Running head: DELAWARE COALITION AGAINST DOMESTIC VIOLENCE

Delaware Coalition Against Domestic Violence Wilbert Roberson, Jr. Wilmington University

DELAWARE COALITIONN AGAINST DOMESTIC VIOLENCE Delaware Coalition Against Domestic Violence

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Founded in 1994, the Delaware Coalition Against Violence is Delawares federally recognized state domestic violence coalition. The Delaware Coalition is a statewide, nonprofit membership organization. It has become well documented that the majority of domestic violence victims will never report their crime. The reluctance is understandable as evidence shows that response systems can be, and often are extremely hostile to domestic violence victims. Without reports, it is not possible to hold perpetrators accountable, therefore understanding and addressing the factors that contribute to under-reporting will be very important in the efforts to address domestic violence. People in crises require immediate help and are in desperate situations. The human services philosophy (idealistically) is consistent with established crisis-intervention theory, which places the clients needs as a priority in the value system of the helping profession (Harris, 2004, pg. 12). Research has suggested that most domestic violence victims are treated by law enforcement in ways that may result in secondary victimization. When victims experience secondary victimization, they are as much less likely to follow-through with a complete reporting process, thereby making it less likely that the perpetrator(s) are held accountable. Program Mission The Delaware Coalition Against Domestic Violence (DCADV) is a statewide, non-profit organization of domestic violence agencies and individuals working to eliminate domestic violence by: Acting as an educational and informational resource to our member agencies and the community; Advocating for domestic violence concerns in Delaware;

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Providing a strong, unified statewide voice for victims of domestic violence and their children, domestic violence programs, and victim service providers.

Demographic Information According to C. Post (personal communication, February 10, 2014), The Delaware Coalition Against Domestic Violence is recognized as a leader in domestic violence training for advocates, criminal and civil justice personnel, and social service staff, reaching more than 2k participants per year. Workshops are designed for various audiences on a variety of topics as shown in the charts below. DCADV also offers Domestic Violence Specialist Certification, which ensures well-trained advocates. Hours Per Topic:

Signature Trainings (DV 101, Retreat), 23% DV Awareness and Dynamics, 20% Children and DV, 3% Vulnerable Populations, 3% Teen Dating Violence, 2% DV & Workplace, 1%

Prevention, 27% DV & Healthcare, 15% DV & Substance Abuse, 3% Faith Community Response, 2% Trauma, 1%

Hours Per Audience:

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Multidisciplanary, 27% State Systems, 12% Teachers, 10% Healthcare Providers, 5% Police, 1% National Partners, 1% Military, 8%

Community Based Program Recipients, 14% Home Visits, 10% College Students, 7% Faith Communities, 3% Mental Health, 1% Employers, 1%

Policies and Procedures The Delaware Coalition Against Domestic Violence policies and procedures represent an effort to clearly state the rights and obligations of both the employer and employee in the work environment. How managers conduct themselves on the job can do more to enhance or diminish the work environment than any other single facet of employeremployee relations. In survey after survey, employees rank honest company communications, personal recognition, and respectful treatment as more important than good pay (Barry, 2001, p. 321). Upon joining the DCADV as an employee or in my case an intern, all staff members are asked to commit to making the DCADV a place where everyone can grow and flourish. Office Operations Confidentiality Discrimination and Sexual Harassment Conflicts of Interest Hiring and Evaluation Whistleblower Policy

Disciplinary Actions and Grievance Procedures Benefits and Leave Policy

DELAWARE COALITIONN AGAINST DOMESTIC VIOLENCE Organizational Structure

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Executive Director

Director of Training & Prevention

Director of Communications & Development

Director of Policy

Grants & Operations Manager

Training & Prevention Specialist

Administrative & Communications Specialist

Empowerment Evaluator

Trauma & Mental Health Associate

Agency Interns

Agency Governance According to M. Kenville-Moore (personal communication, February 10, 2014), The DCADV is a statewide organization that embodies a wide range of volunteers serving on the DCADV Board of Directors, Committees, and Task Forces as well as other capacities within the DCADV organization. The DCADV agency governance includes a charter, amendments, and bylaws governing the board and board committee minutes. As any organization, the DCADV also maintain tax and financial records, employee and employment records, as well as insurance and license records all adhering to storage and final disposition instructions. Agency Funding The DCADV is 501(c)(3) nonprofit organization and must abide by laws governing the nonprofit sector as well as restrictions imposed by funding sources. For example, according to federal law, nonprofit organizations cannot participate in political campaign activity of any kind. According to C. Post (personal communication, February 10,

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2014), DCADVs members, donors, funders, and other supporters sustain our important work to prevent and end domestic violence in Delaware. Total Income: $888,593.00

Grants, $733,498 (83%) Special Events, $31,180 (3%) Contributions $80,753 (9%)

Conference Fees/Training, $31,751 (4%) Membership $10,594 (1%) Miscellaneous Income $817 (1%)

Total Expenses: $885,287.00

General Adminstration, $106,043 12%

Program Services, $779,244 88%

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Relationship to Other Agencies The relationship with other agencies involves a number of local organizations such Peoples Place and Brandywine Counseling and Community Services, as well as the Division of Substance Abuse and Mental Health. The University of Delaware and DCADV maintain a great relationship as well. According to C. Post (personal communication, February 10, 2014), The DCADV developed and taught a 400 level undergraduate course entitled Domestic Violence Policy and Prevention where students heard from advocates working in a variety of direct service programs, learned about best practices and current research, and completed projects based on a coordinated community response model of problem solving. Strengths, Trends, and Challenges The DCADV has done a great job outlining and defining the purpose and mission statement. According to T. Pope (personal communication, February 11, 2014), DCADV disseminates information about domestic violence in variety of ways, including a website jam-packed with resources for victims and service providers and opportunity for the public to get involved. Finally, the DCADV has a professional relationship with state and nationwide support groups and agencies and continue to enhance an already effective helping agency by giving domestic violence victims options in reporting domestic violence and receiving the care and services they deserve. Included in the wellness promotion is enhancing exercise, reducing stress, identifying physical symptoms that indicate a need for assessment, complying with physician or counselor instructions, assessing suicide risks or depression, creating a social network, volunteering, and understanding services available (McClam, 2011, p. 68). However, an overwhelming obstacle that faces any new or existing plan attempting to address domestic violence is the pre-existing negative stigma and perceptions that often surround

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the crime. Many individuals carry deeply rooted negative biases often associated with domestic violence. Divisive attitudes and opinions often associated with domestic violence programs can include: male bashing it doesnt happen to men she had it coming victim blaming theres nothing I can do its a womens issue

Because of the centrality of this issue, so much could be gained by framing domestic violence prevention in a new and different way. I feel by incorporating new language, messages and approaches, while avoiding elements that have historically alienated many from the issue, significant improvement is possible in engaging men and women who have previously felt marginalized and/or hostile to the issue. When talking about domestic violence in speeches, newspaper and magazine articles or individual conversations, I strongly suggest the following: Instead of Engaging in a discussion about who is to blame after an assault has occurred; Try Redirecting the conversation to focus on what bystanders might have done to prevent the assault from ever occurring. Giving examples that focus exclusively on female victims; Including statistics and examples that reference male and female experiences with domestic violence. Limiting domestic violence awareness to one month. October is designated as Domestic Violence Awareness Month. Incorporating messages about the importance of a community-wide approach to prevention into daily meetings, informal conversations,

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pre-existing programs and messages that focus on the safety of all.

Interns Role The DCADV is designed to be a launch pad for a career in the field Administration of Human Services. As an intern I have been given a tremendous opportunity to learn about non-profit organizations, domestic violence awareness, and forming and maintaining community relationships as well as practical office skills, event management, networking, and professional interaction. My intern duties will include: Membership relations- phones, emails, etc. Contributing to the content, design, and distribution of the DVADV newsletter Helping design and produce promotional materials Planning, preparing and participating in DCADV monthly staff meetings Certain aspects of grant writing and event finances

The DCADV has agreed to provide a supervised, relevant learning experience for me. The internship learning contract serves as a formal agreement concerning specifics duties and expectations of this internship. At regular intervals, my site supervisor will describe my quality of work and any improvements to be made. I expect this to be a great experience for DCADV and me.

DELAWARE COALITIONN AGAINST DOMESTIC VIOLENCE References

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Barry, V., Shaw, W. H. (2001). Moral Issues in Business. Belmont, CA: Thompson Learning, Inc. Harris, H. R., Maloney, D.C., Rother, F. M. (2004). Human Services: Contemporary Issues and Trends. Boston, MA: Pearson Education, Inc. McClam, T., Woodside, M. (2011). An Introduction to Human Services. Belmont, CA: Brooks/Cole, Cengage Learning.