Foyle Interagency Partnership on Domestic Violence (FIAP) - Policy Development

FIAP staff are available to support the development of a range of Domestic Violence policies for your organisation. We offer consultancy identifying national best practice in relation to Domestic Violence policy development. Our staff can support you throughout the process of developing a policy and also in the implementation of it within your organisation, linking to training and review points. To date over 20 Domestic Violence policies, procedures and protocols have been prepared in the Foyle Trust area with our support, these include the following:

- Derry City Council Domestic Violence Employee Policy (2002)
- FHSST Employee Policy
- Altnagelvin Trust Domestic Violence Policy
- Derry Well Woman Domestic Violence policy

Whilst FIAP have been developing policies since 2000 in the Foyle Trust area, regionally Domestic Violence policy development has been highlighted in the Tackling Violence At Home - Domestic Violence Strategy NIO 2005, with targets for public sector and voluntary and community sector employers between 2006 - 2007 to have implemented policies within their organisations/agencies. FIAP have a dedicated Policy & Training Co-ordinator to support the development of such policies in the FHSST area.

Workplace/Employee Domestic Violence Policies
The following is taken from "Domestic Violence and the Workplace - good practice guide for employers" Opportunity Now and Women's Aid

Responding to domestic violence – What can employers do?
Examples of workplace initiatives include:

• Reviewing existing policies to identify ways to promote and improve safety in the workplace.
• Creating workplace domestic violence policies.
• Taking action against perpetrators convicted of domestic violence.
• Training and educating employees on domestic violence issues.
• Making resources, posters and information available in the workplace.
• Providing access to workplace counselling, healthcare and other benefits.
• Exerting leadership in local communities by promoting domestic violence issues, fundraising for and supporting Women’s Aid nationally and local Women’s Aid refuges and support services.

Why develop a workplace domestic violence policy?
Employers have obligations to provide a safe and effective work environment that responds to employees’ needs, so it makes sense to address the issue of domestic violence, minimise the risks and maximise the benefits for employees and the organisation as a whole.

UNISON, the public sector Union, have outlined other key reasons for developing a
domestic violence workplace policy, which can be applied across all public and private sector organisations:

• Recruitment and retention – A workplace policy is a good investment, helping to retain skilled and experienced staff, and contributing to motivation and job satisfaction.
• More effective staff – Staff will feel fully supported and confident in approaching their employer for help. This can only increase commitment to their organisation.
• Getting the best people for the job – An employer with family friendly policies will be attractive to a much wider pool of
  potential applicants.
  UNISON (2002) “Raise the Roof on Domestic Violence” - A UNISON Guide to Campaigning Against Domestic Violence.

Why develop a workplace domestic violence policy?

• Equal opportunities and an improved public image
  Employers are demonstrating a powerful commitment to the principles of equal
  opportunities and community investment, and to achieving equal opportunities in the workplace for women.
• A workplace domestic violence policy will provide a clear statement that the organisation will not tolerate domestic violence, that there is a commitment to responding sensitively and effectively to those needing help and support, and to taking action against those perpetrating domestic violence.
• It should also recommend standards, direction and guidance in identifying and responding to domestic violence which will assist in personnel and performance management and help ensure the safety and welfare of all employees.
• It is important that a workplace domestic violence policy is effectively implemented and introduces practical steps to support those experiencing domestic violence and to take action, where appropriate, against perpetrators. This approach will not only support and maintain productive employees, but also save money - and save lives.