Safeguarding Your Workplace: The Imperative of Workplace Violence Prevention
In an ideal world, the workplace is a haven of peaceful productivity, where employees collaborate harmoniously towards shared goals. However, in an increasingly fractious society, interpersonal violence is on the rise, and the workplace—whether it’s a department store, a bank, or a bustling hospital—is no exception.
Recent research illuminates a troubling trend: the workplace is the most common location for mass shootings, according to findings by the Violence Project. Most of these workplace mass shootings—70 percent—stem from employment issues like firings, while 23 percent result from interpersonal conflicts, and 13 percent each from economic and legal issues. This disheartening trend has only intensified since 2020.
And while shootings might be the deadliest example of workplace violence, they certainly aren’t the only ones. Threats, verbal abuse, harassment, and physical assaults make up countless cases each year, and no workplace is exempt.
Take the healthcare sector, for instance. Hospitals and clinics, once sanctuaries of healing, now constitute some of the most dangerous workplaces in America. Shockingly, three in four nonfatal workplace violence injuries in 2020 occurred within the healthcare and social work sectors. Government data reveals that healthcare workers are five times more likely to experience workplace violence than their peers in other industries.
OSHA defines Duty of Care as, “Each employer shall furnish its employees a place of employment which is free from recognized hazards that are causing or are likely to cause death or serious physical harm.” Whereas Duty to Warn states that, “A party will be held liable for injuries caused to another, where the party had the opportunity to warn the other of a hazard and failed to do so.”
The unsettling data on workplace violence highlights a growing concern and for an organization to claim that a violent incident was completely unforeseeable is both morally irresponsible and legally unacceptable. Clearly, addressing workplace violence requires a comprehensive and nuanced approach, and both the duty of care and duty to warn will continue to fall on individual workplaces and companies themselves.
At least one state recognized this urgency and signed legislation requiring employers to establish workplace violence prevention programs. Specific mandates include establishing a behavioral threat assessment team, maintaining incident reports, providing workplace violence awareness training, and conducting periodic program reviews.
The value of such requirements is clear. They not only prevent potentially catastrophic incidents that can disrupt business continuity and profoundly affect lives, but also form an essential component of duty of care. Most importantly, they communicate to employees their well-being is a top priority, ensuring a safe and secure working environment.
The value of workplace violence prevention programs:
- Protecting Lives: Foremost, workplace violence prevention is about safeguarding lives. An organization’s most precious asset is its employees, making their safety a moral and ethical imperative.
- Preserving Reputation: Incidents of workplace violence can severely tarnish an organization’s reputation. Negative public perception, client trust erosion, and plummeting employee morale can result if an organization is seen as unsafe or unresponsive.
- Legal and Financial Consequences: Workplace violence can lead to severe legal liabilities, fines, and costly lawsuits. Prevention measures not only protect employees but also help to ensure an organization’s financial stability.
- Employee Well-Being: A secure workplace fosters a positive environment where employees feel valued and can thrive. Conversely, a hostile atmosphere can lead to increased stress, absenteeism, and decreased productivity.
The Triad of Prevention: Identify, Assess, and Respond
For workplace violence prevention plans to be effective, they must incorporate proactive steps to identify, assess, and respond to potential threats. Here are some fundamental measures that we encourage every organization to implement:
Policy and Training:
- Establish a Clear Policy: Develop a comprehensive workplace violence prevention policy outlining the organization’s safety commitment, defining unacceptable behavior, and providing reporting procedures. Communicate this policy clearly to all employees.
- Awareness and Training: Educate employees at all levels about workplace violence warning signs and reporting procedures. Provide training on conflict resolution, de-escalation techniques, and stress management.
The Threat Assessment and Management Team:
- Develop a Threat Assessment Team: According to the FBI’s Behavioral Analysis Unit, a threat assessment and management team is a multidisciplinary body, trained to assess and recommend management strategies for persons of concern and threats of violence. The functions of these teams are to:
- Gather all available information related to reports about a person of concern or threats of violence.
- Determine, via threat assessment, whether the person of concern poses a safety threat.
- Offer reasoned and thoughtful management recommendations designed to reduce targeted violence concern and promote safety for all, including the person of concern.
Risk Assessment and Security:
- Vulnerability Assessment: Have a security vulnerability assessment (SVA) of your workplace conducted by a certified professional (the ANSI/ASIS standard mandates a CPP or PSP). Assess potential risk factors, such as high-stress roles, customer interactions, or isolated workspaces, and proactively address vulnerabilities.
- Security Measures: Implement layered security measures as per the vulnerability assessment, such as access controls, exterior perimeter barriers, security personnel, and video surveillance systems.
Communication and Support:
- Reporting Mechanisms: Establish a confidential reporting mechanism for employees to report concerns without fear of retaliation. Investigate all reports promptly and thoroughly.
- Support Systems: Offer support services to employees dealing with personal or workplace issues. Employee assistance programs (EAPs) can provide counseling and resources to help employees cope with stress and conflicts.
Emergency Preparedness and Response:
- Emergency Response Plan: Develop a robust emergency response plan with procedures for handling violent incidents. Communicate this plan to all employees and conduct regular drills.
- Crisis Management: Form a crisis management team capable of swift responses to workplace violence incidents. Ensure the team is well-trained and equipped to manage crises effectively.
Cultural Promotion:
- Promote a Culture of Respect: Foster a workplace culture centered on respect, empathy, and communication. Encourage employees to treat each other kindly and promptly report concerning behavior.
Ongoing Evaluation and Improvement:
11. Ongoing Evaluation: Continuously assess and update your security and workplace violence prevention program. Gather feedback from employees and adjust policies and procedures as needed.
Ultimately, workplace violence prevention is not a once-off effort; it is an ongoing commitment to creating a safe and secure work environment. By understanding its importance and implementing proactive measures, organizations can take sincere strides toward protecting their employees, preserving their reputation, and fostering a culture of respect and security. Workplace violence prevention is not just a legal obligation; it is a moral imperative and a testament to an organization’s commitment to its most valuable asset—its people.
If you’d like to discuss workplace violence prevention further, Group Nine Risk Consulting can assist businesses and non-profits with strategy and implementation. Reach out if we can support your organization. Together, we can create safer and more secure workplaces for everyone.
Christina Rock
Group Nine Risk Consulting
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