Dundee City Council planning new support for staff suffering domestic abuse
Dundee City Council is set to adopt a new policy to deal with gender-based violence affecting its employees.
- By Grant Smith
- Published in the Courier : 13.02.12
- Published online : 13.02.12 @ 02.03pm
The policy sets out how managers should try to help staff — mostly but not exclusively female — who are the victims of domestic abuse, rape and sexual assault or sexual exploitation.
Iain Martin, head of personnel, said: ''Gender-based violence is a serious issue which occurs across all society and can have a damaging effect on the mental and physical health of the people affected.
''As a large employer, Dundee City Council acknowledges that some council employees will be experiencing gender-based violence and is committed to providing appropriate support. It is also recognised that there will be a number of perpetrators of such abuse within the council.''
The policy recognises that being subjected to abuse can affect someone's performance at work, leaving them physically or emotionally exhausted and with low self-esteem. The council says it is in its own interest to help staff to resolve difficulties in their personal life.
''Where abuse is currently being experienced there may be a requirement for an urgent response, safety planning, flexible working arrangements and the provision of information,'' adds the document, which will be considered by councillors tonight.
The stated aim is to create an environment in which employees feel — and are — safe to disclose their experiences of abuse in order to access support and increase their safety and that of anyone else who might be affected.
Staff may be able to take a day's paid leave if they need to flee to a refuge or other safe place. The policy also commits the council to taking ''a sympathetic approach'' to giving time off for appointments with solicitors or other agencies, or for counselling.
Anyone worried that the perpetrator of their abuse may be seeking to contact or follow them at work will be able to request a personal alarm.
Where appropriate, a risk assessment may be carried out into an employee's working arrangements. It is even possible that someone may be able to work under an assumed name to make it harder for an abuser to find them.
Managers will also have a responsibility to investigate allegations that an employee is abusing someone else at work, which could result in disciplinary action.
However, they will not have to respond to anonymous claims or detect abuse outside of the workplace.
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