Report on Corporate Responsibility in Addressing Intimate Partner Violence and Advancing Sustainable Development Goals

Introduction: Aligning Corporate Action with Global Goals

Intimate partner violence (IPV) presents a significant barrier to achieving several United Nations Sustainable Development Goals (SDGs). This report examines the intersection of domestic abuse, workplace stability, and corporate responsibility, highlighting how employer-led initiatives can drive progress on SDG 5 (Gender Equality), SDG 8 (Decent Work and Economic Growth), and SDG 3 (Good Health and Well-being). Based on recent research, this report outlines the business and ethical case for supporting employees experiencing domestic abuse and provides actionable recommendations for employers.

The Workplace Impact of Intimate Partner Violence: A Challenge to Sustainable Development

The prevalence of IPV has direct and severe consequences for the workforce, undermining key tenets of the SDGs.

• SDG 5 (Gender Equality): Data from the U.S. Centers for Disease Control and Prevention indicates that 41% of women and 26% of men experience IPV or stalking. Workplace homicides against women are committed by domestic partners or relatives in 43% of cases, representing a critical failure in protecting women from violence.
• SDG 8 (Decent Work and Economic Growth): The economic impact is substantial. U.S. businesses incur an estimated $3 to $5 billion in annual costs due to lost productivity and healthcare expenses. Survivors of IPV lose nearly 8 million days of paid work annually, and 64% of employed victims report a negative impact on their work performance. This directly contravenes the goal of full and productive employment for all.
• SDG 3 (Good Health and Well-being): The need for medical care, counseling, and a safe environment for victims of abuse underscores the public health dimension of IPV. Employer support is crucial for promoting the physical and mental well-being of their workforce.

Strategic Recommendations for Employers to Support SDGs

Research from Bentley University and Penn State Dickinson Law provides a framework for corporate action. Employers can implement specific measures that support employees, mitigate business risks, and contribute to the SDGs.

1. Enhance Financial Empowerment and Economic Independence (SDG 5 & SDG 8)

   A primary barrier to leaving an abusive situation is a lack of financial resources. Employers can address this by:

   • Modifying 401(k) Retirement Plans: Under the SECURE 2.0 Act (effective January 1, 2024), employers can permit employees experiencing domestic abuse to make penalty-free early withdrawals from their 401(k) plans. This provides critical funds for escape and recovery.
   • Implementing Immediate Vesting: Eliminating vesting schedules for employer contributions to 401(k) plans ensures employees have immediate access to all available funds in an emergency, fostering financial independence.
   • Increasing Benefits Transparency: Employers must clearly communicate these 401(k) provisions to ensure employees are aware of the available support, which also promotes gender equity and aids in talent retention.

2. Ensure Legal Compliance and Uphold Employee Rights (SDG 8 & SDG 16)

   Adherence to legal frameworks is a foundational step in creating a supportive and just workplace. Employers should:

   • Understand and Comply with State Laws: At least 44 states and the District of Columbia have laws providing protections for employees facing domestic violence. These may include requirements for job-protected leave, reasonable accommodations, and prohibitions on discrimination.
   • Utilize Available Legal Resources: Organizations like Legal Momentum offer comprehensive guides on state-specific employment laws for survivors of domestic violence, sexual assault, and stalking.

3. Adopt Comprehensive Workplace Policies and Training (SDG 3, 5, & 8)

   Proactive policy implementation is essential for creating a safe and supportive workplace culture. Fewer than 30% of U.S. workplaces have a formal policy addressing workplace violence.

   • Develop Formal Policies: Institute policies that prohibit discrimination or retaliation against employees experiencing IPV. This includes providing workplace flexibility and paid leave for medical, legal, or counseling needs.
   • Provide Managerial Training: Educate managers on the prevalence of domestic abuse, its workplace indicators, and appropriate response protocols. Training should cover safety planning and emergency response for incidents at the worksite.
   • Establish a Culture of Support: The primary objective is to foster an environment where employees feel safe disclosing their situation without fear of reprisal. This includes posting resource information and addressing the behavior of employees who perpetrate abuse through zero-tolerance policies.

Analysis of Sustainable Development Goals in the Article

1. Which SDGs are addressed or connected to the issues highlighted in the article?

1. SDG 5: Gender Equality
   • The article directly addresses violence against women, a core component of SDG 5. It provides statistics showing that women are disproportionately affected by intimate partner violence, stating, “At least 41% of women and 26% of men in the U.S. experience intimate partner violence or stalking.” It also highlights the fatal consequences, noting that “Domestic partners or relatives commit 43% of workplace homicides against women.” The entire discussion revolves around eliminating violence and discrimination against women in both private (domestic abuse) and public (workplace) spheres.
2. SDG 8: Decent Work and Economic Growth
   • The article’s central theme is the intersection of domestic violence and the workplace. It discusses how abuse negatively impacts employment and economic stability. It highlights issues like lost productivity, job loss (“Half of all sexual assault survivors lose their jobs or are forced to quit”), and the need for safe working environments. The proposed solutions, such as creating supportive workplace policies and providing financial empowerment through 401(k) plan modifications, directly relate to promoting decent and safe work for all.
3. SDG 16: Peace, Justice and Strong Institutions
   • This goal is relevant as the article discusses the reduction of violence and the role of legal frameworks. It explicitly addresses various forms of violence, including stalking, harassment, and homicide. Furthermore, it points to the importance of legal protections and institutions, mentioning that “At least 44 states and the District of Columbia have laws requiring employers to provide various support for employees who are experiencing domestic violence” and the need for employees to access “legal assistance.”
4. SDG 3: Good Health and Well-being
   • The article connects domestic violence to health outcomes and costs. It mentions that employers “incur significant indirect costs through… increased health care costs for employees facing domestic violence.” It also notes the need for workplace flexibility to allow employees to “obtain medical care, counseling, or legal assistance,” which directly points to addressing the physical and mental health impacts of abuse.

2. What specific targets under those SDGs can be identified based on the article’s content?

1. Under SDG 5 (Gender Equality)
   • Target 5.2: Eliminate all forms of violence against all women and girls in the public and private spheres. The article’s primary focus on intimate partner violence, stalking, and workplace homicides committed against women directly aligns with this target.
   • Target 5.1: End all forms of discrimination against all women and girls everywhere. The recommendation for employers to adopt policies that “prohibit discrimination or retaliation against employees because they are experiencing domestic violence” supports this target.
2. Under SDG 8 (Decent Work and Economic Growth)
   • Target 8.8: Protect labour rights and promote safe and secure working environments for all workers. The article emphasizes this target by discussing how abusers interfere with work, including “stalking or harassing at their worksite,” and calls for employers to create a “safer work environment” through policies and training.
   • Target 8.5: Achieve full and productive employment and decent work for all women and men. The article shows how domestic violence is a barrier to this target, citing that “survivors of intimate partner violence lose nearly 8,000,000 days of paid work annually” and that many are “forced to quit.” Employer support is presented as a way to maintain productive employment for survivors.
3. Under SDG 16 (Peace, Justice and Strong Institutions)
   • Target 16.1: Significantly reduce all forms of violence and related death rates everywhere. The article’s discussion of intimate partner violence, stalking, and workplace homicides directly relates to the goal of reducing violence and its fatal outcomes.
   • Target 16.3: Promote the rule of law… and ensure equal access to justice for all. This is addressed through the mention of state laws protecting employees, the need for legal assistance for survivors, and employer access to restraining orders against abusers.
4. Under SDG 3 (Good Health and Well-being)
   • Target 3.4: Promote mental health and well-being. The need for employees to access “counseling” due to domestic abuse directly connects to promoting mental health.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

1. Prevalence of Intimate Partner Violence
   • The article cites a direct statistic that can serve as a baseline indicator for Target 5.2: “At least 41% of women and 26% of men in the U.S. experience intimate partner violence or stalking during their lifetime.” Tracking changes in this prevalence rate would measure progress.
2. Impact on Employment and Productivity
   • Several data points in the article can be used as indicators for Target 8.5. These include: “Survivors of intimate partner violence lose nearly 8,000,000 days of paid work annually,” and “Half of all sexual assault survivors lose their jobs or are forced to quit.” A reduction in these numbers would indicate progress.
3. Workplace Homicide Rates
   • The statistic that “Domestic partners or relatives commit 43% of workplace homicides against women” is a direct indicator related to Target 16.1. Measuring the number and proportion of such homicides would track progress in reducing violence-related death rates.
4. Adoption of Workplace Policies and Training
   • The article implies indicators for Target 8.8 by stating, “Less than 30% of U.S. workplaces have a formal policy addressing violence at their workplace,” and “Only 4% of employers provide any workplace training on domestic violence issues.” The percentage of companies that adopt formal policies and provide training can be tracked as a measure of progress towards safer work environments.

4. Table of SDGs, Targets, and Indicators

Source: forbes.com