SHRM Workplace Impact of Domestic Violence, Sexual Violence and Stalking

SHRM Survey Findings: The Workplace Impact of
Domestic and Sexual Violence and Stalking
February 1, 2013

• Workplace Impact: For the purposes of this study, “workplace impact” considers the two main
ways domestic and sexual violence and stalking can affect the workplace. First, there is violence or
threats of violence that occur in the workplace. For instance, a perpetrator who is not an employee
may appear in the workplace and cause an incident, or send threatening or harassing e-mails to an
employee. Another example is that of an employee who uses work time and resources to make
threatening phone calls, send harassing e-mails or text messages, or engage in violent behavior.
Second, violence may occur outside the workplace but have an impact on the workplace. For
example, employees who are victims of domestic or sexual violence may need time off to meet with
police, obtain an order of protection or seek medical attention; or employees who are perpetrators
may have performance issues as a result of the violence.
• Domestic Violence: Domestic violence is a pattern of coercive behavior, including acts or
threatened acts, that is used by a perpetrator to gain power and control over a current or former
spouse, family member, intimate partner, or person with whom the perpetrator shares a child. It
occurs in heterosexual and same-sex relationships and affects individuals from all economic,
educational, cultural, age, gender, racial and religious demographics. Domestic violence is not just
physical; it also includes sexual violence, emotional and/or psychological intimidation, verbal abuse,
stalking, economic control, harassment, physical intimidation and injury, among others.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013 2
Definitions

• Sexual Violence: Sexual violence means that someone forces or manipulates someone else into
unwanted sexual activity without their consent. Reasons someone might not consent include fear,
age, illness, disability and influence of alcohol or other drugs. Anyone can experience sexual
violence, regardless of age. Those who sexually abuse can be acquaintances, family members,
trusted individuals or strangers. Forms of sexual violence include rape or sexual assault; child
sexual assault and incest; intimate partner sexual assault; unwanted sexual contact/touching;
sexual harassment; sexual exploitation; showing one's genitals or naked body to others without
consent; masturbating in public; and watching someone in a private act without their knowledge or
permission.
• Stalking: Stalking includes harassing and unwanted or threatening behavior that causes the victim
to fear for his or her safety or the safety of a family member, or would cause a reasonable person in
a similar situation to fear for his or her safety. Stalking behavior includes following or spying on a
person, appearing at a person's home or work, showing up at a place where the perpetrator has no
reason to be, waiting at places in order to make unwanted contact with the victim or to monitor the
victim, leaving unwanted items and gifts for the victim, and posting information or spreading rumors
about the victim on the Internet, in a public place or by word of mouth. Stalking may occur through
use of technology, such as e-mail, voicemail, text messaging, and use of GPS and social
networking sites.
Definitions

• Have organizations had to address workplace issues related to domestic violence, sexual
violence and stalking in the past 5 years? Forty-three percent of organizations had not had an
incident of domestic violence in the past 5 years, and 16% in the past 1 to 5 years; 19% had an
issue in the past year, and 22% did not know. Fewer organizations reported having a workplace
incident related to sexual violence: 11% in the past year and 9% in the past one to five years. About
one-quarter of organizations reported having incidents of stalking either in the past year (14%) or in
the past one to five years (14%).
• What level of employees should receive training on the workplace impact of domestic
violence, sexual violence and stalking? The vast majority (95%) of organizations indicated that
management-level employees should be trained on these topics, followed closely by HR staff
(91%). Eighty-two percent think training is necessary for executive-level employees, and three-
quarters (74%) indicated that nonmanagement-level employees should be trained.
• Do organizations prefer a stand-alone or add-on training program on domestic violence,
sexual violence and stalking? Most organizations (69%) prefer an add-on training program, and
31% indicated it would work best as a stand-alone training program.
Key Findings

• What would be the ideal format for a training program on domestic violence, sexual violence
and stalking? About one-half (50-58%) of organizations prefer in-person training through an EAP
provider or HR, depending on the employee level. One-quarter (22-27%) indicated that a webinar or
online group course would be ideal. Asynchronous e-learning is preferred by 16-28% of
organizations depending on the employee level.
• What would be the ideal length for a training program on domestic violence, sexual violence
and stalking? The majority of organizations indicated that the ideal training length would be from
30 to 60 minutes across all employee levels. About one-half of organizations indicated that 30
minutes would be ideal for executive (54%) and nonmanagement (51%) level employees, whereas
over one-third agreed that it should be 60 minutes for executive (36%) and nonmanagement (40%)
employees. About one-half of organizations thought training should be 60 minutes for management-
level employees (53%) and HR staff (47%).
• How many organizations have a formal workplace policy that addresses domestic violence,
sexual violence and stalking? Over one-half (54%) of organizations have a policy that addresses
sexual violence, and about one-third have a policy that addresses domestic violence (35%) and
stalking (31%). According to a previous SHRM survey, many organizations have a workplace
violence policy in place.
• How many organizations have a formal workplace training program that addresses domestic
violence, sexual violence and stalking? Over one-third (36%) of organizations offer training that
addresses sexual violence, and one in five offer training on domestic violence (20%) and stalking
(20%).
Key Findings

• For organizations that offer training on domestic violence, sexual violence and stalking, is
the training mandatory? Training on domestic violence is mandatory for 56-73% of employees
depending on their level in the organization. Sexual violence training is mandatory for most
employees ranging from 73-87%. About three-quarters (70-80%) of employees are required to be
trained on stalking.
• What are the main reasons that organizations do not offer training on domestic violence,
sexual violence and stalking? The most common reason given is that the topics are covered in
sexual harassment training or other training (53%). Thirty percent indicated that their organization
had too many other priorities or no time, and one-quarter (26%) expect their employee assistance
program (EAP) to take care of these issues.
• Do EAP providers offer training on the impact of domestic violence, sexual violence and
stalking? Thirty-eight percent of organizations indicated that their EAP provider offered training,
and only 8% said they did not. However, over one-third (36%) of organizations did not know
whether their EAP offered any training. Another 18% of organizations did not have an EAP provider.
Of organizations with EAP providers that offer training, 65% provided on-site training in person, and
56% offered web-based training. One-quarter (26%) offered other training formats, like individual
consultation, as needed.
Key Findings

In the past one to five years, has your organization addressed at least
one workplace issue related to domestic violence, sexual violence or
stalking?
19%
11%
14%
16%
9%
14%
43%
53%
47%
22%
27%
25%
Domestic violence (n = 779)
Sexual violence (n = 776)
Stalking (n = 780)
Yes, in the past year Yes, in the past 5 years No, not in the past 5 years Don't know

In your organization, who do you think should receive training on the
workplace impact of domestic violence, sexual violence and stalking?
Note: n = 728. Percentages do not total 100% due multiple response options.
95%
91%
82%
74%
14%
Management-level employees
(e.g., supervisors, managers)
HR staff (including EAP staff, if applicable)
Executive-level employees
(e.g., CEO, CFO, VP)
Nonmanagement-level employees
Other employees

For each of the employee levels at your organization, what topics do you
think should be addressed in curriculum and training on the workplace
impact of domestic violence, sexual violence and stalking?
9
Note: Percentages do not total 100% due to multiple response options.
The Workplace Impact of Domestic and Sexual Violence and Stalking ©SHRM 2013
Curriculum Training Topics
Executive-level
employees (e.g.,
CEO, CFO, VP )
Management-
level employees
(e.g., supervisors,
managers)
Nonmanagement-
level employees
HR staff (including
EAP staff, if
applicable)
Other employee
category
Dynam ics of dom estic violence,
sexual violence and stalking
(including victim -em ployee
challenges in the w orkplace) (n = 716)
79% 93% 59% 92% 6%
S
tatistics regarding prevalence of
violence and costs to the w orkplace
(n = 699)
89% 81% 31% 83% 4%
Legal issues (including law s granting
rights to victim -em ployees, liability
issues related to em ployees w ho are
perpetrators, use of w ork tim e and
resources to com m it violence) (n =
710)
85% 83% 32% 87% 4%
Violence policy
developm ent/ enforcem ent (n = 711)
77% 76% 38% 90% 4%

For each of the employee levels at your organization, what topics do you
think should be addressed in curriculum and training on the workplace
impact of domestic violence, sexual violence and stalking? (continued)
10
Note: Percentages do not total 100% due to multiple response options.
Curriculum T
raining T
opics
Executive-level
employees (e.g.,
CEO, CFO, VP )
Management-
level employees
(e.g., supervisors,
managers)
Nonmanagement-
level employees
HR staff (including
EAP staff, if
applicable)
Other employee
category
Roles/responses of
manager/supervisor (n = 712) 78% 94% 28% 85% 4%
Violence prevention and workplace
awareness (including steps workplace
can take to prevent violent acts,
assist victim-employees, hold
perpetrator-employees accountable)
(n = 716)
79% 93% 67% 92% 6%
Security/safety/risk prevention
(n = 709) 80% 92% 67% 90% 6%
Community resources (building
relationships and referrals with local
service providers, shelters, hotlines,
etc.) (n = 705)
60% 74% 56% 90% 5%
Other (n = 76) 50% 59% 39% 82% 9%

For your organization, would training on the workplace impact of domestic violence, sexual
violence and stalking work best as a stand-alone training program or as an add-on to an existing
training program (for instance, sexual harassment training, new employee orientation, or safety and
health training)?
Note: n = 592. Respondents who answered “don’t know” were excluded from analysis.
Work best as
an add-on, 69%
Work best as a
stand-alone,
31%

What would be the ideal format of a training program regarding the
workplace impact of domestic violence, sexual violence and stalking for
your employees?
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded from analysis.
50%
55%
52%
58%
22%
27%
22%
24%
28%
17%
24%
16%
1%
1%
2%
2%
(e.g., CEO, CFO, VP) (n = 668)
(e.g., supervisor, manager) (n = 696)
(n = 676)
HR staff (including EAP staff,
if applicable) (n = 685)
Ideal Training Format
In person through EAP provider or HR Webinar or online group course
Asynchronous e-learning Other training format

What would be the ideal length of a training program regarding the
workplace impact of domestic violence, sexual violence and stalking for
your employees?
54%
32%
51%
22%
36%
53%
40%
47%
6%
11%
6%
17%
3%
4%
2%
14%
(e.g., CEO, CFO, VP) (n = 668)
(n = 655)
Ideal Training Length
30 minutes 60 minutes 90 minutes 120 minutes

Does your organization currently have a formal (i.e., written,
documented) workplace policy that specifically addresses any of the
following?
According to a previous SHRM survey, most organizations do have a workplace violence policy in place, although it may not specifically
address domestic violence, sexual violence or stalking.
35%
54%
31%
52%
37%
56%
13%
8%
14%
Domestic violence
(n = 699)
Sexual violence
(n = 733)
Stalking
(n = 683)
Formal Workplace Policy
Yes
No, and we have no plans to put a
formal policy in place
No, but we plan to put a formal policy
in place in the next 12 months

documented) workplace policy that specifically addresses domestic
violence, sexual violence or stalking?
15
Comparisons by organization staff size
2,500 to 24,999 employees (50%)
25,000 or more employees (58%)
>
1 to 99 employees (19%)
500 to 2,499 employees (40%) > 1 to 99 employees (19%)
Note: Only statistically significant differences are shown.
• Organizations with 2,500 or more employees are more likely than organizations with 1 to 499 employees to have a formal
workplace policy that specifically addresses domestic violence.
• Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees to have a formal workplace
policy that specifically addresses domestic violence.
2,500 to 24,999 employees (64%)
>
workplace policy that specifically addresses sexual violence.

16
2,500 to 24,999 employees (50%)
>
workplace policy that specifically addresses stalking.
Comparisons by organization staff size (continued)

17
Comparisons by organization sector
• Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to have a formal workplace
policy that specifically addresses domestic violence.
Publicly owned for-profit (45%) > Privately owned for-profit (28%)
policy that specifically addresses stalking.

Does your organization currently have a formal workplace training
program (e.g., an in-person presentation or web-based training) that
specifically addresses any of the following?
20%
36%
20%
66%
53%
66%
14%
12%
14%
Domestic violence
(n = 702)
Sexual violence
(n = 725)
Stalking
(n = 679)
Formal Workplace Training Program
Yes
No, and we have no plans to
implement a formal training
program
No, but we plan to implement a
formal training program in the next
12 months

Does your organization currently have a formal workplace training program
(e.g., an in-person presentation or web-based training) that specifically
addresses domestic violence, sexual violence or stalking?
19
2,500 to 24,999 employees (38%)
>
500 to 2,499 (18%)
• Organizations with 2,500 or more employees are more likely than organizations with 1 to 2,499 employees to have a formal
workplace training program that specifically addresses domestic violence.
•
2,500 to 24,999 employees (50%)
>
25,000 or more employees (66%) > 500 to 2,499 employees (35%)
workplace training program that specifically addresses sexual violence.
• Organizations with 25,000 or more employees are more likely than organizations with 500 to 2,499 employees to have a formal
workplace training program that specifically addresses sexual violence.

20
2,500 to 24,999 employees (37%)
>
workplace training program that specifically addresses stalking.
Comparisons by organization staff size (continued)

21
• Publicly owned for-profit and government organizations are more likely than privately owned for-profit organizations to have a
formal workplace training program that specifically addresses domestic violence.
Publicly owned for-profit (32%)
Government (32%)
> Privately owned for-profit (14%)
training program that specifically addresses sexual violence.
training program that specifically addresses stalking.

For each employee level at your organization, is the training on
domestic violence mandatory, voluntary or not available?
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” or “not applicable, no employees at this
level” were excluded from analysis. Only respondents whose organizations provided training on domestic violence were asked this
question.
64%
72%
64%
73%
56%
30%
22%
29%
21%
36%
6%
6%
8%
6%
8%
(e.g., CEO, CFO, VP) (n = 128)
(n = 133)
Other employee category
(n = 87)
Domestic Violence Training
Mandatory training Voluntary training No training available

23
2,500 to 24,999 employees (54%) >
500 to 2,499 (12%)
• Organizations with 2,500 to 24,999 employees are more likely than organizations with 100 to 2,499 employees to have voluntary
training on domestic violence for nonmanagement-level employees.
2,500 to 24,999 employees (65%) >
500 to 2,499 (14%)
training on domestic violence for other employee categories.
2,500 to 24,999 employees (45%) >
500 to 2,499 (9%)
training on domestic violence for HR staff (including EAP staff).

24
• Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on domestic
violence for management-level employees.
Publicly owned for-profit (83%) > Nonprofit (46%)
• Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on domestic
violence for HR staff (including EAP staff).

For each employee level at your organization, is the training on sexual
violence mandatory, voluntary or not available?
Note: Respondents who answered “don’t know” or “not applicable, no employees at this level” were excluded from analysis. Only
respondents whose organizations provided training on sexual violence were asked this question.
83%
87%
80%
87%
73%
14%
11%
14%
11%
17%
3%
2%
6%
2%
10%
(e.g., CEO, CFO, VP) (n = 242)
(n = 243)
(n = 156)
Sexual Violence Training

26
• Publicly owned for-profit organizations are more likely than nonprofit organizations to have mandatory training on sexual
violence for management-level employees.
• Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on sexual violence
for management-level employees.
Nonprofit (28%) > Publicly owned for-profit (3%)
violence for executive-level employees.

27
Comparisons by organization sector (continued)
violence for other employee categories.

For each employee level at your organization, is the training on stalking
mandatory, voluntary or not available?
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” or “not applicable, no employees at this
level” were excluded from analysis. Only respondents whose organizations provided training on stalking were asked this question.
76%
80%
75%
80%
70%
19%
16%
19%
15%
23%
4%
4%
6%
4%
7%
(e.g., CEO, CFO, VP) (n = 119)
(n = 124)
(n = 74)
Stalking Training

29
• Publicly owned for-profit and privately owned for-profit organizations are more likely than nonprofit organizations to have
mandatory training on stalking for management-level employees.
Privately owned for-profit (83%)
> Nonprofit (50%)
• Nonprofit organizations are more likely than publicly owned for-profit and privately owned for-profit organizations to have voluntary
training on stalking for management-level employees.
Nonprofit (50%) >
• Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for
executive-level employees.

30
Comparisons by organization sector (continued)
other employee categories.
• Nonprofit organizations are more likely than publicly owned for-profit organizations to have voluntary training on stalking for HR
staff (including EAP staff).
nonmanagement-level employees.

What are the primary reasons that your organization does not currently have a
formal training program on the workplace impact that includes all three of these
topics: domestic violence, sexual violence and stalking?
Note: n = 438. Percentages do not total 100% due multiple response options. Only respondents whose organizations did not have training and
were not planning to implement training for domestic violence, sexual violence or stalking were asked this question. Respondents who answered
“don’t know” were excluded from analysis. Other reasons given include “covered in another workplace policy,” “too small of an organization,”
“have not had issues in our workforce” and “training is not necessary.”
53%
30%
26%
21%
20%
16%
9%
1%
11%
Covered in our sexual harassment training or other
training
Too many other priorities/no time
We expect our EAP to take care of these issues
In "reactive," not "proactive," mode
Lack of awareness/information about issues
See issues as "personal"
Cost of implementing new program
Fear of subject
Other

What are the primary reasons that your organization does not currently have a
formal training program on the workplace impact that includes all three of these
topics: domestic violence, sexual violence and stalking?
32
• Nonprofit organizations are more likely than publicly owned for-profit organizations to indicate the cost of implementing a new
program as a reason they do not have a training program.
• Publicly owned for-profit and government organizations are more likely than privately owned for-profit organizations to expect their
EAP to take care of these issues as a reason they do not have a training program.
Government (53%)
> Privately owned for-profit (21%)

Does your EAP provider offer any type of training or education
specifically on the workplace impact of domestic violence, sexual
violence and stalking?
n = 780
38%
8%
36%
18%
Yes
No
Don't know
Not applicable; our organization does not
have an EAP provider

34
500 to 2,499 (48%)
2,500 to 24,999 employees (59%)
>
• Organizations with 500 or more employees are more likely than organizations with 1 to 499 employees to have an EAP provider
that offers training on the workplace impact of domestic violence, sexual violence and stalking.

35
• Publicly owned for-profit organizations are more likely than privately owned for-profit, nonprofit and government organizations to
have an EAP provider that offers training on the workplace impact of domestic violence, sexual violence and stalking.
Publicly owned for-profit (54%) >
Nonprofit (36%)
Government (25%)

In what format(s) does your EAP provider offer this training?
Note: n = 298. Percentages do not total 100% due to multiple response options. Only respondents whose organization's EAP offered
training were asked this question. An asterisk (*) indicates that this response option was developed from open-ended responses.
65%
56%
16%
10%
In-person, on-site
Web-based training
Individual consultation as needed by phone,
e-mail or in-person*
Other

Demographics

Demographics: Organization Industry
38
Note: n = 691. Percentages do not equal 100% due to multiple response options.
Percentage
Manufacturing 26%
Professional, scientific and technical services 19%
Health care and social assistance 15%
Educational services 10%
Finance and insurance 9%
Government agencies 7%
Accommodation and food services 6%
Administrative and support and waste management and remediation services 4%
Information 4%
Retail trade 4%

Demographics: Organization Industry (continued)
39
Note: n = 691. Percentages do not equal 100% due to multiple response options.
Percentage
Transportation and warehousing 4%
Arts, entertainment, and recreation 3%
Construction 3%
Real estate and rental and leasing 3%
Wholesale trade 3%
Religious, grant-making, civic, professional and similar organizations 2%
Repair and maintenance 2%
Utilities 2%
Mining 1%
Other industry 8%

Demographics: Organization Sector
40
49%
21%
20%
6%
3%
Privately owned for-profit
Nonprofit
Publicly owned for-profit
Government
Other
Note: n = 695. Percentages do not total 100% due to rounding.

Demographics: Organization Staff Size
23%
28%
21%
20%
8%
1 to 99 employees
100 to 499 employees
500 to 2,499 employees
2,500 to 24,999 employees
25,000 or more employees
n = 686

n = 712
Other Demographics
U.S.-based operations only 70%
Multinational operations 30%
Single-unit organization: An organization in
which the location and the organization are
one and the same.
28%
Multi-unit organization: An organization that
has more than one location.
72%
Multi-unit headquarters determines HR policies
and practices.
54%
Each work location determines HR policies and
practices.
3%
A combination of both the work location and the
multi-unit headquarters determines HR policies
and practices.
43%
Is your organization a single-unit organization or
a multi-unit organization?
For multi-unit organizations, are HR policies and
practices determined by the multi-unit headquarters,
by each work location or by both?
Does your organization have U.S.-
based operations (business units) only,
or does it operate multinationally?
n = 713
n = 521
Corporate (companywide) 63%
Business unit/division 17%
Facility/location 20%
n = 520
What is the HR department/function for
which you responded throughout this
survey?

• Response rate = 14%
• 787 HR professionals from a randomly selected sample of SHRM’s membership participated in this
survey.
• Margin of error +/-4%
• Survey fielded October 22-November 9, 2012
SHRM Survey Findings: The Workplace Impact of
Domestic and Sexual Violence and Stalking
Survey Methodology

• For more survey/poll findings, visit www.shrm.org/surveys
• For more information about SHRM’s Customized Research Services, visit
www.shrm.org/customizedresearch
• Follow us on Twitter @SHRM_Research
About SHRM Research

SHRM Workplace Impact of Domestic Violence, Sexual Violence and Stalking

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SHRM Workplace Impact of Domestic Violence, Sexual Violence and Stalking