Workplace violence is one of the most destructive and concerning issues a business can face. Even incidents that don’t result in serious harm can indicate deep-rooted problems with staff behavior or organizational culture. Beyond the immediate danger, the long-term impact on morale, productivity, and retention can be severe. Given these risks, it’s essential for employers to proactively implement measures to prevent workplace violence, using both direct and subtle approaches.
The most immediate concern with workplace violence is the potential for physical harm and emotional trauma to employees, customers, and anyone involved. However, the financial repercussions can also be significant. Legal costs often surge following violent incidents, and employers may need to increase spending on security.
Workplace violence also typically leads to reduced productivity, higher employee turnover, increased health care expenses, and rising premiums for workers’ compensation and disability insurance. These costs can mount quickly, straining an organization’s financial health.
The federal Occupational Safety and Health Act (OSHA) requires employers to provide a workplace free from hazards that could result in harm or death, including violence. In some cases, state and local laws impose additional responsibilities.
It’s critical for leadership to regularly assess the workplace for potential threats. Perpetrators of violence may not always be current employees. Violence can also be committed by contractors, customers, former employees, or individuals involved in criminal activity like theft or vandalism. Additionally, a worker may be targeted by someone they know, such as a spouse or former partner. These complexities make it vital to stay alert to a wide range of threats.
One of the best ways to minimize the risk of workplace violence is to conduct regular threat assessments. If your organization lacks the expertise or resources to do this internally, consider hiring a qualified security consultant. A professional can help identify vulnerabilities and recommend targeted measures to strengthen your defenses.
For instance, you may need to upgrade your physical security systems by installing locks, fences, or ID badge systems. Other measures could include deploying security personnel or installing surveillance cameras to monitor activities on-site, deterring potential incidents.
Alongside security measures, it’s crucial to implement a comprehensive workplace violence prevention policy. This policy should include clear reporting procedures for toxic or potentially violent behavior. Prohibit weapons in the workplace, and clarify your organization’s right to conduct searches of workspaces, lockers, and other areas when necessary.
Prevention begins with hiring. Robust background checks and screening processes can help identify candidates with histories of violence or other criminal activity. Make sure your hiring practices comply with applicable laws by working closely with your attorney. A strong hiring process is one of the best ways to ensure a non-hostile work environment from the outset.
Reducing workplace violence is also about lowering stress and conflict levels among employees. Many employers are enhancing their fringe benefits to address the factors that can lead to violent behavior. Consider offering well-being programs such as Employee Assistance Programs (EAPs), flexible paid time off, and training on mental health and financial literacy. By creating a supportive environment, you help employees manage external pressures and reduce the risk of violent incidents.
Workplace violence is a worst-case scenario for any employer. The key to prevention is staying vigilant and addressing potential risks as early as possible. If you need help assessing the costs and best practices associated with maintaining a safe working environment, contact us today.
If you have any questions about this content, or if you would like more information please contact Jeff Wilkie, Principal of the HoganTaylor Talent practice. More information is also available on the HoganTaylor Talent page of this website.
INFORMATIONAL PURPOSE ONLY. This content is for informational purposes only. This content does not constitute professional advice and should not be relied upon by you or any third party, including to operate or promote your business, secure financing or capital in any form, obtain any regulatory or governmental approvals, or otherwise be used in connection with procuring services or other benefits from any entity. Before making any decision or taking any action, you should consult with professional advisors.