Domestic Violence

Domestic violence, as defined by Taiwan's Domestic Violence Prevention Act, encompasses physical, psychological, or economic abuse among family members. In Enterprise Risk Management (ERM), it is a significant social and human capital risk. Although originating in the home, its impacts extend to the workplace, creating operational risks (e.g., decreased productivity, absenteeism), legal risks (e.g., failure to provide legally mandated leave), and reputational risks. It differs from general workplace violence in the pre-existing relationship between the perpetrator and victim. Under the principles of ISO 45001 (Occupational Health and Safety), employers have a duty to protect workers' well-being, which includes mitigating psychological distress and safety threats stemming from domestic violence, thus requiring its integration into the corporate risk management framework.

Enterprises can integrate domestic violence into ERM through three practical steps: 1. **Policy Development & Risk Identification**: Establish a formal workplace domestic violence policy that guarantees support and confidentiality. Identify specific risks by analyzing anonymous surveys or Employee Assistance Program (EAP) data for patterns like high absenteeism or productivity dips. 2. **Training & Resource Provision**: Train managers and HR to recognize signs, respond with empathy, and provide resources. Partner with external expert organizations for specialized counseling and publicize support channels internally. 3. **Response Plan & Safety Measures**: Create SOPs for when an employee discloses abuse, including flexible work arrangements, paid leave (as required by law), and workplace safety adjustments. For instance, a multinational tech firm in Taiwan reported a 15% reduction in unscheduled absences after introducing 5 days of paid 'safe leave'.

Taiwanese enterprises face three main challenges: 1. **Cultural Taboo & Privacy Concerns**: A traditional reluctance to discuss family matters publicly can deter employees from seeking help. The solution is to frame the policy as a health and safety issue, not a personal one, and build a culture of psychological safety with a strong emphasis on confidentiality. 2. **Resource Constraints in SMEs**: Small and medium-sized enterprises may lack the budget for comprehensive EAPs. Mitigation involves leveraging community resources by partnering with local NGOs for low-cost training and referral services. 3. **Lack of Legal Awareness**: Companies may be unaware of their specific obligations under labor laws. The solution is to seek legal counsel or expert consultation to ensure HR policies are compliant, starting with an immediate review of leave policies.

Winners Consulting specializes in domestic violence for Taiwan enterprises, delivering compliant management systems within 90 days. Free consultation: https://winners.com.tw/contact