VAWDASV

Policy statement

THE GAME CHANGE PROJECT recognises that, statistically, a number of employees/ volunteers may be experiencing domestic abuse in their personal relationships and, through this policy, seeks to provide effective, confidential and sympathetic support to these employees.

THE GAME CHANGE PROJECT realises that employees who are experiencing domestic abuse may not wish to divulge this fact, even in strict confidence, to any other employee of the organisation. A list of various external organisations which can offer support and guidance is, therefore, given in Appendix A.

In the event that the direct effects of domestic abuse extend into the workplace eg by unwelcome visits from an abusive partner, THE GAME CHANGE PROJECT has a duty of care to protect both the abused person and their colleagues. For that reason, THE GAME CHANGE PROJECT may, depending on the individual circumstances, arrange for police involvement in such situations.

THE GAME CHANGE PROJECT will ensure that this policy is widely publicised and made freely available to all employees.

Support for employees experiencing domestic abuse

Any employee who is experiencing domestic abuse and feels that THE GAME CHANGE PROJECT can offer the support they need, should speak to their director or group coordinator, as outlined, this matter will be dealt with on a strictly confidential basis and only those with a ‘need to know’ will be made aware of the situation.

There are a number of practical and supportive measures that can be taken in the workplace to ensure that those experiencing domestic abuse are able to work in a safe and supported workplace.

Individuals who are experiencing domestic abuse often require taking time off work in order to visit solicitors, banks, schools, support agencies etc and this can be accommodated by THE GAME CHANGE PROJECT. Such arrangements should be made, in confidence, through the employee’s line manager.

THE GAME CHANGE PROJECT recognises that individuals who are experiencing domestic abuse may also require to arrange to meet with third parties eg support agencies, police etc, for short periods during normal working hours and can accommodate requests from staff to hold such meetings on THE GAME CHANGE PROJECT’s premises. Again, such arrangements should be made, in confidence, through the employee’s line manager.

THE GAME CHANGE PROJECT will not discriminate against anyone who has been subjected to domestic violence, in terms of their existing employment.

Confidentiality

THE GAME CHANGE PROJECT recognises that, where an employee is experiencing domestic abuse, confidentiality must be strictly observed by all parties concerned and that any breach of confidentiality could have severe repercussions on the person experiencing domestic abuse. For that reason, THE GAME CHANGE PROJECT will treat any breach of confidentiality committed by an employee under the provisions of the appropriate employee conduct procedure, in which case the range of penalties open to the organisation will include dismissal.

The only exceptions to this would be where third parties eg children or vulnerable adults, were at risk and in such instances the decision to inform an external body would be taken by the Director.

The need for confidentiality generally includes ensuring that an employee’s address, telephone number and work location is not identified. To protect the confidentiality of employees, THE GAME CHANGE PROJECT will ensure that any disclosures which are required under its data protection registration, or its responsibilities under the Freedom of Information Act, do not have the potential to compromise employees who may be experiencing domestic abuse.

THE GAME CHANGE PROJECT will also ensure that, in cases where an employee is known to suffer from domestic abuse, only those other employees who ‘need to know’ about the employee’s situation are informed.

Perpetrators

THE GAME CHANGE PROJECT’s approach to domestic abuse includes a commitment to consider taking action against any employee who may be a perpetrator of domestic violence and who demonstrates any actions that may be deemed inappropriate and impacts on the employee’s role.

Examples of where the THE GAME CHANGE PROJECT may take action:

Employees who misuse THE GAME CHANGE PROJECT resources (time, telephones, fax, email or other means) to threaten, harass or abuse a current or former partner or any other person;
Employees who demonstrate any form of violence, threats or harassment, or other forms of abuse towards their partner, or someone with whom they have had a close relationship when at work, or from work, or representing the THE GAME CHANGE PROJECT. This includes employees who use THE GAME CHANGE PROJECT resources to threaten, harass or abuse a partner or family member;
Employees who intentionally misuse their authority or position to enable abuse to continue or encourage others to do so, during the course of their employment or when representing THE GAME CHANGE PROJECT;
Employees who undertake any action or are involved in an incident that brings THE GAME CHANGE PROJECT into disrepute.

The Disciplinary Policy outlines the informal and formal procedures to be adopted if such allegations are made.

Perpetrators who recognise they have a problem can access confidential support from an appropriate agency.

Roles/responsibilities Directors

When dealing with an employee who is or has experienced domestic abuse, the director should be prepared to:

Raising awareness of domestic abuse via team meetings;
Listen, reassure and take seriously what is being disclosed without the need to ask for proof, providing a sensitive and non-judgemental approach ;
Prioritising confidentiality wherever possible (taking into account concerns about children or vulnerable adults); ensure all discussions take place in private and are kept confidential in all but the most exceptional circumstances. Such circumstances may arise where there is a need to share information with appropriate professionals and relevant people in a variety of instances including the protection of children and vulnerable adults, the prevention of crime or the apprehension, prosecution of crime;
Undertaking training in domestic abuse in order to understand the risks and consequences in the workplace and how to manage such situations;
Reviewing other policies, procedures and practices that are linked and ensuring they do not adversely affect the implementation of the domestic abuse workplace policy;
Fully supporting employees responding in a sensitive way and ensure the employee is provided with up-to-date information and aware of all the options open to them eg time off work to make personal arrangements, seek specialist advice or access the criminal justice system;
Encouraging the disclosure/discussion of domestic abuse and identifying the appropriate support and respecting their right to decide;
Taking action against perpetrators of domestic abuse, including support to an employee who is seeking help to address their behaviour.
Understanding that the employee may not wish to approach their line manager and may prefer to involve a third party such as a colleague, Human Resources Manager. Page 5 of 10
Recognising that the employee may need some time to decide what to do and may try many different options during this process.
Discussing measures to prioritise safety in the workplace, ensure that the employee’s safety and wellbeing is prioritised;
Being aware of what support is available and explore these options with the employee. This may address leave and time off work, financial issues and health effects, offer employees who feel that domestic abuse is having an impact on their self-esteem to attend one to one counselling sessions through Employee Assisted programme (EAP). As this would be on the basis of a self referral, the employee will not be asked to tell why they wish to attend such sessions and the counsellor is bound by professional ethics which will ensure total confidentiality

THE GAME CHANGE PROJECT attaches the greatest importance to health and safety matters and undertakes to provide a safe and healthy working environment, in compliance with the Health and Safety at Work Act 1974 and all other relevant regulations. All managers have a responsibility for the welfare and the health and safety of employees at work.

All managers must be aware that domestic abuse can influence the health and self-confidence of people who may be reticent to confide in others, or seek help. They should, therefore, be alerted to the signs of possible domestic abuse eg where an employee is depressed, distracted and/or lacking in self-confidence, which may be reflected in work performance, while being aware that domestic abuse may not always be the reason behind such conditions. Any sign of physical injury, particularly if these are repeated, should also be noted.

All managers should recognise the importance of employee welfare and appreciate that, by supporting an employee who may be the victim of domestic abuse; they will potentially contribute to an improvement in service delivery and a reinforcement of good management/employee relations.

All managers should ensure that employees are aware of the issues surrounding domestic abuse by bringing this policy to their attention.

This can include practical steps to encourage the disclosure and discussion of abuse and identify appropriate support. Managers should endeavour to support those experiencing domestic abuse in a sympathetic, non-judgemental and confident manner. They can also assist in recording details of incidents in the workplace.

Employees

Employees are responsible for:

Making themselves aware of the content of this policy;
Taking basic steps to assist friends and colleagues in gaining confidence to tackle and report the problems that they might experience, where they feel able.

THE GAME CHANGE PROJECT will ensure that this Domestic abuse, violence against women and sexual violence Policy is included in our staff learning and development programme, and is widely publicised and made freely available to all staff.

Policies:

The Game Change Project Whistleblowing Policy

The purpose of this policy is to prevent malpractice by the organisation, its employees, agents and partners by advising staff how to raise concerns with the organisation’s management or, if necessary, with its auditors or sponsoring department.

Safeguarding Policy

The Game Change Project CIC Safeguarding Policy

Data Protection Policy

The Game Change Project is committed to a policy of protecting the rights and privacy of individuals, volunteers, staff and service users in accordance with The Data Protection Act 2018. The policy applies to all participants, sponsors, volunteers, board members and staff.

Volunteer Policy

Volunteer Policy - This volunteer policy sets out the principles and practice by which we involve volunteers and is relevant to staff, volunteers and trustees within the organisation...

Welsh Language Policy

The Game Change Project has adopted the principle that in the conduct of its business in Wales it will treat the English and Welsh languages on the basis of equality...

VAWDASV

Safer Recruitment Policy Statement

The Game Change Project is committed to safeguarding and protecting all children and young people by implementing robust safer recruitment practices: We will do this by...

Online safety and social media policy

This policy provides guidance on how our organisation uses the internet and social media, and the procedures for doing so...

The Game Change Project Equality & Diversity Policy

The Game Change Project Equality & Diversity Policy - The Management committee of The Game Change Project is committed to equality and diversity. The project is open to all regardless of age, colour, disability, ethnic origin, sex, gender reassignment, marriage and civil partnership...

The Game Change Project Environmental Policy Statement

The Game Change Project is committed to minimising the impact of its activities on the environment...

Complaints and Grievance Policy

The Game Change Project recognises that volunteers have the right to raise grievances about any matter related to their volunteering (this could be in relation to another volunteer, a member of the paid staff, or the manner in which they are being treated by the Game Change Project. In addition, any other person is entitled to make a complaint about the organisation.