Protecting Our Healthcare Heroes: Addressing Workplace Violence in the Healthcare Industry

Introduction

Workplace violence is a pervasive issue in the healthcare industry that poses significant risks to healthcare professionals. According to the Occupational Safety and Health Administration (OSHA), healthcare workers are four times more likely to experience workplace violence than other professionals. Injuries due to workplace violence can have a substantial impact on healthcare workers and healthcare facilities, including lost hours, wages, medical bills, recruiting costs, and medical errors. This article will discuss workplace violence and the healthcare industry, including statistics on injuries due to workplace violence, costs associated with losing medical professionals, current or pending legislation, effective prevention efforts, and the impact of COVID-19 on workplace violence in healthcare.

Statistics on Injuries Due to Workplace Violence

The Bureau of Labor Statistics (BLS) reported that in 2019, there were approximately 23,000 injuries due to workplace violence in the healthcare industry. Healthcare and social assistance workers had workplace injury rate of 6.5 per 100 full-time workers, higher than any other industry sector. Furthermore, the National Institute for Occupational Safety and Health (NIOSH) reported that nearly 75% of nonfatal workplace assaults occur in the healthcare and social assistance industries.

In addition to physical violence, healthcare workers may also experience non-physical forms of workplace violence, such as verbal abuse, threats, and bullying. According to a survey conducted by the Emergency Nurses Association (ENA), nearly 90% of emergency department nurses reported experiencing verbal abuse, and 61% reported experiencing physical violence on the job.

Costs Associated with the Loss of Medical Professionals

The costs associated with the loss of a medical professional due to workplace violence can be substantial, including lost hours, wages, medical bills, recruiting costs, and medical errors. A study by the National Institute for Occupational Safety and Health (NIOSH) estimated that the average cost of a lost-workday injury due to workplace violence in the healthcare industry is $94,000. Moreover, the cost of recruiting and training new healthcare workers can be expensive, ranging from $40,000 to $100,000 per employee, depending on the profession. Additionally, medical errors can occur when healthcare workers are traumatized or fatigued, leading to additional costs and risks to patient safety.

Legislation Regarding Workplace Violence in the Healthcare Industry

Due to the increasing incidence of workplace violence in the healthcare industry, lawmakers have implemented or proposed legislation to protect healthcare workers. For instance, in 2018, the Workplace Violence Prevention for Health Care and Social Service Workers Act was introduced in Congress. This bill requires employers in the healthcare industry to develop and implement a comprehensive workplace violence prevention plan to protect employees from workplace violence. Additionally, some states have enacted their own laws to address workplace violence in the healthcare industry. For example, California has implemented regulations requiring healthcare employers to implement workplace violence prevention plans, conduct risk assessments, and provide training to employees.

Effective Prevention Efforts

Prevention efforts are critical to reducing the incidence of workplace violence in the healthcare industry. Effective prevention strategies include:

1. Training and awareness programs: Healthcare employers can provide training and awareness programs to help employees recognize and manage violent behaviors in the workplace, de-escalate tense situations, and communicate effectively with patients, visitors, and colleagues.

2. Behavioral threat assessment and management teams: Healthcare facilities can establish threat assessment and management teams to identify and manage potentially violent situations.

3. Policies and procedures: Healthcare employers can develop and implement policies and procedures to prevent and respond to workplace violence.

4. Creating a culture of safety and support: Healthcare leaders can foster a culture of respect and empathy, promote mental health and well-being, and encourage open communication between employees and management.

The Impact of COVID-19 on Workplace Violence in Healthcare

The COVID-19 pandemic has increased the risk of workplace violence in the healthcare industry. According to a survey conducted by National Nurses United (NNU), 20% of nurses reported experiencing an increase in physical violence during the pandemic. The pandemic has created additional stressors for healthcare workers, including increased workloads, inadequate personal protective equipment (PPE), and fear of contracting the virus.  Furthermore, healthcare workers may experience harassment and discrimination related to COVID-19, such as racial and ethnic slurs or blaming for the spread of the virus.

The COVID-19 pandemic has created new challenges for healthcare workers, including increased stress and anxiety, which may contribute to an increase in workplace violence. In a post-COVID environment, healthcare leaders can promote mental health and well-being among employees by offering counseling services, promoting work-life balance, and providing resources for stress management. By addressing the unique challenges associated with healthcare in a COVID or post-COVID era, healthcare employers can protect their employees and promote a safe workplace.

Training and Awareness Programs for Workplace Violence Prevention Programs in the Healthcare Industry

Training and awareness programs are a critical component of workplace violence prevention efforts in the healthcare industry. These programs can help employees recognize and manage violent behaviors in the workplace, de-escalate tense situations, and communicate effectively with patients, visitors, and colleagues. While implementing training and awareness programs requires a significant investment of time and resources, the benefits can outweigh the costs. For example, a study by the National Institute for Occupational Safety and Health (NIOSH) found that a workplace violence prevention program in a healthcare facility reduced the incidence of workplace violence by 51% and saved an estimated $4.5 million in direct and indirect costs.

Furthermore, training and awareness programs can contribute to a positive workplace culture by promoting open communication, respect, and empathy. Employees who feel supported and valued by their employer are more likely to report incidents of workplace violence and participate in prevention efforts.

Conclusion

Workplace violence is a significant concern in the healthcare industry, and healthcare workers are at high risk of experiencing violence in the workplace. Injuries due to workplace violence can have a substantial impact on healthcare workers and healthcare facilities. The costs associated with losing a medical professional due to workplace violence can be significant, including lost hours, wages, medical bills, recruiting costs, and medical errors. Legislation and effective prevention efforts are critical to reducing the incidence of workplace violence in the healthcare industry. 

Healthcare employers can promote a culture of safety and support, provide training and awareness programs, establish threat assessment and management teams, and implement policies and procedures to prevent and respond to workplace violence. Additionally, the COVID-19 pandemic has created additional stressors for healthcare workers, increasing the risk of workplace violence. Healthcare employers can take steps to mitigate the risk of workplace violence related to COVID-19 by providing adequate PPE, implementing infection prevention measures, and promoting mental health and well-being among employees. By adopting a comprehensive approach to workplace violence prevention, healthcare employers can create safer workplaces and protect their employees from harm.

References:

Bureau of Labor Statistics. (2020). Nonfatal occupational injuries and illnesses requiring days away from work, 2019. Retrieved February 22, 2023, from https://www.bls.gov/news.release/archives/osh2_11192020.pdf

California Department of Industrial Relations. (n.d.). Workplace Violence Prevention in Health Care. Retrieved February 22, 2023, from https://www.dir.ca.gov/dosh/WPV/Workplace-Violence-Prevention-in-Health-Care.html

Congress.gov. (2018). H.R. 7141: Workplace Violence Prevention for Health Care and Social Service Workers Act. Retrieved February 22, 2023, from https://www.congress.gov/bill/115th-congress/house-bill/7141/text

Emergency Nurses Association. (2019). Workplace Violence Survey. Retrieved February 22, 2023, from https://www.ena.org/docs/default-source/resource-library/practice-resources/workplace-violence-survey.pdf

National Institute for Occupational Safety and Health. (2022). Workplace Violence Prevention Strategies and Research Needs. Retrieved February 22, 2023, from https://www.cdc.gov/niosh/docs/2022-105/default.html National Nurses United. (2021). 

COVID-19 and Patient Safety. Retrieved February 22, 2023, from https://www.nationalnursesunited.org/patient-safety National Nurses United. (2018). 

Economic Costs of Workplace Violence in Healthcare. Retrieved February 22, 2023, from https://www.nationalnursesunited.org/sites/default/files/nnu/graphics/documents/03.2018_economic_costs_of_workplace_violence_in_healthcare.pdf

Occupational Safety and Health Administration. (n.d.). Healthcare. Retrieved February 22, 2023, from https://www.osha.gov/SLTC/healthcare_facilities/index.html

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