Interview with Melissa Morbeck, Executive Director CAADV

I recently met with Melissa Morbeck from the Corporate Alliance Against Domestic Violence (CAADV) to ask her thoughts on the changing HR landscape and why she feels taking responsibility for employee wellbeing is important for companies.

Melissa is the Executive Director of CAADV, she has 15 years experience working in various HR functions for Hill Holiday, leaving there as the HRD. Melissa personally endured domestic violence and was fortunate to have an employer who supported her through the hardest time in her life and then again as she rebuilt her life.

How do you see the role of HR changing?

I have seen a shift of HR being focussed on rules and regulation to becoming much more focussed around the employee, with new priorities such as managing retention, talent management, sustainability, reward and recognition and people dynamic.

Why do you believe employee wellbeing is important to an organisation?

Companies need to recognise that they have hired a whole person, not a part of one.

If an employer can support an employee in their whole life then the employee is more likely to work at 110% and be much more loyal, with reduced absence and stress and increased retention.

At Hill Holiday we introduced the idea of a relaxation room with white noise, comfy chairs and fish tanks. Thanks to our forward thinking leadership of our fabulous CEO and dogged determination we soon saw the benefits as employees relaxed and produced an even higher quality of creative work.

Why do you believe organisations should be responsible for supporting employees who endure domestic violence?

Domestic violence has a direct economic cost to all businesses, with many being unaware it is even going on and impacting their bottom line. Employers are already paying a heavy price in lost productivity, absenteeism, presenteeism and loss of talent.

With 75% of employees who endure domestic violence being contacted whilst at their work place (email, messaging, telephone and in some instances in person) they are often distracted and not as effective. Recent reports suggest the cost to UK businesses is reaching £1.9bn – domestic violence can’t and shouldn’t be ignored.

What size of organisation should be prepared for dealing with domestic violence sufferers?

Any – no matter the size of company – as many as 1 in 4 women and 1 in 6 men are affected in their life by domestic violence – it can happen to anyone, by being proactive and supportive you’ll build loyalty and enhance performance. Simple low cost, high impact things can be done by all employers.

What should HR professionals be doing to help their employees? In summary:

Understand that this is a very confidential and difficult topic to address – if an employee self discloses they trust you with their life.
Listen and trust their judgement.
Support and provide them with tools to make positive steps – ensuring they have referrals to national and local services (links below).
Keep up the ongoing conversation and don’t judge.
Be patient and create a responsive and positive place for them to work, whilst helping them make healthy safe choices – studies indicate that it takes most people 6 attempts before they leave their abusive partner.

To finish on a lighter note, what did you like best about working in HR?

I loved having a giggle, starting our meetings with reading the horoscopes just in case we needed to be in the know, groaning at the impossible, achieving the improbable and being inspired by the people I worked with!

Resources for business: