Dear readers – This blog ran previously and continues to bring positive impact to readers.  That makes me glad.

Stephanie –

This month of awareness has assisted in bringing together those who work to bring an end to Domestic Violence, as well as move forward legislation to assist victims of domestic violence. As we move forward to October and participate in activities that support in bringing awareness and memorial to this ever present issue, we aid those who are suffering everyday to bring them one step closer to safety, and a healthier life for themselves, and their family. What might be things you can do to stop domestic abuse?

In your place of worship

1. Encourage information about domestic abuse in the congregation’s programs, youth groups, marriage preparation, study groups, etc.

2. Establish a committee to promote awareness of the problem and how the congregation can help.

3. Organize a drive to collect food, toiletries, household goods and other needed items for a local domestic violence service.

In your workplace

4. Display posters or brochures (in break rooms, restrooms, or meeting rooms) to promote awareness of domestic abuse and how to get help.

5. Organize a Brown Bag lunch or other event for co-workers and invite a speaker to talk about solutions to the problem.

6. Ask what policies your employer has developed to keep employees safe from a domestic abuser who threatens the workplace.

In schools and daycare

7. Encourage the editor of the school newspaper to have a special issue about teen dating violence and partner abuse.

8. Write a paper about domestic violence to share with your classmates.

9. Educate teachers and other staff about the connection between child abuse and partner abuse.

In civic organizations, clubs or neighborhoods

10. Invite a speaker to educate organization members about domestic violence.

11. Organize a fundraising event or food/toiletries drive to benefit a domestic violence service agency.

12. Publish information about domestic violence and available resources in the newsletter.

13. “Adopt” a family seeking independence from an abuser, to assist with practical needs.

As a Citizen

14. Ask your local library to stock books on domestic violence and to set up displays to educate the public about the issue.

15. Speak out against domestic abuse: Expressing your view that domestic violence is unacceptable has a powerful effect on changing the norms that support abuse.

16. Write letters to newspaper editors or send commentaries to TV and radio to help raise awareness about domestic violence.

17. Vote for public leaders who take a strong stand against domestic abuse.

18. Call 911 if you see or hear a crime of domestic abuse in progress. Write down license plate numbers, locations, and any other information that may be helpful to law enforcement.

19. Volunteer with a domestic violence service. Organizations need help with office activities, fundraising events, technical and professional services and assistance to clients.

20. Donate used clothing and household goods to a program that gives these vital items to families seeking independence from an abuser.

21. Participate in neighborhood crime watch programs.

Source original for this article: http://www.thepaper247.com/main.asp?SectionID=23&SubSectionID=22&ArticleID=17559&TM=9137.525

bottom line · Brown Bag lunch · business · Coaching · conflict · consulting · costs · crime victim’s rights · depression · domestic abuse · domestic violence in the workplace · domestic violence prevention · employer · lawsuit · leadership development · legal · management · offender · personal safety · relationships · risk · Speak out against domestic abuse · strategic leadership · stress in the workplace · training · victim · violence

At networking events you are usually given just 30 seconds to say your “elevator speech”.  So in that time you have to be pretty clear and concise on what you’re about and how your clients benefit. 

My clients are CEOs, CFOs, lead Human Resource Professionals, Attorneys and Security Professionals.  The end beneficiaries are all personnel in the company.  That’s why I do what I do.  To create workplaces that are Safe, Supportive and Sought-after.

30 second elevator speeches aside, here’s a ”punch-list” (pun intended) of what I do.

What HRE does for its clients (local and national):

• Customized training of senior management (i.e. C-suite, Legal, HR) and supervisors in state and federal compliance, financial ramifications and effective tools for recognizing and assisting employees who may be victims, or offenders, of abuse.
• Tiered trainings to provide general awareness to all employees, more specialized training for supervisors, and advanced training for members of threat management teams.
• Staff level training for recognizing abusive relationships in themselves and/or others and appropriate communication with co-workers who may be victims, or offenders, of abuse.
• Trainings consist of lecture, interactive conversation, case examples, and skill practices.
• Provide policies and procedures addressing workplace and domestic violence.
• Reviews and updates existing domestic and workplace violence policies, and ensures these coordinate with other employer policies.
• Establish relationship with the company’s Employee Assistance Provider (EAP) to vet licensed counselors who are specifically trained and competent using current and safest methods to counsel victims of, or perpetrators of, domestic violence.
• If client does not have an EAP, HRE assists in procuring one.
• If EAP does not currently have counselors who are experienced with, and specialize in victim assistance or offender counseling, HRE makes referrals to EAP through established relationships.
• Provides electronic and hard copy manual of local and national resources.
• This is an in-depth, comprehensive workplace initiative with long term results. It includes on-going consulting and interaction for sustainable change.

If you wonder at all, even a  little bit, if your organization would benefit from this.  Contact me.  We can do a risk analysis – and we can just talk.  Whatever it takes. 

Attorneys · bottom line · CEO · CFO · consulting · domestic violence in the workplace · family · family violence · Human Resources · leadership development · personal safety · Risk Analysis · Security · strategic leadership · training

A lot of emphasis is placed on employers to provide a safe working environment.  OHSA requires them to do so through its “General Duty” clause which, to paraphrase, states that every employer must provide a workplace that is safe, healthy and free from known hazards.  My guess is that many employers do so only because it’s required and that they fear possible OHSA citations for failing to do so.

But is that enough?  I don’t have to cite statistics and quote numerous articles on the subject of employee to convince you that organizations that also pay attention to employee self-esteem, morale, and confidence levels reap the benefits of a stronger workforce, enhanced reputation and reduced turnover that organizations that expect their workers to leave their personal issues at home.

That’s not to say that employees are encouraged to bring troubles to work.  It’s simply saying that to expect all employees’ personal issues to evaporate the moment an employee clocks into work is completely unrealistic.  Managers and executives should have stopped thinking that way decades ago as there’s been too much documented to prove that’s not going to happen.

Since the workplace is literally where employed individuals spend more time than anywhere else it’s also the likeliest and often the best place for employee to get the help and resources they need.

When it comes to domestic violence spillover to the workplace here are a couple examples of total failure on the part of the employer:

In my book Bringing the Darkness into the Light (available at www.hressential.com/Resources) I interviewed a woman named Jennifer, who was stalked by her boyfriend and threatened at work.  She said, “I was fired from my executive-level position because I was stalked at work and determined to be “a danger to others”.

Jennifer told me it took two years and a complete change of careers before she found work again, and that was at half of her previous salary.

This past May I was interviewed by reporter John Toughy of the INDYSTAR who wrote:

 In Indiana, Domestic Violence Can Pose Dilemma for Employers

5/27/2012

 After her boyfriend beat her and threatened to kill her in October, Kristianne Rouster was issued a protective order that prohibited him from contacting her in person, on the phone or by text.

Because such orders routinely include the workplace, Rouster told her employer, Pitney Bowes.

Within a month, she was fired.

He continued to illustrate that Rouster is suing Pitney Bowes and “The lawsuit seeks $100,000 in compensatory damages and 100,000 in punitive damages.”

From his article:

“What is the cost to a company’s reputation? What kind of message does it send to other victims at the company or in the workforce?” said Angelo, owner of Human Resource Essential. “Plus you lose a good employee, and it costs money to replace them.”

Angelo said the best companies have workplace violence committees composed of employees who have received special training. They know how to talk to victims and assure them that they’re in a safe place to talk about it. The companies have comprehensive and unambiguous plans. “The workplace is sometimes the safest place these victims will be all day,” she said. “lf you fire someone, you leave them out there to be far more vulnerable.”

On the flip side, when I interviewed Lorel for Bringing the Darkness into the Light (available at www.hressential.com/Resources), I heard about her experience when on a weekend her husband insisted they go to her workplace to retrieve the paycheck she left there and the violence he launched on her while in the building. She found out later that her boss was there to do work and had witnessed part of the attack.  Later he contacted her privately.

Lorel said, “My boss assured me privately that no matter what decision I made about this that he would back me up. When I returned to work on Monday there was a newsletter on my desk from the Family Advocacy Center with a help line phone number on it.  I decided to call. With the information and assistance from the Center and my employer I was able to come up with a safety plan, file a police report, get an order of protection, file for divorce, get my son and our things and leave.

Here are some tips and accommodations you can consider to assist an employee who is a victim of domestic violence.

First establish an open door policy for staff members to talk and discuss concerns.  You might find that employees raise concerns about a co-worker or self disclose their own connection to domestic violence.

This is where specific domestic violence training, such as It Happened at Home – It Cost Us at Work is invaluable.  Make sure that managers understand the problems that victims, and even offenders, are dealing with.  Remember, it is the manager’s or executive’s job to listen; not to counsel, and to accommodate the employee so that they are safe to do their job.

The best way to ensure that a victim’s interests are protected is to meet with the victim. You should discuss strategies that you believe are needed to protect them and plans you desire to implement to protect the staff.

In addition:

• Give due consideration and accommodations to employees who are victims of domestic violence.  Bear in mind your state may also have specific mandates regarding leave of absence and other laws.

• Modify their duties, assignments, or work sites, especially if the perpetrator and the victim are employed at the same work site.

• Refer the employee to Employee Assistance Provider (EAP), to shelter services and to domestic violence hotlines; both state and national numbers.

To have your questions answered about how we create workplaces that are Safe, Supportive and Sought-after, please contact me at (480) 726-9833, Stephanie@hressential.com

domestic abuse · domestic violence in the workplace · employees · leadership development · Safe · Sought-after · strategic leadership · Supportive · training

When I was a little girl, my older brother sometimes pretended to fly like Superman, jumping from couch to chair with a makeshift cape over his shoulders.  I was ten years old the first time I really saw him fly.  That was when my mother’s boyfriend launched him from the living room to the dining room – where he crashed to the floor in a heap.  My brother wasn’t trying to be a superhero, but he was trying to stop this man from hurting our mother.

The boyfriend came and went over the next six years, finally disappearing when I was sixteen. Each time he left my relief was immense. Each time he came back my disappointment was crushing.

My brother and I used to take long walks at night just to get out of the house. I remember one night crunching through snow in five-degree-below-zero weather trying to figure out how we could become emancipated at the ages of twelve and fourteen. Our options looked pretty grim so we dropped the idea and waited for the years to go by till we could be free.

When you’re a kid living with abuse in the home it’s like living on an earth quake’s fault line. You never know when the ground is going to come out from under you. Nothing is safe or secure.  You never know who’s next or what will set it off. You don’t want friends over because something might happen when they’re there.  There’s no one to talk to.  You hold your breath – all the time.  (From my book Battered and Abused, Bringing the Darkness into the Light)

Domestic violence affects every member of the family, including the children. Family violence creates a home environment where children live in constant fear.

Children who witness family violence are affected in ways similar to children who are physically abused. They are often unable to establish nurturing bonds with either parent Children are at greater risk for abuse and neglect if they live in a violent home.

Statistics show that over 3 million children witness violence in their home each year. Those who see and hear violence in the home suffer physically and emotionally.

“Families under stress produce children under stress. If a spouse is being abused and there are children in the home, the children are affected by the abuse.” (Ackerman and Pickering, 1989)

Research shows without question that children will react in different ways.  Variables are due to the child’s gender, age, what they witnessed, if there was someone giving them appropriate love and support, and other factors.  Still children exposed to family violence are more likely to develop social, emotional, psychological and or behavioral problems than those who aren’t.  They experience, lower self-esteem, depression, health issues, growth and development problems.  They may avoid going to school, and once there are often too distracted to do well.  Interviews with teachers has indicated that they are often spending significant time with children with these issues, to the detriment of the other students.

When employers provide resources, support systems and counseling services to their workforce they do a tremendous service to their employees to show they care.  Since often times the workplace is the only possible source of information for an employee who’s every action is monitored by a controlling partner, you can imagine how great it is to be able to find resources for help at the workplace.

Employers who have a qualified Employee Assistance Provider (EAP) in house, or on contract, prove to their employees that they aren’t just blowing smoke in terms of being employee friendly.  They’re walking the talk.  And it comes back to them tenfold in a loyal workforce.  That’s when the employer is the real superhero.

children · Coaching · consulting · domestic abuse · domestic violence in the workplace · domestic violence prevention · employees · employer · leadership development · management · Personal Safety · relationships · strategic leadership · victim

Stevie Award Winners to Be Announced in New York on November 11

Tempe, Arizona – Oct. 13, 2011– Human Resource Essential, LLC was named a Finalist in the Best Entrepreneur – Service Businesses – Up to 100 Employees category in the 8th annual Stevie Awards for Women in Business.

The Stevie Awards for Women in Business honor women executives, entrepreneurs, and the companies they run – worldwide.  The Stevie Awards have been hailed as the world’s premier business awards.

Nicknamed the Steviesfor the Greek word “crowned,” winners will be announced during a gala event at the Marriott Marquis Hotel in New York on Friday, November 11.  Nominated women executives and entrepreneurs from the U.S.A and several other countries are expected to attend.   The presentations will be broadcast live on radio in the U.S.A. by the Business TalkRadio Network.

The happy irony for Stephanie Angelo, Founder & CEO, is that her name also means “the crowned one”.

More than 1,300 entries – a record for the competition – were submitted this year for consideration in 75 categories, including Best Executive, Best Entrepreneur, Women Helping Women, and Communications Campaign of the Year.  Human Resource Essential, LLC is a Finalist in the category Best Entrepreneur – Service Businesses – Up to 100 Employees.

The term at a crossroads” typically means that one doesn’t know which way to turn and what to do.  When Stephanie hit a crossroads in her career as an independent consultant, she realized it was really an “intersection”; past abuse as a child meeting with professional experience in HR. Stephanie realized Human Resource and Management were misinformed and often unprepared to handle domestic abuse spillover into the workplace.

“I’m pleased we found a subject matter expert who specifically addresses the complex dynamics of DV in the workplace from the management and human resource perspective.” said Bobbie J. Fox, Esq. of SCF Arizona

Finalists were chosen by business professionals worldwide during preliminary judging.

Members of the six final judging committees will select Stevie Award winners from among the Finalists during final judging.

“Women entrepreneurs and executives continue to innovate, excel, and impress,” said Michael Gallagher, president of the Stevie Awards.  “Regardless of general economic conditions, the achievements of women-owned and –run organizations around the world remain high, and are reflected in this year’s impressive body of Finalists.”

Details about the Stevie Awards for Women in Business and the list of Finalists in all categories are available at www.stevieawards.com/women.

About Human Resource Essential, LLC

Human Resource Essential, LLC, located in Tempe, Arizona pioneered a process which translates domestic abuse to determine the financial impact on organizations. We specialize in delivering intimate partner violence organizational impact and training, management consulting and program support for ongoing change.  Learn more about Human Resource Essential at http://www.hressential.com/

business · Coaching · company · domestic abuse · domestic violence in the workplace · domestic violence prevention · employees · employer · leadership development · management · strategic leadership · training

Coaching · consulting · domestic abuse · domestic violence in the workplace · domestic violence prevention · leadership development · offender · relationships · strategic leadership · training · violence

That question came up one Saturday morning as I was sitting with a group of about twenty men, all DV offenders who had been mandated by court to attend 26 weeks of classes.  I had been voluntarily joining these classes for 18 months to observe, learn and contribute.  I was enjoying this rare opportunity with the permission of the group leader.

On this particular morning, one of the men was doing a “thought report” where he was explaining in minute detail what had transpired during the fight which led to his arrest.  He admitted that a gun was involved – he said it was his girlfriend’s, and that her friend is the one who’d called police to report the argument; which she’d heard through the telephone.

He proceeded to minimize the intensity of the fight and gripe on and on about how the police stayed outside and wouldn’t come in to help stop the argument.  He called them chicken s—t.

“Wait a minute.”  I said.  “You have to look at it from the Police perspective.  They have no idea what they’re getting themselves into.  They have no idea how many guns, or what type, or where you are in the house.  Anything could happen, and Police are killed more often in DV calls than any other type.  Period.”

The men stopped to look at me.  There was a silence that would shake anyone’s confidence.  And then about 10 of them started talking.  “Yeah, you’re right” one said.   “Never thought of it that way”, said another.  “Oh, yea, there was that time when…”  And on it went.  It was good.  That’s partly what those classes are for.  To help the offenders, men and women both, to learn to see the bigger picture of a world beyond themselves; to take accountability for their actions and to see the ripple effect of consequences from their behavior.

I hope every one of them saw the article below that appeared on our paper the other day.  I hope they never think of these situations the same way again. 

Coaching · conflict · consulting · domestic abuse · domestic violence in the workplace · domestic violence prevention · guns · lawsuit · leadership development · legal · offender · Personal Safety · police · relationships · risk · shooting · strategic leadership · training · victim · violence

When I was a little girl, my older brother, who was always a goofball (just look at that picture will ya!) sometimes pretended to fly like Superman, jumping from couch to chair with a makeshift cape over his shoulders.  I was ten years old the first time I really saw him fly.  That was when my mother’s boyfriend launched him from the living room to the dining room – where he crashed to the floor in a heap.  My brother wasn’t trying to be a superhero, but he was trying to stop this man from hurting our mother.

The boyfriend came and went over the next six years, finally disappearing when I was sixteen. Each time he left my relief was immense. Each time he came back my disappointment was crushing.

My brother and I used to take long walks at night just to get out of the house. I remember one night crunching through snow in five-degree-below-zero weather trying to figure out how we could become emancipated at the ages of twelve and fourteen. Our options looked pretty grim so we dropped the idea and waited for the years to go by till we could be free.

When you’re a kid living with abuse in the home it’s like living on an earth quake’s fault line. You never know when the ground is going to come out from under you. Nothing is safe or secure.  You never know who’s next or what will set it off. You don’t want friends over because something might happen when they’re there.  There’s no one to talk to.  You hold your breath – all the time.  (From my book Battered and Abused, Bringing the Darkness into the Light)

Domestic violence affects every member of the family, including the children. Family violence creates a home environment where children live in constant fear.

Children who witness family violence are affected in ways similar to children who are physically abused. They are often unable to establish nurturing bonds with either parent Children are at greater risk for abuse and neglect if they live in a violent home.

Statistics show that over 3 million children witness violence in their home each year. Those who see and hear violence in the home suffer physically and emotionally.

“Families under stress produce children under stress. If a spouse is being abused and there are children in the home, the children are affected by the abuse.” (Ackerman and Pickering, 1989)

Research shows without question that children will react in different ways.  Variables are due to the child’s gender, age, what they witnessed, if there was someone giving them appropriate love and support, and other factors.  Still children exposed to family violence are more likely to develop social, emotional, psychological and or behavioral problems than those who aren’t.  They experience, lower self-esteem, depression, health issues, growth and development problems.  They may avoid going to school, and once there are often too distracted to do well.  Interviews with teachers have indicated that they are often spending significant time with children with these issues, to the detriment of the other students.

When employers provide resources, support systems and counseling services to their workforce they do a tremendous service to their employees to show they care.  Since often times the workplace is the only possible source of information for an employee who’s every action is monitored by a controlling partner, you can imagine how great it is to be able to find resources for help at the workplace.

Employers who have a qualified Employee Assistance Provider (EAP) in house, or on contract, prove to their employees that they aren’t just blowing smoke in terms of being employee friendly.  They’re walking the talk.  And it comes back to them tenfold in a loyal workforce.  That’s when the employer is the real superhero.

collaboration · company · domestic violence prevention · employees · employer · family · instincts · lawsuit · leadership development · legal · management · training

Imagine you’re at a networking event and introducing yourself to someone new.  This person is an executive, C-Suite level individual.  They explain their role in the organization and you can feel their confidence that they assume their respected by their employees as a leader.

Then this person asks you what you do.  Before you answer, you have a fleeting thought, Will this person be intrigued and open to discussion, or will they suddenly get glassy-eyed and feign a friend they “see” across the room they must hurry to talk to as they skitter away?

I’m always fascinated by the people who believe the themselves to be great leaders and yet they flee from dealing with the tougher, “taboo” issues that are part of the human condition.

I believe a true leader is the man or woman who recognizes that even the uncomfortable issues have to be faced head-on – which I call Blending the Human Being with Business Practices™.

A comprehensive, end to end, domestic violence initiative doesn’t require an entire corporate overhaul.  It simply means that with assistance from a subject matter expert you can make small changes at work which result in big changes at home.   Whether you lead a handful of people at a small business or are responsible for hundreds makes no difference.  Clients report steep reductions in workplace incidents, noticeable changes in affected individuals, and clear changes in corporate culture – having a positive ripple effect to every corner of the company.

Yesterday I had the opportunity to speak with a retired US Marine Lieutenant General who said, “Management needs to wake up and smell the coffee!  US businesses are failing because people are failing.  They’re failing because the leaders of corporate America lack the ability to recognize they need to step in and incorporate the human factor into the workplace.”

I found the following definition of leadership on Wikipedia (http://en.wikipedia.org/wiki/Leadership) to clarify it so precisely:

“Leadership is ultimately about creating a way for people to contribute to making something extraordinary happen.”   I believe that to do that an effective leader has to get out of his or her comfort zone.  Rather than to just say they believe addressing domestic violence is an important issue they have to demonstrate that it is.  Sometimes that takes a bit of courage as risking popularity among peers.  If you don’t though, where will your organization go?  Will it really compete with organizations that have stellar reputations in the community?  It’s a challenge to accept, to be sure.  And that’s the leader I want to meet at my next networking event.

business · Coaching · company · consulting · domestic abuse · domestic violence in the workplace · domestic violence prevention · employees · employer · lawsuit · leader · leadership development · legal · management · risk · strategic leadership · victim · violence

In January 2010 in Spencer, MA a man facing a foreclosure auction took his own life after shooting and killing his sick wife and their horse, setting fire to their home, and torching his pickup truck.

Advocates voice concerns that vast numbers of women are remaining in abusive relationships out of fear they could not support themselves and their children in the current economic climate.

Studies also show that social support networks may influence DV perpetration and victimization. Women DV survivors typically turn to family and friends for emotional and tangible support, such as temporary housing. The current economic recession may limit the ability of concerned family members and friends to assist DV survivors, resulting in increased strain on battered women’s and homeless shelters and the potential for more DV survivors and their children to experience homelessness. Economic Stress and Domestic Violence by Claire M. Renzetti with contributions from Vivian M. Larkin (September 2009).

In her article posted November 9, 2010, on the link between domestic violence and economic stress Deborah Debare, Executive Director of the Rhode Island Coalition Against Domestic Violence, with whom I had the pleasure of working with when I spoke at their conference in October 2009 said, “We know from experience here in Rhode Island that the numbers of victims of domestic violence are reaching record levels in 2010.  And exacerbating the situation is that many of these victims are experiencing multiple challenges in their efforts to get safe, as they have fewer financial resources and more complex social/emotional problems caused in part by the economic stress in their lives.”

An interesting slat to this issue is the confessions of offenders in court mandated domestic violence classes.  I have been attending as an observer for over a year now.  I attend men’s classes and women’s classes.  I’m seeing a lot of varied demographics and family dynamics.

When a person attends their first class they are asked to tell the facilitator (and the group at large) what occurred in the event that led to police arrest and appearance before a judge.  Later in during the weeks they attend classes they may also do a “thought report” where they walk through step by step every nuance of the fight.

What I’ve seen are countless instances where the fight brewed over someone coming home hours late, a teenage girl spilling nail polish on a carpet and ignoring the mess while she goes out with friends; leaving her frustrated parents to clean up, or married men’s girlfriends sending gift to the couple’s children.

In other words, I hear a whole host of stories of hurt, frustration, betrayal and irrational thinking.  But among them, never a story where the fight brewed over finances.

These offenders are all people who were arrested during a fight where someone was hit, kicked, slapped or possessions where broken.  In these instances all the offenders are misdemeanors.

I recently spoke with Amilia Duchon-Voyles, Executive Director of S.W.A.N Domestic Violence Shelter who said, “There are a lot of money issues.  No access to money is a key issue for women. “  Amilia went on to retell stories she hears from women in her shelter; such as fights breaking out over money when the abuser wants it to fulfill his drug addiction, or she’s now taking control over the money because she’s now the wage earner if he lost his job.  In some cases the woman is trying to create boundaries and he’s resisting them.  In other words, Amilia is hearing a lot of the same things at her shelter as I am in the offender groups.

My research of incarcerated offenders, including the experience of working with Tracy Stombres in writing our book Serrated, has shown the same; it’s fights over sometimes the most common and routine issues in a relationship that go completely out of control that result in violence.

My opinion is this:  this stress full economic time is not causing more violence.  But it’s preventing victims from getting out and severely limiting resources.  Anything you can do to help by donating a few dollars or gently used clothes and household goods – or even an hour listening to someone, will mean more to those that need it than you’ll ever know.

bottom line · business · Coaching · company · conflict · consulting · costs · domestic abuse · domestic violence in the workplace · domestic violence prevention · employees · employer · lawsuit · leadership development · legal · management · offender · Personal Safety · relationships · risk · strategic leadership · training · victim · violence