The Comprehensive Workplace Violence Prevention Strategy and the Non-Violent Threat

Workplace Violence Prevention sends chills down the spines of most people who either are not familiar with the definition of workplace violence or whom dread the thought of such a horrific event be-falling their place of work or if caught in a public place. But the truth of the matter is that workplace violence prevention is not only about preventing and managing the horrific outcome of a disgruntled person, domestic/intimate partner relationship that spills into the workplace or if caught in a public place shooting spree. Workplace Violence in fact consists of low-level behavior and conduct that people resort to on their way towards exacting their vengeance. It derives energy from perceptions, unintended consequences of workplace policies, poor supervision, disparate treatment, unresolved complaints, employee conflicts and personal situations.

It does not have to be horrific or “violent” but it can result in non-fatal acts of violence which are of an everyday workplace concern according to recent FBI and OSHA Data, than the actual horrific act of homicidal violence. Between 1992 and 2012 there were 14,770 workplace homicide victim according to the Census of Fatal Occupational Injuries (CFOI). They report an average of 2 million nonfatal incidents per year.

When organizations run scared and over indulge or focus on active shooter, the threat posed by a disgruntled person with a gun in your workplace, school or hospital grounds you might miss the value of proper preparedness and prevention through sound workplace violence prevention strategies and measures in mitigating such an outcome. Over indulging in the homicidal outcome might suggest that workplaces are powder kegs of employees you hired who slipped through the cracks during your due diligence background screening. I don’t think so but, the implications are clear.  If the focus is on the active shooter threat prudent discussion must occur that frames the content around what measures to take “WHEN” confronted by the threat and not “if” it happens. This philosophy requires a prevention mindset and an organizational response. We are emphasizing the value of preparedness training in all aspects of workplace violence prevention and violence response that includes Active Shooter. 

Whether the perpetrator of a violent act is a student, employee, patient or vendor the transition from nonfatal / non-violent behavior to thoughts of violence can be prevented, managed and minimized through robust, agile and proactive intervention and prevention measures.  Workplaces offer the best opportunity to notice such intentions during transition from disgruntled to aggressor. During this transition, the perpetrator goes through a process described as the “5 phases or stages of the active shooter.  If the workplace violence prevention efforts are proactive and there’s an engaged supervision and early detection, prevention can still occur. Awareness of the these 5 phases or stages can offer early detection and if they can be recognized.  Having a Robust, Agile and Proactive (RAP) Violence Interdiction (VI) Workplace Violence Prevention Program will empower most workplaces to anticipate the problem by recognizing the warning signs, risk factors and contributing factors long before catastrophe strikes.

A comprehensive Workplace Violence Prevention Program encourages and empowers organizations to collaborate and integrate resources more efficiently to proactively combat the threat of workplace violence. Through integration of resources, collaboration enables the organization to apply strategies and measures in responding to recognize associated behaviors and conduct in preventing escalation and more aggressive behavior. The object is to contain escalation through a culture that is mutually supportive, eager to resolve conflict and correcting at risk situations.  Those organizations who employ Robust, Agile and Proactive Leadership will be better prepared and aware to recognize at risk situations, address potential problems and take proactive corrective actions to avert escalation and further increasing hostilities. But first, we must stop denying the threat and the risk as a real and present danger. 

Employees who know expectations will respond appropriately. Failure to provide resources, articulate the policy, explain management commitment and provide for safety and security training will diminish employee trust and confidence in the workplace’s ability to care for their safety.

This is a common attitude observed emanating from the fact that most organizations feel the solution is termination, and even then it is done in unintentionally humiliating ways. Those who decide to take the leap into Robust Agile Proactive Violence Interdiction Strategy quickly realize that the workplace at every level is empowered to act and in control of their situations through increased awareness and understanding of what measures to take. A culture that is not afraid to promote prevention instills the meaning that “Workplace Violence Prevention is everyone’s responsibility”.

A comprehensive workplace violence prevention initiative can help identify the behavior and conduct of the non-violent offender as well who resorts to the following behavior in exacting their retaliatory vengeance. These behaviors are the response by those who can’t face their “perpetrators” or whom want to take it out on the organization for doing nothing. Remember, these are the non-violent types who are not predisposed to violence but who feel equally aggressive in seeking retaliation. Here are some of the recent behaviors uncovered during recent consulting projects involving low-level incidents of workplace violence.

• Downloading of viruses.
• E-mail and threatening correspondence.
• Sabotage and vandalism of personal and organizational property.
• Malicious product tampering.
• Systems sabotage.
• Theft or compromise of proprietary information
• Theft or sale of client lists and trade secrets.
• Civil claims of discrimination under Equal Employment Opportunity (EEO).
• Claims of false terminations.

You can anticipate some of these risks and exposures by being proactive. I thought this book provided by an associate might be of interest to you as part of your efforts to protect your organizations from potential threats posed by the non-violent offender against your computer systems. The book, “The Zealots Guide To Computer Security 2013” can be purchased On Amazon Now. This book on Network security practices and architecture for networks is easy to understand and it serves as a self-tutorial teaching you how to implement better network security measures. The author Brian Taylor is an expert in his field and someone who understands the threat posed by the disgruntled person as well. You can find Brian on Twitter at @AlwayInTao.