Canadian Labour Reporter

CANADIAN LABOUR REPORTER 7 Canadian HR Reporter, a Thomson Reuters business 2014 Continued from page 1 Photo: Andrew Winning (Reuters) deal with injuries, legal proceedings or the logistics of moving children out of the home and into a safer environment. "Because they're so involved in avoiding the harassing, in- timidating behaviors of their partner or ex-partner, they're not putting all of their attention on the job," MacQuarrie said. "It's a real health and safety concern as well as a productivity concern when somebody's not completely focused on their work. This is a workplace problem and this is a labour relations problem." Both Byers and MacQuarrie named Unifor's workplace advo- cate program as a prime example of the kind of support neces- sary in the workplace. In Unifor's program, an advocate dedicated to dealing with domestic violence is available to discuss potential resources with all employees, male and female. "They're available in every workplace where this has been gained through collective bargaining process and they're avail- able for consultation, for support, for referrals," MacQuarrie explained. "There are many men who, whether it's sisters or daughters or friends they're concerned about, advocates are available to them as well." Many employers feel unequipped to provide these resources, and as a result are ignoring their responsibility to their employ- ees, MacQuarrie said. "I think we need to figure out how we can convey the se- riousness of this and that it's not an optional responsibility. It's not anything that typically employers have been asked to deal with — they don't feel prepared. But we have many, many, many professionals in every community that are more than willing to work with employers to help them meet those responsibilities," she said. The anonymous survey is available online until June 6. Any Canadian employee over the age of 15 — whether or not they have personally experienced or witnessed domestic violence — is encouraged to complete the survey. Preliminary results from the survey should be available in the fall of 2014 and the full results will be launched at the end of the year. Lise Martin, executive director of the Canadian Network of Women's Shelters and Transition Houses, said the CLC's na- tional survey is a step in the right direction toward long-term systemic change. "First you do the study, then comes the policy and then comes the change," Martin said. As crucial as supports in the workplace are, she explained, "we recognize services alone aren't going to end violence against women in this country. This survey is one aspect lend- ing support to a national action plan with the view of setting mechanisms for that longer-term systemic change." For MacQuarrie, the ultimate goal of the survey is to provide employers and unions with the information they need to col- laborate on safer and more productive workplaces. "This is not an issue where there should be a confrontational or an adversarial relationship with the unions," she said. "This is a place where employers and unions can really work together towards a safe, respectful and productive workplace. This is in everybody's best interests." To take the survey, go to http://fluidsurveys.com/s/ DVatWork. Domestic violence costs Canadian employers almost $80 million every year in lost productivity, absenteeism and turnover. Barbara Byers, executive vice president for the Canadian Labour Congress, says the organization's nation-wide survey is necessary to develop solutions for Canadian workplaces. Survey results to inform policies and supports

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