Domestic homicide in the workplace lessons learned from the dupont-daniel case1

Domestic Homicide in the Workplace: Lessons learned from the Dupont/Daniel Case

2007

Provided by CREVAWCMay Not Represent the Views

of the Office of the Chief Coroner

Definition of Domestic ViolenceDefinition of Domestic Violence• Domestic violence and abuse is any use of psychological,

physical or sexual force, actual or threatened, in an intimate relationship.

• Both women and men can be victims of domestic violence, the overwhelming majority of this violence involves men abusing women.

• While most reported abuse occurs in intimate heterosexual relationships, it can occur in gay and lesbian relationships as well.

Domestic ViolenceDomestic Violence• Occurs in a context where there is a pattern of assaultive

and controlling behaviour• May be physical, emotional, psychological and sexual in

nature• Violence is used to intimidate, humiliate or frighten

victims, or to make them feel powerless• May be a single act or a number of acts which may appear

minor when viewed in isolation, but collectively form a pattern that amounts to abuse

What Should We Have Learned about DV What Should We Have Learned about DV in the Past 30 Years?in the Past 30 Years?

• Significant problem that impacts the whole community• Victims and perpetrators are very heterogeneous groups

that defy stereotypes• Key strategies have to include safety, accountability and

healing• Coordination/integration of services is essential

What Should We Have Learned about DV What Should We Have Learned about DV in the Past 30 Years?in the Past 30 Years?

• “Batterer program outcome is likely to be improved with swift and certain court referral, periodic court review or specialized probation surveillance and on going risk management.”

Gondolf (2002) Batterer Intervention Systems. Thousand Oaks, CA: Sage.

Domestic Violence Policy & Protocols• Problem: Responsibility for safety generally put on the

victim and not the perpetrator• Important to engage with the abuser and hold him

accountable rather than excuse behaviour• Reprimands for abusive behaviours, constant monitoring

and supervision, required attendance to batterers counselling program

• Need for independent victim contact for accountability

Domestic Violence• Across all social classes • 37% of men in a male batterers program are white collar

workers (professionals, administrators, managers, salespersons)

Gandolf (2002)• The danger of stalking & psychological abuse

– 76% of femicide victims stalked by intimate partners in year prior to murder

– 87% of stalkers are male– Jealousy/possessiveness/control

National Stalking Resource Center ([email protected])

Dynamics of Abusive Relationships• Occurs in brief dating relationships or long-term

marriages• Women representing a higher socio-economic status tend

to cover up abuse to protect abuser and may use more informal supports (e.g. family and friends)

Factors that influence victim’s decision to terminate relationship:

- feeling love or responsibility- lack of financial resources- fear of retaliation- keep marriage together for children- lack of support- fear of not being believed- abuser vowing to change

Patterns of disclosure

• Avoidance as coping take longer to disclose and minimize seriousness of abuse

• Research indicates victims omit information when disclosing to friends and/or family

• Emotional abuse tends to be ignored or overlooked by others

Patterns of disclosure• Much harder to disclose to authorities given the fear of

not being believed, revictimization, and belief that consequences for abuser would not justify the risks associated with disclosing

• Lack of action promotes hopelessness

Domestic Homicides• Domestic Violence Death Review Committee (Office of the

Chief Coroner)– Representatives with expertise in domestic violence– Review domestic homicide cases that occur in Ontario– Make recommendations aimed at

preventing deaths and reducing domestic violence

We speak for the dead to protect the living

Domestic Violence Death Review Committee 2006

• 113 incidences of domestic homicide between 2002 and 2005

• 63% homicides; 25% homicide/suicide; 10% attempted homicide/suicide; 2% attempted homicide and related homicide

• 95% of victims were female and 95% of perpetrators were male

• The main cause of death in these incidences was stabbing (33%)


• 47 cases reviewed between 2002 and 2006• 81% of cases indicated couple separated or planning to

separate• 77% of cases indicated a history of domestic violence• 68% of perpetrators considered depressed by family,

friends, and other non-professionals


Who is aware of the abuse going on in theintimate relationship?(47 reviewed cases)

Family 75%

Friends 53%

Police 41%

Medical Personnel 28%

Neighbours 19%

Child Protection Services 19%

Co-workers 15%

Shelter/DV program 15%

Clergy 4%

Several risk factors identified in reviewed cases

1-3 factors9%

7-9 factors13%

4-6 factors6%

10+ factors

72%

1) Actual or pending separation2) History of Domestic Violence3) Perpetrator depressed in opinions

of non-professionals4) Escalation of violence5) Obsessive behaviour displayed

by perpetrator6) Prior threats to kill victim7) Prior attempts to isolate victim8) Prior threats/attempts to commit

suicide9) Access to or possession of firearms10) Control of most or all of victim’s daily

activities11) Excessive alcohol and/or drug use12) History of violence outside the family

Workplace Violence• National Institute for Occupational Safety and Health

(NIOSH) recorded 9,937 workplace homicides between 1980 and 1992 in the U.S. Approx. 800 workplace homicides a year. (Jenkins 1996)

• Female employees deal with sexual harassment and domestic violence from (ex)partners.

Workplace Violence• Study in North Carolina (1977-1991)

- 18% of occupational homicides had female victims.- Most occupational homicides involving women occurred due to a dispute.- 75% of dispute-related homicides in the context of estranged intimate relationships .

(Moracco, Runyan, Loomis, Wolf, Napp, and Butts 2000)

2005 Study on domestic violence and employment (Swanberg & Logan 2005)

Similarities between workplace harassment & workplace domestic violence

Many women don’t report harassment but endure it silently

• Fear of reprisals• Lack of information about their options• Fear will not be believed• Feelings of shame and embarrassment

Workplace Harassment and Violence Report (CREVAWC, 2004)

• Similar to why women don’t report domestic violence

(

Similarities between workplace harassment & workplace domestic violence

Negative effects of workplace harassment• losing job• damaged relationship with co-workers• labeled as troublemaker• lose friends• stress

Workplace Harassment and Violence Report (CREVAWC, 2004)

• Women experiencing domestic violence express fear of similar impacts

Seven reasons why employers should address domestic violence

1) Affects many employees2) Security and liability concern3) Performance and productivity concern4) Health care concern5) Management issue6) Taking action works7) Employers can make a difference

(Family Violence Prevention Fund-endabuse.org/workplace)

Examples of strategic employer responses to domestic violence

• Verizon Wireless– Internal efforts: Program available 24-hours a day with

trained human resource staff. Employees can ask for leave of absence, increased security at work, change of shift or work location.

– External efforts: Sponsorships for national conferences, public service announcements, collects donated phones to provide funding to shelters and other services

Examples of strategic employer responses to domestic violence

• Liz Claiborne Inc.– Internal efforts: educational outreach, services by EAP,

and supports such as time off when needed. Developed Domestic Violence Response Team (DVRT) with legal, security, and human resources representatives.

– External efforts: public education campaigns, joined with Marie Claire magazine and created articles to promote public dialogue about domestic violence

Lori Dupont-Marc Daniel Relationship - Risk Factors from Evidence

1) History of violence and abusive behaviours outside of the family by perpetrator (including workplace harassment)

2) History of domestic violence3) Prior threats to kill victim “If I don’t have you, no one

will!”4) Prior threats to commit suicide by perpetrator and/or

prior suicide attempts

Lori Dupont-Marc Daniel Relationship5) Prior attempts to isolate victim6) Controlled (or tried to) most of all of victim’s daily

activities7) Prior hostage-taking and/or forcible confinement8) Escalation of violence9) Obsessive behaviour displayed by perpetrator10) Common-law relationship11) Presence of step-children

Lori Dupont-Marc Daniel Relationship

12) Extreme minimization of assault history13) Actual or pending separation14) Depression of perpetrator – noticed by laypersons

and/or diagnosed by mental health professional15) New partner in victim’s life16) Failure to comply with authorities

Critical Events and Opportunities

• Critical Events: Warning signs and risk factors that, either by themselves or as part of a pattern of behaviour, should raise possibility of danger

• Opportunities: A chance to intervene and offer protection for victim or accountability for perpetrator. Some opportunities are taken and some opportunities are overlooked because of uncertainty or missing information that would have been accessible if sought.

Accumulation of Critical Events & Opportunites

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Highlights of DV Recommendations from Inquest Jury

1. Training of employers and managers and, specifically within the hospital context, physician leaders, should be provided to identify signs of abuse and to respond appropriately to employees/workers/staff who are victims and to perpetrators of domestic violence.


2. All employees/physicians who are not directly involved may report a concern, but must report witnessed abusive or violent behaviour. Reports must be acted upon regardless of whether they are verbal or written. Steps taken toward incident resolution need to be communicated to appropriate workplace parties (i.e., complainant, workplace representative, JHSC, Human Resources, Occupational Health and Safety manager) in a timely manner.


3. Make available a resource list of appropriate and local referral agencies. Formulate an organized response to direct threats of domestic violence, abuse, harassment, or other legitimate complaints that occur in the workplace.


4. Develop and implement a safety plan for the victim to ensure that a number of safety/security measures are in place for protection. Staff scheduling and work re-assignments and transfers should be accommodated in situations involving a component of domestic and/or workplace violence.


5. There is a continuing need to better educate both the public and professionals who come into contact with victims and perpetrators of domestic violence about the dynamics of domestic violence and the need to take appropriate action with potential abusers, victims, and their children. In particular, this education has to include an awareness of the risk factors for potential lethality and victims’ responses to abuse. The programmes have to move beyond awareness to action about helpful and safe interventions for victims and perpetrators.


5. Model programmes such as Neighbours, Friends and Families (www.neighboursfriendsandfamilies.on.ca) may be expanded in Ontario and be more directly inclusive of the role of the workplace. Skill building interventions that engage both professionals and non-professionals in practicing what they might say and do in such circumstances should be utilized in training initiatives (e.g. interactive theatre such as “Missed Opportunities”).


6. It is recommended that the Health and Safety Associations (see schedule A) through consultation with the Ontario Women’s Directorate develop educational material to provide support to all workplaces to train all employees/workers/staff members about the dynamics of domestic violence, abuse and harassment as well as what to do if faced with a situation where the violence enters the workplace.


6. Employees/workers/staff should understand that they have a responsibility to report abuse and any other information that may be useful in preventing future violence. Workplaces should be encouraged to outline in a code of conduct how incidents should be reported and to whom they should be reported. This information should include the option of contacting the police directly, and should specifically direct that such reporting of abuse ought not to be left as exclusively the responsibility of the victim.


7. It is recommended that all health care disciplines throughout their pre-service and ongoing professional development receive education in the dynamics of domestic violence and risk assessment and intervention strategies. This training should include an understanding of lethality factors and the use of standardized risk assessment tools to use when members are treating clients who may be victims or perpetrators of domestic violence including those who present with symptoms of depression, especially following an intimate relationship break-up and/or suicide attempt.


8. The Medical schools, The CPSO, The Ontario Psychiatric Association, The College of Psychologists, and the College of Nurses should give Continuing Professional Development credits for training in the areas of violence in the workplace, harassment, bullying and domestic violence. Rationale: Through the evidence presented, it was stated that physicians are among those who are most probable to encounter victims of domestic violence. It is essential that they learn to identify and clearly prescribe treatment alternatives and options to victims and perpetrators.


9. It is recommended that there be a review of the Occupational Health and Safety Act to examine the feasibility of including domestic violence (from someone at the workplace), abuse and harassment as factors warranting investigation and appropriate action by the Ministry of Labour when the safety and well being of an employee is at issue.


9. Specifically, the review should consider whether safety from emotional or psychological harm, rather than merely physical harm, ought to be part of the mandate of the Ministry. In this regard, the review should be directed to include an examination of the legislation and policies in place in other comparable jurisdictions, in Canada and elsewhere.

Domestic homicide in the workplace lessons learned from the dupont-daniel case1

Education

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