Preventive measures for violence, harassment, and bullying

Violence at work has long been a safety and health risk with a high cost for victims and business performance or a harsh reality that must be a part of life. Only recently, however, has it begun to receive the attention it so richly deserves. Although many people know that violence at work existed, few expressed their worry or thought it was a problem exclusive to the workplace. A deep chord was touched when the ILO released the first edition of its study on violence at work in 1998. Since then, this worrying occurrence has drawn more attention and awareness on a global scale. New information shows that what we currently know is simply the top of the problem; the true scope of the issue is still mostly unknown. It is becoming clear how costly workplace violence is to the victim, the workplace, and the community.

This overview of workplace violence aims to answer some often asked topics succinctly. These consist of: Which forms can violence take at work? Which industries and professions are most impacted? How much more susceptible are women than men, specifically sexual harassment? What are the costs of workplace violence to the person, the business, and society? Do we comprehend the causes of workplace violence?

How can I tell whether my place of employment is in danger?

To identify the risks that each present hazard poses, conduct a workplace evaluation:

Inspect the work environment when doing this assessment.

Pay attention to the structure and design of the workspace and your administrative and working procedures.

Account for internal variables like culture, surroundings, activities, organisational structure, etc.

Account for outside variables like the environment, clients, customers, family violence, etc.

Any safeguards in place to preserve employee psychological wellbeing and workplace safety, such as job-related variables on how much control an employee has over their work, an excessive workload, strict deadlines, etc.

Examine any violent situations that may have occurred at your place of employment.

Ascertain whether they are worried about themselves, others, or their experiences.

Examine violent situations, incident reports, first aid logs, and health and safety committee records.

Study your workplace to see if any risk factors for violence are present.

Consider the prevalence of violence in nearby workplaces.

Obtain information from any organisations you are a part of, such as your union office, the workers' compensation board, the occupational health and safety regulators, or your industry association.

Consult with local police security specialists for help.

Examine pertinent articles or books.

To find out which laws govern the workplace for violence should get in touch with the relevant legislative authorities.

Review and organise the data you have gathered to determine the places and professions you feel are in danger by looking for patterns. Keep a record of your evaluation's findings and create a preventative programme using the recommendations to lower the risk of violence at work.

What steps should stop violence at work?

The management's dedication is the most crucial element of any preventative programme. A written policy is the way to convey management commitment. The health and safety committee, representative, or present unions, should participate in the policy's development along with management and employee representatives.

Apply to all members of management, staff, clients, independent contractors, and everyone else that interacts with your business.

Give a clear, concise definition of what you mean by workplace violence, harassment, and bullying.

Give specific illustrations of undesirable conduct and working conditions.

Clearly state your organisation's position on workplace violence and harassment with a commitment to prevention.

Spell out the repercussions of making threats or acting violently.

Describe the procedure that will create preventative measures.

Encourage all reports of occurrences, even those from witnesses.

Describe the private method by which and to whom employees can report incidents.

Ensure that employees who report misconduct won't face any consequences.

Describe the steps involved in resolving or looking into complaints or events.

Describe the procedure for informing employees of potential dangers.

Commit to offering assistance to victims of abuse.

To encourage employees to seek assistance, provide a private Employee Assistance Program (EAP).

Commit to supplying the organisation's various levels of staff with the preventative training they require.

Commit to keeping an eye on and reviewing the policy frequently.

Declare any applicable legal requirements.

What are the benefits of a documented policy regarding violence, harassment, and other undesirable behaviour in the workplace?

Employees will learn what conduct (such as aggression, intimidation, bullying, harassment, etc.) management deems unsuitable and unacceptable at work via a published policy.

Is it covered in the policy?

The people to contact to report any incidents?

The process after a reported event?

Additionally, it will motivate staff members to report such instances and demonstrate management's commitment to dealing with cases of violence, harassment, and other undesirable behaviour.

What are some illustrations of preventive actions?

The three main preventive measures are work practices, administrative procedures, and workplace design.

Workplace layout, signage, locks or other physical barriers, lighting, and electronic surveillance are all variables that go into workplace design. One situation where workplace design considerations are crucial is building security. You ought to think about things like:

Placing the office furniture, reception area, sales counter, or other items in the appropriate locations

Visible to other workers or bystanders.

The workplace furniture is not trapped or is closer to a door or exit than the client.

Security cameras throughout the workplace's common areas, including entrances, parking lots, waiting areas, etc.

Installing actual barriers, such as bulletproof casings or pass-through windows.

Reducing the number of entries to your place of business.

Limiting access to the building or specific locations using coded cards or keys.

Sufficient outdoor lighting near entrances and throughout the workplace.

Installing walls in strategic places manages access.

Administrative procedures are choices you make regarding your company's operations. For instance, specific procedures might lessen the dangers associated with managing money.

It would help if you thought about:

Limiting the amount of money in the cash register.

Reducing the amount of cash available through the use of electronic payment methods.

Changing the time of day you empty or decrease the amount of money in the cash register.

Putting in and making use of a locked drop safe.

Arranging for a licensed security company to collect funds regularly.

Preserving the safety and security of other assets, such as weapons, equipment, narcotics, medications, etc.

Education and training for staff members are in administrative processes. Information on the workplace's policy and incident response procedure would be in the education and training, but it might also cover respect and decorum.

How to handle angry or frustrated clients or the public, including how to defuse a situation?

How to react when there has been violence (e.g., emergency response, when to contact security or police, etc.).

An understanding of diversity, culture, family violence, and discrimination?

Are there people who might be handicapped?

Work practices are all the actions you do while performing your work. They could involve management duties like ensuring a fair and open performance review system or "checking in" with workers to find out how busy or stressed they are.

People who conduct their business outside a traditional office setting, such as those who work from home, are salespeople, real estate agents, or home care providers, might adopt risk-reducing work methods.

For instance:

Make a daily work schedule where everyone knows where you are and when.

Choose a primary contact at the company and a backup.

Always follow a call-in to keep your contact informed of where you are.

Verify the clients' credentials.

The "buddy system" is if you feel your safety is in danger.

Whenever you feel intimidated or dangerous, DON'T go into that environment.

Employers' obligations

Employers are responsible for preventing sexual harassment. Employers are responsible for ensuring that their staff members work in a hostile-free workplace in some European Union Member States, the United States, and Canada. Therefore, it is legal for employers to take action to stop and handle workplace harassment. Even if the employer was not aware that the harassment was occurring, they are held responsible for any harassment that does occur if they have not taken all reasonable precautions to prevent and address it.