Respect Works 2009 Sexual Assault Awareness Month Workplace Outreach Guide Includes: -Workplace Sexual Violence Fact Sheet -Employer Checklist Picture: NSVRC Logo Companies are busy. It may be hard to convince business owners to give time to your organization to talk about sexual violence. Below are some suggestions that may help you. You are the expert on your community, so please tailor these suggestions to the needs of your organization and community. Report your successes and lessons learned by emailing resources@ nsvrc.org and we will share them with the field. Choose the audience: The first step in approaching businesses is deciding who you want to talk to. Step 1: Make a List…or Three LiST 1: Companies and businesses with which you already have a relationship. For example, if your organization has printing done, include your print vendor on the list. Write down organizations that have donated volunteer time or money to your organization in the past. Look to your Board of Directors, which might include prominent business people in your community or people who know them. LiST 2: Well-known businesses in your community (they don’t have to be chain stores; your locally-owned businesses are just as important and often more flexible) that you’d like to contact. Find out from your staff and their friends and family if your organization has any connections to these places. Maybe someone’s aunt works for the local bank and would be willing to speak with her supervisor on behalf of your cause. LiST 3: Local organizations that have business-related missions and members. These organizations are usually composed of members that are civic-minded and have professional connections, both locally and nationally. Some ideas: • Rotary Club (www.rotary.org to find contact information on your local club) • Lions Club (www.lionsclubs.org to find contact information on your local club) • U.S. Small Business Association (SBA) (www.sba.gov to find information on your district office) -SBA en Español (www.sba.gov/espanol) -SBA’s Office of Women’s Business Ownership (Under the Local Resources tab on the sba.gov website) -SBA’s Office of Native American Affairs (www.sba.gov/aboutsba/sbaprograms/naa/index.html) • Chamber of Commerce (www.chamberofcommerce.com to search for your city’s office) • The Black Business Association (BBA) (www.bbala.org to learn more) • Junior League (www.ajli.org to find your local league) • League of Women Voters (www.lmv.org to find your localleague) Know of others? Let us know!Email suggestions to resources@nsvrc.org Step 2: Narrow it down Narrow down your lists, based on who you already know, who your own social contacts know in the business sector, and how much time and resources your staff has to do outreach. Once you have chosen a few companies you plan to reach out to, decide who you will need to speak with at each one. If you already have a contact, use that person. Otherwise, you can use the company’s website (if they have one) to obtain the name of the Human Resources or Employee Relations person to call. For small businesses, you may want to call the owner directly. If you are unsure, you can always call the receptionist and ask whom you should speak with (and then call back when you are fully prepared). Plan your strategy: Now that you’ve created a prioritized contact list, you need to decide what you want to get out of the companies you approach. Step 3: Choose your “ask” Decide what you are asking the company to do for you. Before you call or meet with anyone, you need to be prepared. Briefly explain why you’re there and where you are from. Keep it short. Bring materials about your organization and a sample of the SAAM poster and palm card. If you want to go into the business to do trainings on sexual violence or offer the Making a Difference Workshop, bring a copy of the slide show. Your organization is the expert on sexual violence; be confident in offering your services. If you are requesting that the company distribute or post SAAM materials in their workplace, emphasize that it’s free for them; you will supply the items. Give a sample for them to keep. Make the case, using the statistics and information in this SAAM packet, that it will save the business owner money in the long run to prevent sexual violence. Write a short script to help you stay on track when you make your phone calls. Emphasize near the beginning of the conversation that you are not calling about donations, but rather about providing free information and services to the business. Highlight the benefits to employers of talking about this issue with staff. Step 4: Assign Tasks Decide which staff members or volunteers at your organization will reach out to each business on your list and how they will do so. If you’re contacting someone you already have a relationship with and know they prefer email over the phone, send a brief email message. For new contacts, it is recommended that you call to make it more personal and build a relationship. You may also want to consider writing a formal letter and mailing it to the largest employers in your area, explaining your goal and what you need from them. Enclose sample materials. This allows you to cast a wider net if you have limited staff to make phone calls and visits. After you’ve chosen your outreach tactics, be sure to create a timeline so that individuals have a deadline for their initial outreach efforts. Reach Out Now that you have the planning finished, it’s time to call/email/ visit the companies on your list. Step 5: Make the sell On the day of your visit or call, be professional and friendly. Don’t be discouraged if you don’t succeed on your first try. Establishing contact with any local business is a great first step; now they know who to call if they are in need of sexual violence information or services. Consider using the attached “menu” of things that a business owner may want to do to help with SAAM; this is a short, simple way to get them thinking about action steps. Evaluate Step 6: Write down what you learned Whether or not you are able to get into your local workplaces with SAAM information and workshops, it is valuable to record what you tried and what did or did not work. Email your lessons learned to the NSVRC at resources@nsvrc.org; we will use this information in future recommendations. Your organization will be better prepared the next time you reach out to local businesses. Actions for Employers: How you can help Want to help, but not sure how? There are many options. Here are some suggestions • Display Sexual Assault Awareness Month (SAAM) poster in community area • Distribute free SAAM palm cards to each employee; stuff them in paychecks • Hold a workshop about respect in your workplace • Pass out flyers on a community workshop about respect to your staff • Sponsor a community event to raise money for your local rape crisis center Contact your local rape crisis center for information and materials to get involved. Together, we can prevent sexual violence in our workplaces...and communities. *Graphic of a rectangle at the bottom of the page with text (insert your organization's contact information here) *Blank Page Fact Sheet: What is Workplace Sexual Violence? Defining Sexual Violence: Sexual violence includes all types of sexual behavior, ranging from sexual harassment to rape and incest, that happens without the freely given consent of the victim. All forms of sexual violence can and do happen in the workplace. While working or on duty, U.S. employees experienced 36,500 rapes and sexual assaults from 1993 to 1999.i Sexual Violence at Work: Most oftern, we hear about sexual harassment in the workplace. In 2006, the Equal Employment Opportunity Council received 12,025 charges of sexual harassament (15.4% filed by males).ii In the pyramid at right, the range of sexually violent behaviors can be seen. Most of these are considered sexual harassment.Behaviors that involve physical contact are usually called abuse, rape, or sexual assault. All forms of sexual violence can and do happen in the workplace. The abuser or offender can be of the same or opposite sex, a supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. *Picture of pyramid located on the upper right-hand side of the page includes the following range of sexually violent behaviors (listed top to bottom) Physical Abuse/Rape/Sexual Assault, Verbal abuse, Pay inequity, Images, Language, Jokes Consequences for Victims: Due to the often devastating emotional and physical consequences of sexual violence, victims may have difficulty meeting ongoing work demands in the aftermath of an assault. Women who have been raped or sexually assaulted report decreased work functioning, sometimes for up to 8 months after the attack.iii Almost 50% of rape victims lose their jobs or are forced to quit in the aftermath of the crime.iv Cost of Workplace Sexual Violence: All forms of sexual violence result in high costs for businesses and the economy. Sexual violence on the job is related to lower productivity, higher rates of absenteeism, and lower employee morale. In 1994, sexual harassment cost the federal government an estimated $327 million due to job turnover, sick leave, and individual and work group productivity losses among federal employees.v Interrupted work as a result of sexual violence can also jeopardize the economic stability of individuals, familes, and communities. It also increases healthcare costs for both individuals and employers. If employees bring lawsuits against a company for sexual harassment or violence, businesses may incur large legal fees. Preventing Workplace Sexual Violence: Prevention means stopping sexual violence before it happens. This requires us to change how we treat one another, and how we look at sexual violence in our society. Employees and employers have a role to play in prevention. Here are some examples: • Employees treat one another with respect and dignity, regardless of gender, race, or religion. • Employers have well-publicized company policies for reporting and responding to acts of sexual harassment and violence. • Businesses support their local rape crisis center through donation of time and/or money. By showing they care, others in the community are inspired to learn more about how to help. Resources: National Sexual Violence Resource Center www.nsvrc.org National Online Resource Center on Violence Against Women (VAWnet) www.vawnet.org U.S. Department of Labor Occupational Health and Safety Administration (OSHA) www.osha.gov AFL-CIO Violence Against Women in the Workplace http://www.aflcio.org/issues/jobseconomy/women/violence.cfm References: i Duhart, D.T. (2001). National Crime Victimization Survey: Violence in the workplace, 1993-1999 (NCJ No. 190076.). U.S. Department of Justice. ii U.S. Equal Opportunity Commission. (2008). Sexual Harassment. Retrieved August 15, 2008 from www.eeoc.gov/types/sexual_ harassment.html. iii Resick, P.A., Calhoun, K.S., Atkeson, B.M., & Ellis, E.M. (1981). Social adjustment in victims of sexual assault. Journal of Consulting and Clinical Psychology, 49, 705-712. iv S. Rep No. 103-108, at 54, n.69 (1993) citing E. Ellis, B. Atkeson & K. Calhoun, An Assessment of the Long Term Reaction to Rape, Journal of Psychology, 90, 264. v U.S. Merit Systems Protection Board. (1995). Sexual Harassment in the Federal Workforce: Trends, Progress, and Continuing Challenges. Washington, DC: Government Printing Office. For more information on workplace sexual violence, visit www.nsvrc.org/saam. Employer Checklist: Prevent Sexual Violence in Your Workplace We’ve provided this list of items to help you craft a strong sexual harassment policy in your workplace. You may already have a policy that includes many of these items. If not, think of this as a list of suggestions to assist you in future planning efforts. (checklist box) I have educated myself about sexual harassment, and I know: • Sexual harassment includes unwelcome jokes, vulgar language, sexual innuendoes, pornographic pictures or images, sexual gestures whether by email or face to face, physical grabbing or pinching, and other offensive physical touching or contact. • It also includes sexual activity that is associated with employment decisions or benefits. • It can result in overall lower productivity, increased staff turnover, and increased absenteeism. • Women and men may be victims of sexual harassment, and the harasser can be of the same or opposite sex, can be a supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. • My company may be held liable for sexual harassment that happens in this workplace. (checklist box) My company has (or is working on) an up-to-date sexual harassment policy that includes: • A clearly stated commitment to prevent sexual harassment. • Anti-harassment language with definitions of both quid pro quo and hostile work environment forms of harassment. • Clear communication to employees that sexual harassment will not be tolerated, and a detailed explanation of the consequences (including termination) for perpetrators. • Statement that any complaints of sexual harassment at your workplace will be investigated immediately and thoroughly. • Detailed instructions on what an employee should do if he/she is a victim of sexual harassment at work. • A clause that protects the victim’s privacy and ensures that no retaliation from the perpetrator will be tolerated. • Contact information for: 1. Local rape crisis center. 2. Any other individuals on staff that can provide guidance and support (e.g., staff guidance counselor; trained human resources representative, Employee Assistance Program). Emploter Checklist Prevent Sexual Violence in Your Workplace (continued) (checklist box) Managers and supervisors at my company are trained to recognize sexual harassment, how to prevent it, and what to do if sexual harassment is reported to them. (checklist box) My company’s sexual harassment policy has been distributed to all staff and to vendors and third-parties with whom employees interact. (checklist box) My company’s sexual harassment policy has been posted in a communal location, visible to all staff. (checklist box) My company holds regular trainings on sexual harassment and appropriate workplace behavior for staff with an expert (e.g., from the local rape crisis center). Disclaimer: The items above are presented as suggestions only. They do not represent legal requirements or advice. We encourage you to seek legal counsel when writing a sexual harassment policy. For more information, please visit the National Sexual Violence Resource Center at www.nsvrc.org/saam. Helpful Numbers:(for you individual use) Local Contact Information Rape Crisis Center: Company Lawyer: Victim Legal Advocate: Labor Union Representative: Hospital (especially with Sexual Assault Nurse Examiner program): NSVRC Logo 123 North Enola Drive, Enola, PA 17025 Toll Free (877) 739-3895 • Fax (717) 909-0714 TTY (717) 909-0715 • www.nsvrc.org Founded by the Pennsylvania Coalition Against Rape