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披露国内虐待体验的妇女进一步歧视吗?

2021年3月30日 通过艾莉森巴利

向前造成虐待伴侣的女性工人可以看到他们的职业前景受到多年的追求,解释了艾莉森巴利

正如人力资源专业人士,我们可能会在制定政策和支持国内滥用披露的雇员方面拥有经验,并且我们可能已经看到损害贴合合作伙伴的国内滥用对本组织内的妇女的就业和未来。

The evidence is out there – throughout the last decade there have been many international reports and surveys into the impact of domestic abuse on employment, and they all report the same thing: domestic abuse from an intimate partner does have a negative effect on a woman’s employment and can lead to job loss. One can only begin to imagine the economic challenges that come with that eventuality. When we think of women who have experienced domestic abuse, who do we think about? Do we think about career women? As the government highlights in its draft 2020 domestic abuse bill, domestic abuse can happen to anyone, “regardless of age, race, class, social background, gender, disability, religion, sexuality or ethnicity”, but the reports and discussions around domestic abuse and its impact on employment to date fails to research the impact domestic abuse has upon careers.

国内虐待真的是职业女性和多大程度上的问题吗?A report investigating the impact of domestic abuse from an intimate partner on employees within Vodafone’s nine international markets, produced by KPMG in 2019, estimates that approximately 30 million women (employees) have experienced domestic abuse from an intimate partner in the last 12 months, and that approximately 4.4 million women have had their careers interrupted, at a global cost of £10.5m per annum.

是的,证据是清晰的,但正是如何以及为什么女性的职业生涯影响?雇主对披露国内虐待的妇女的看法是什么?为什么雇主的看法在披露时?有效的政策需要保护妇女的就业从国内滥用的负面影响,也可以保护妇女职业的政策。

2018年7月25日,新西兰通过了一项法案,该法案于2019年4月1日生效,除了法定假期和病态的薪酬权利之外,所有披露国内滥用的员工最多10天的员工。However, unlike similar legislation passed by the Philippines in 2004, which also provides 10 days’ paid leave, and the provinces of Manitoba and Ontario in Canada, which gives five days’ paid leave, New Zealand’s progressive legislation went further, by allowing women experiencing domestic abuse to request flexible working arrangements and, importantly, making discrimination against women disclosing domestic abuse illegal. New Zealand recognises the importance of protecting employment, with employers facing a penalty of up to $20,000 if they discriminate against employees upon a disclosure. But this progressive legislation does not specifically focus on women’s careers. To date, there is no legislation in place to protect the employment rights of those experiencing domestic abuse in the UK and no legislation to protect women’s careers.

Like it or not, there is considerable evidence that supports claims that domestic abuse negatively affects employment but, while historic employment surveys ask a single question about whether domestic abuse damages a woman’s career prospects or not, they do not investigate this point any further and have not yet determined the level of support employers offer career women. In addition, historic employment surveys have not researched the broader effects a domestic abuse disclosure can have upon a woman’s career and their subsequent economic independence, and future.

然而,在苏塞克斯大学的一项研究就是这样做。该研究正在调查影响国内滥用披露的影响,披露妇女的职业,以及组织国内虐待政策和措施是否充分保护职业生涯妇女或无论雇主对国内虐待的看法是否是职业妇女可能选择保持沉默的原因。

该研究的预期结果将是在未来可能制定更全面和包容性措施的国内虐待政策中的差距,以确保妇女的职业受到保护,并且他们不会遇到进一步的受害者。另一个重要方面研究将调查的是更广泛的挑战,职业妇女可能因国内滥用而在社会内部可能会经历 - 例如,获得法律服务,法院,社会服务和支持机构 - 以及是否被视为职业生涯福利甚至不利地位。

苏塞克斯大学正在寻找他们在他们的职业生涯中的所有阶段的女性,他们经历过国内滥用,参与研究。如果您想参加这项重要研究,请访问苏塞克斯大学网站

调查大约需要25分钟才能完成。如果您想在完成调查后参加一对一面试,请发送电子邮件alison.bailey@sussex.ac.uk.

Alison Bailey是苏塞克斯大学商学院管理的讲师

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