Workplace Violence Stigmas: Breaking the Silence for a Safer Workplace

Workplace violence is a critical issue that affects organizations worldwide. It encompasses a range of behaviors, including physical assault, verbal abuse, bullying, harassment, and threats, which can lead to severe consequences for both individuals and the organization as a whole. Unfortunately, workplace violence is often accompanied by stigmas that hinder proper understanding, prevention, and intervention. In this article, we will explore two common workplace violence stigmas and highlight the importance of dispelling them to create a safe and secure work environment. 

Stigma 1: Workplace violence training is too scary 

In today's dynamic and ever-changing work environments, the issue of workplace violence has become a growing concern. Organizations must take proactive measures to protect their employees and create safe workspaces. One such measure is conducting workplace violence training. However, despite the evident benefits, some organizations may be hesitant or even scared to implement such training programs. In this article, we will delve into the reasons why organizations might be fearful of conducting workplace violence training and explore how overcoming these fears is essential for the well-being of employees and the overall success of the organization. 

Fear 1: Uncomfortable Confrontation 

One primary reason organizations may be reluctant to conduct workplace violence training is the fear of uncomfortable confrontation. Addressing the issue of violence head-on can be challenging, as it may involve discussing sensitive topics and exploring scenarios that evoke discomfort or anxiety among participants. Organizations may fear that bringing up the subject will create tension or conflict among employees, negatively impacting morale and team dynamics. 

However, it is important to recognize that avoiding uncomfortable conversations does not make workplace violence disappear. By embracing discomfort and providing a safe space for dialogue, organizations can foster an environment that encourages open communication, empathy, and understanding. Workplace violence training allows employees to express their concerns, learn effective conflict resolution strategies, and develop the skills necessary to prevent and de-escalate potentially dangerous situations. 

Fear 2: Legal Implications 

Another fear organizations may have when considering workplace violence training is the concern over potential legal implications. Organizations worry that discussing workplace violence openly might expose them to liability or legal claims. They may fear that acknowledging the issue could be seen as an admission of an existing problem or that employees might misinterpret the training content and misapply it. 

While legal concerns are valid, it is essential to understand that workplace violence training aims to create a safer work environment and mitigate the risk of incidents. By implementing well-designed training programs, organizations can ensure that their employees receive accurate information, understand their roles and responsibilities, and learn how to navigate potential conflicts effectively. Consulting with legal experts and tailoring training programs to comply with applicable laws and prevailing standards can alleviate concerns while still providing valuable training to employees. 

Fear 3: Resistance and Pushback 

Organizations may also be scared of facing resistance and pushback from employees when introducing workplace violence training. Some employees might perceive the training as unnecessary, invasive, or an indication that their workplace is not safe. This resistance can stem from a lack of awareness, misunderstandings, or a reluctance to confront the reality of workplace violence. 

To overcome this fear, organizations must proactively communicate the purpose and benefits of workplace violence training to their employees. Transparently explaining that the training aims to create a safer and more inclusive work environment can help alleviate concerns and garner support. Engaging employees in the development process, seeking their input, and addressing their specific concerns can also foster a sense of ownership and increase buy-in for the training initiative. 

Importance of Workplace Violence Training 

Now that we have examined some common fears associated with workplace violence training, let us highlight the importance of overcoming these fears and implementing comprehensive training programs: 

Empowering Employees:

Workplace violence training equips employees with the knowledge and skills to identify warning signs, diffuse potentially volatile situations, and report concerns promptly. By providing employees with the tools they need, organizations empower them to take an active role in ensuring their own safety and the safety of their colleagues. 

Prevention and Risk Mitigation:

Workplace violence training helps organizations proactively identify potential risks and prevent incidents before they occur. By educating employees on conflict resolution, de-escalation techniques, and recognizing behavioral patterns, organizations can minimize the likelihood of violence and create a secure work environment. 

Creating a Culture of Safety:

Conducting workplace violence training sends a clear message to employees that their safety and well-being are a top priority for the organization. This commitment to safety cultivates a culture where employees feel valued, supported, and protected, ultimately enhancing morale, productivity, and employee retention. 

Responding Effectively:

In the unfortunate event of a workplace violence incident, well-trained employees are better equipped to respond swiftly and effectively. Training programs teach employees how to implement emergency procedures, support victims, and provide critical information to law enforcement or other appropriate authorities. 

While the fear of conducting workplace violence training is understandable, organizations must recognize the importance of overcoming these fears to ensure the safety and well-being of their employees. Training empowers employees, mitigates risks, and fosters a culture of safety. By investing in comprehensive training programs, organizations demonstrate their commitment to the welfare of their workforce, resulting in increased employee satisfaction, improved productivity, and a stronger overall organizational culture. 

Stigma 2: Workplace violence only involves physical assaults 

The second stigma we’ll discuss is the common misconception that workplace violence solely consists of physical acts such as assaults or altercations. This limited understanding overlooks the broader spectrum of behaviors that constitute workplace violence and can have detrimental effects on the overall well-being of employees and the workplace environment. We will explore how this misunderstanding can harm the workplace.  

The Multi-Dimensional Nature of Workplace Violence 

When we conduct training and we ask the class, “what is the first thing that comes to mind when I say ‘workplace violence’?” We’re most often met with a description of some form of active shooter / assailant. And that’s understandable as those are the cases you hear about in the news. However, it’s vital to understand that Workplace violence encompasses a wide range of behaviors that extend beyond physical violence. It includes verbal abuse, bullying, intimidation, sexual harassment, threats, stalking, and psychological or emotional harm. These non-physical acts can be equally damaging and create a toxic work environment that negatively impacts employee well-being, morale, productivity, and organizational culture. 

The Harmful Consequences of this Stigma 

Ignoring Warning Signs:

By focusing solely on physical violence, organizations may overlook the warning signs of non-physical forms of workplace violence. This stigma prevents proper identification and early intervention, allowing harmful behaviors to escalate unchecked. Emotional and psychological harm inflicted through verbal abuse or harassment can lead to long-lasting psychological trauma for victims and have a lasting impact on their professional and personal lives. 

Fostered Hostile Work Environment:

The stigma that workplace violence is purely physical perpetuates a culture that trivializes or dismisses non-physical forms of violence. This attitude can create a hostile work environment where employees feel unsafe, undervalued, and unable to speak up about their experiences. Consequently, this type of environment erodes trust, collaboration, and engagement among employees, affecting overall productivity and job satisfaction. 

Underreporting and Silence:

When employees perceive that workplace violence is limited to physical acts, they may be less likely to report incidents of non-physical violence, harassment, or bullying. They might believe that their experiences are not valid or severe enough to warrant attention or intervention. This underreporting further perpetuates the cycle of violence, allowing perpetrators to continue their harmful behaviors without consequences. 

Recognizing the Full Spectrum of Workplace Violence 

To promote a safer and healthier work environment, organizations must dispel the stigma that workplace violence is limited to physical acts and acknowledge the full spectrum of behaviors that constitute workplace violence. Here's how organizations can address this misunderstanding: 

Education and Awareness:

Organizations should provide comprehensive training programs that educate employees about the different forms of workplace violence, including non-physical acts. Training should not only include how to respond to extreme forms of physical violence, but also defines the other behaviors that constitute workplace violence and how to report them. 

Policy Development and Implementation:

Organizations should establish clear and comprehensive policies that explicitly define and condemn all forms of workplace violence, including non-physical acts. These policies should provide guidelines for reporting incidents, outline disciplinary procedures, and emphasize support mechanisms for victims. 

Encouraging Reporting and Support:

Organizations should create a safe and confidential reporting system that encourages employees to report incidents of workplace violence, regardless of whether they involve physical or non-physical acts. Whistleblower protection policies and anonymous reporting channels can help alleviate concerns about retaliation and ensure that victims feel supported and heard. 

Promoting a Positive Organizational Culture:

Organizations should foster a culture that values open communication, trust, respect, and a “No Threats, No Violence” posture for all forms of workplace violence. This includes promoting empathy, active listening, and creating opportunities for employees to share their experiences and concerns without fear of judgment or retribution. 

The misconception that workplace violence is solely physical hinders the development of a safe and healthy work environment. By recognizing and addressing the full spectrum of workplace violence, organizations can effectively combat harmful behaviors, promote employee well-being, and foster a positive organizational culture.  

Overcoming Stigmas and Creating Successful Workplace Violence Programs 

Workplace violence stigmas negatively impact individual organizations and the workplace as a whole. The fear of addressing workplace violence and the misconception that it only involves physical acts are only two stigmas, there are numerous others, and they all contribute to an environment where violence goes unchecked and employee well-being is compromised. 

We’ve provided a few examples here to help, but the solution truly stands in having a robust workplace violence program. One that is consistent with prevailing standards and applicable regulation, with training for employees, frontline leaders and behavioral threat assessment and management teams. CPPS has developed the Safe Workplace Unlimited Package to meet this need. Learn more by visiting https://www.cpps.com/unlimitedpackage  

By Mike Ritchie, VP of Business Development