romantic relationship: perpetrators can be parents, children or siblings.
Every form of domestic abuse is a crime.’
From the EIDA website:
‘Employers have a duty to safeguard the wellbeing of staff: the statutory guidance accompanying the Domestic Abuse Act 2021 makes clear that employers should consider the impact of domestic abuse on their employees as part of their duty of care.
However, research in 2019 by Vodafone found that only 5% of employers had introduced a specific policy or guideline on the issue.
This needs to change.
Domestic abuse all too often follows a survivor into the workplace:
Over one in ten of those who experience domestic abuse report that the abuse continues in the workplace, in 81% of cases this is through abusive emails or phone calls
47% of those experiencing domestic abuse say that their perpetrator turned up at their workplace or stalked them outside their place of work
In a 2014 report, 16% of those who had experienced domestic abuse said that their perpetrator worked in the same place as they did
Domestic abuse is a workplace issue. Even when the perpetrator does not enter the workplace or pursue their victim at work, domestic abuse nearly always impacts the survivor’s productivity and ability to work:
Nearly 9 out of 10 workers experiencing domestic abuse said it impacted their performance at work
Over half of those experiencing domestic abuse have to take time off work as a result of abuse and nearly half were late to work
Of those who had experienced domestic abuse, over 40% said it had affected their ability to get to work
Over one in five working women have taken time off work because of domestic abuse and one in fifty women lose their jobs as a consequence of experiencing domestic abuse
Nobody should lose their ability to work as a result of experiencing domestic abuse. Yet unfortunately the impact is not limited to the survivor of domestic abuse alone. Domestic abuse usually also has an adverse impact on the morale of other employees and on an organisation’s image and reputation:
Over a quarter of colleagues had been threatened or harmed by a colleague’s abuser, according to a 2014 report
90% of those experiencing domestic abuse said it had created conflict and tension with their colleagues
There's a clear financial impact too, with an estimated £14 billion lost to businesses each year through decreased productivity, time off work, lost wages and sick pay as a result of domestic abuse.
The challenge is that domestic abuse is complex, can be hard to identify and there is still a negative stigma around this workplace issue.
That’s where EIDA can help. We offer the latest resources, best practice and practical support to help employers best carry out this vital duty of care towards their employees.’
IMAGE: EIDA website home page 17.1.23
KLAXON is a new novel and thriller about a woman seeking to escape an abusive and dangerous relationship. This Blog seeks to highlight issues around domestic violence and the sources of help for its victims. If you would like to find out more and to get involved with the blog or the promotion of Klaxon through book clubs and other means, please contact the Klaxon team.
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