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Communities Working Together to End Woman Abuse

Communities Working Together to End Woman Abuse. The Rationale. In almost every case of domestic homicide, we found that the people around the victim knew what was going on – but didn’t know what to do about it… Al O’Marra (Former) Chief Counsel Coroner’s Office of Ontario

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Communities Working Together to End Woman Abuse

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  1. Communities Working Together to End Woman Abuse

  2. The Rationale In almost every case of domestic homicide, we found that the people around the victim knew what was going on – but didn’t know what to do about it… Al O’Marra (Former) Chief Counsel Coroner’s Office of Ontario (Former) Chair, Domestic Violence Death Review Committee

  3. Woman Abuse/Domestic Violence is a private issue In Canada, woman abuse in the workplace has been invisible The tragic death of Lori Dupont has awakened us to the fact that it is a workplace issue A Common Misconception

  4. Critical Events & Missed Opportunities Dupont Inquest 84 37 Events Opportunities

  5. Domestic Violence is Common at Work • 24% of employees have experienced domestic violence • 70% of people experiencing domestic violence are victimized at work • 54 % miss three or more days of work a month • 22 % of workers report that they have worked with someone who has been a victim of domestic violence

  6. Workplace Implications Economic costs - $4B /year in Canada (partial costs) 74% of victims are harassed while at work, which puts themselves and all people present at the workplace at risk In 9 out of 10 workplace incidents, the victim confides in a co-worker Most workplaces are unprepared CREVAWC: 1998 Zachary 2000 7

  7. Why Involve Workplaces? • Perpetrators choose her workplace as a means to access her because often this is a factor in her life that remains unchanged and predictable. • Even if she has changed residences to isolate herself from the perpetrator, she may still experience the negative actions at work. Zachary, 2000 8

  8. Ontario Occupational Health & Safety Act The employer’s duty: “take every precaution reasonable in the circumstances” for the protection of workers when they are aware of – or ought reasonably to be aware – that domestic violencemay occur in the workplace, and that it would likely expose a worker to physical injury”

  9. NFF @ WorkAdapted from Neighbours, Friends &Families public education campaign Teach everyone in the workplace: To recognize warning To respond safely and effectively To make appropriate referrals

  10. How it Works Engaging The Potential and Power of Everyday Relationships YOU Relatives Friends Co-Workers Neighbours Committees Manager

  11. YOU

  12. The NFF@Work Program • Level 1: Information • Introduce campaign and materials to all employees • Level 2: Education • 1 hour ‘core content’ presentation to all employees • Level 3: Sustainability • 2 Day Facilitator Training • 2-Day: Train the Trainer / Senior Team training (MIOB) 13

  13. Workplace Scenarios • Responding to warning signs • Scenario 10 • Responding to risk factors • Scenario 12

  14. The Model • MCCCEWA hired Eric Magni, a retired Ministry of Transportation employee • Eric had spent 35 years in Engineering and Construction • Received 2-day training from CREVAWC to be able to deliver one hour presentation • Has become a strong ally for VAW sector

  15. The Model NFF Coordinator worked • 8 months a year • 15 hours a week • Total of about 500 hours • 500 hours @ $25 per hr = $12,500 Coordinator paid with • NFF project funds, plus • Portion of CC’s annualized funds from MCSS

  16. Results Achievements in 2009 and 2010 • Information distributed to over 400 workplaces • 69 Workplaces have become NFF Workplace Champions involving approximately 3,500 employees • 50 presentations to workplaces

  17. Results Achievements in 2009 and 2010 • 2 Annual Facilitator Trainer workshops in Strathroy • 2 Annual Recognition/Award Events in Strathroy • Various advertising: newspapers, radio, billboards

  18. Provincial Results • NFF Workplace Champion Award Ceremonies in 9 communities • 300 + workplaces recognized as NFF Workplace Champions • Program recognition from Wayne DeLorme, Associate Director of the Occupational Health and Safety Branch, MOL

  19. Implementation Support • Mentoring from the NFF Workplace Consultant • Workshops and teleconferences with NFF@Work Coordinators from across the province • Support to organize an annual Workplace Champion Award Ceremony

  20. Benefits to CCs • An opportunity to broaden the audiences we can reach with messages about prevention and response • Wider public engagement and understanding of the issue • Potential for a coordinated approach across the province

  21. Benefits to CCs • Address the problem named on the survey of low level of recognition for VAWCC work • Build relationships with non-profit, public and private sector workplaces • Increase visibility and increase support for our work

  22. Coordinating Committees across the province 23

  23. The Future a domestic violence workplace program

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