Violence in the Workplace

Is physical harm required for it to be called workplace violence?

Legislated workplace violence definitions now generally extend beyond physical harm. The new Alberta OHS Act defines violence as:

“… whether at a worksite or work-related, means the threatened, attempted or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, and includes domestic or sexual violence.”

In this definition the concept of workplace violence includes:

• Work related violence: the violence can occur away from a worksite;
• Threatened or attempted violence: no physical contact is required;
• Likely to cause injury or harm: could reasonably be expected to harm a person;
• Domestic violence: domestic violence that “spills over” into the workplace;
• Sexual violence: an act directed against a worker’s sexuality using coercion;
• Psychological injury: mental health disorders arising from violence (PTSD, depression).

What we once considered as “violent’ may now include categories that we might not have considered in the past.

Violence at work seems rare to me, why is this suddenly a big deal?

The traditional view of violence as physical harm probably colours our perception of how often it occurs. In a 2017 public consultation carried out by Employment and Social Development Canada, 21% of the respondents reported having experienced violence and 3% reported having experienced sexual violence at work. Physical violence is still a significant proportion of reported violence at work, and violence of all types is a major concern for OHS regulators and employers.

Violent incidents have long lasting negative effects on the workplace, cause incalculable harm to the individuals subject to violence and can be very costly where they involve physical or psychological injuries.

Who is most at risk of workplace violence and when?

Those most at risk of workplace violent include those:

• Working with the public;
• Working with employees on matters of pay or other sensitive issues;
• Handling money, valuables or prescription drugs;
• Carrying out inspection or enforcement duties;
• Providing service, care, advice or education;
• Working with unstable or volatile persons;
• Working in premises where alcohol is served;
• Working alone, in small numbers or in isolated or low traffic areas;
• Working in community-based settings;
• Having a mobile workplace;
• Working during periods of organizational change or uncertainty.

Most of us are likely to find at least some of these elements in our workplaces.

How can we prevent violence in the workplace?

We control the hazards of violence in a similar way as we address all other hazards in the workplace. There are often regulated requirements to establish a violence prevention program with specified elements. The elements of a violence prevention program should include:

• Senior management commitment;
• A hazard and risk assessment to determine who is at risk of violence;
• A strong violence prevention policy statement;
• Procedures for reporting, investigating and documenting violence;
• Appointing trained individuals to manage the program and work with victims;
• Procedures to protect the victim(s) and encourage them to consult health professionals;
• Training, and re-training for employees and supervisors according to their specific responsibilities under the program.

Best Practices

The work culture that we establish is an important consideration in preventing violence. Some questions that we might ask of ourselves:

• Do we foster open communication with employees without fear of reprisal?
• Do we communicate our violence prevention programs effectively?
• Do we provide effective and timely support to those who experience violence?
• Do we deal with incidents of violence according to our program while respecting the rights of the victim(s)?

The culture that we establish at our workplace will go a long way in supporting our violence prevention program.