When we think about workplace violence, what typically comes to mind are the headline-generating reports of a disgruntled employee, or former employee, bringing a gun to work to exact revenge on those they feel wronged them, or blustery bullies who spew vitriol at colleagues constantly. While these situations do happen and must be considered and addressed, HR leaders might overlook them due to their infrequent occurrence—and, consequently, may not take proactive steps to avoid.
Here we offer some examples of workplace violence that HR leaders need to consider and take seriously, and how training can help to prevent, minimize, and address them.
1. Domestic Violence
Domestic violence isn’t limited to where employees live—it can also spill into the workplace. For instance, abusers may show up at the workplace to act out against their partner—or others trying to protect their partners. That can be especially true in cases where the person being abused has sought shelter or a restraining order.
Abusers may also frequently call, email, or message their partner—or others seen as allies—at work, impacting productivity and creating a hostile work environment.
In some cases, abusers may also enlist the help of coworkers to keep tabs on the victim, or they might interfere with an employee’s transportation to work, childcare arrangements, or attendance.
All of these issues can lead to negative workplace impacts, including absenteeism, stress, lost productivity, and strained relationships with colleagues and customers.
2. Violence From Customers, Vendors, and Others
Customers can represent a legitimate source of workplace violence, not just employees internally. Even though much of the focus on workplace violence centers around coworkers and managers, customers, vendors, and members of the public can also pose risk to employees and organizations.
There are certain industries where violence from outside stakeholders is more prevalent. According to the American College of Surgeons, healthcare workers are five times more likely to experience workplace violence than employees in other industries—most often in emergency room and psychiatric unit settings where emotions are often heightened and patients may be experiencing altered mental states.
But other work settings offer danger from the public as well. Retail settings have been in the news recently, for instance, due to unrest in major cities around the country. In fact, some major retailers have made the decision to close or move their operations. In retail settings, shoplifting, theft, and damage to property can represent other forms of workplace violence that isn’t often given the attention warranted.
3. Non-Gun Related Workplace Hostility
Not every incidence of workplace violence involves a weapon such as a gun. Workplace hostility can take the form of everything ranging from incivility and disrespect, to verbal aggression, physical intimidation, and direct physical content. Such things as shaking or pounding fists at a coworkers, screaming at others, or angrily jumping up and down can all represent actions that indicate the escalation of workplace hostility.
Any time an employee, customer, or member of the public feels unsafe or threatened, workplace violence exists. The severity and impact of such incidences of violence may vary but often the result is the same—heightened fear, uncertainty, and stress, and a lowered sense of safety and security which can lead to stress, disengagement, burnout, and turnover.
4. Violence Outside of the Workplace
As we’ve seen, workplace violence can include people who don’t work in a particular setting—e.g., customers, vendors, and the public. It can also include acts that occur outside of the physical workplace.
For instance, violence may occur at company gatherings that take place off-site—holiday parties or business lunches, for instance. They might also occur when employees are traveling together to a business meeting or conference—or while at the conference itself.
In a work environment that still includes a significant amount of hybrid and remote work, violence may also occur against workers in home or co-working settings. While physical violence can be avoided, examples could include threats or shouting.
5. Digital Threats and Cyberstalking
A growing and unique source of workplace violence occurs in the digital arena. Digital technologies have created new ways to interact with others and those interactions take the form of threats or harassment. These could range from cyberbullying to references to violence or sending violent or harassing messages, images, or videos. Cyberstalking is the use of digital technology to stalk, monitor or harass people.
Deepfakes—the AI-enabled creation of content designed to impersonate another person through the realistic creation of audio or video recordings—can be another form of harassment, and one with the potential for great damage. For instance, a deepfake video could be made of a CEO directing an employee to take an action that they comply with, but that turns out to be false.
There have also been incidents when an individual’s image has been altered to appear that they are engaged in sexually explicit situations or acts. The UK has moved forward to criminalize such actions. The US doesn’t currently have any such laws, although several states are pushing for legislation to be created.
Digital violence can be especially traumatic and damaging because the harassment can impact people 24/7, public humiliation may be involved, and targets may feel isolated and helpless, fearing the loss of their jobs or not being taken seriously if they report these issues.
The Critical Role of Training in Prevention
Preventing incidents of workplace violence requires comprehensive training that provides employees with the knowledge, information, and resources to maintain a safe work environment. Training can help supervisors and non-supervisors alike understand their role in identifying and addressing workplace violence of all kinds.
Not all organizations will be equally at risk for all type of workplace violence. That’s why an environmental assessment is important to identify the primary areas of risk and to create a comprehensive training plan that addresses these risks.
Working with an expert in workplace violence and harassment training can help you identify the type of training you need and develop training designed to meet the needs of your employees, whatever setting they may be in. EVERFI helps organizations of all sizes educate their employees about the different types of workplace violence and how to prevent and address them while adhering to local legal mandates. Learn more about our Preventing Workplace Violence suite of courses or request a demo here.