Preventing and Managing Violence within the Workplace

In recent years, school based bulling and violence has been well publicised. However, bullying and violence extends beyond school, often being found in workplace environments. There are 3 types of workplace violence: random public, client-initiated and internal violence. This article focuses on the latter violence that occurs between employees (horizontal violence), or between employees and employers/supervisors (vertical violence).

What is Workplace Violence?

Workplace violence includes any threatening behaviour, verbal abuse or physical assault that occurs between workers, such as:

• Verbal abuse (shouting/swearing)
• Taking credit for others’ work
• Making false or spiteful statements
• Damaging the reputation of another worker (including social media)
• Threats and harassment
• Physical assault

Violence within workplaces not only affects those subjected to this behaviour, but also the organisation itself. Employees exposed to workplace violence can experience distress, sleep deprivation, reduced work performance, impaired relationships with co-workers, anxiety, and suicidal thoughts. Violent behaviour can negatively impact profit for the organisation through loss of productivity, reduced workplace moral, higher staff turnover as well as expensive payouts for workers compensation claims.

Dealing with Workplace Violence as an Organisation.

There are several strategies organisations can utilise to reduce and manage workplace violence. The first step is to enforce a zero tolerance policy that clearly states the organisation’s commitment to preventing workplace violence. The policy must include how an employee can report a violent incident, how their report will be handled and how long the process takes. All employees should be informed of the potential consequences if the standards are not upheld.

Organisations should also set out clearly defined roles and responsibilities for each employee to reduce work-based conflict. In addition, educating and training staff to recognise early warning signs can assist in managing behaviour that is likely to escalate.

It is essential that records of all reported incidents are kept and monitored. These reports can be helpful to recognise patterns of behaviour that can prevent future violence. Confidential surveys, monitoring sick days, and conducting interviews with staff that are leaving can all aid in gathering such information.

Responding to Reports

When responding to a report of violence the following questions should be asked:

• Can the behaviour be considered as workplace violence?
• Is there potential for future risk?
• Is there anything in the report I need to clarify?
• Is more information required?
• Can the problem be resolved internally?
• Is an investigation required?
• Do any parties involved require debriefing or counselling?

Workplaces that support a zero-tolerance policy toward bullying and violence create a safe working environment for all employees. However, organisations have a responsibility to ensure employees feel they are able to report such instances safely; and that reports of harassment will be treated with professionalism and sensitivity. Together, employees and organisations can collaboratively ensure that all employees feel safe in their work environment.
The Fair Work Australia website and the Fair Work Ombudsman websites may be helpful in instances where bullying or violence is occurring in the workplace. 

If you have found this article interesting, feel free to share it with someone else who may find it useful. And remember, just because violence isn't seen in the workplace, it does not mean that it does not occur.