Workplaces across all industries are not immune to violence. While headlines grab our attention with shocking stories of workplace murders, the reality is that lesser forms of violence occur much more frequently. Verbal abuse, bullying, threats, intimidation, and physical assaults are far too common in many work environments. This not only causes physical and psychological harm but also erodes morale, productivity, and the basic human right to feel safe at work.

Industrial workplaces in particular face unique challenges when it comes to preventing violence. Tight quarters, stressful working conditions, and employees who feel overworked and under appreciated can combine to create a dangerous mix. Simmering resentments may explode into verbal or physical altercations. Outside threats, whether from customers, vendors or criminals targeting cash-rich businesses, also raise the risks.

Fortunately, workplace violence is not inevitable. With proper safeguards and an organizational commitment to a culture of nonviolence, employees in industrial settings can stay secure. The key is to implement evidence-based policies and procedures focused on identifying risks, heading off problems, and responding appropriately if violence does occur.

Defining Workplace Violence

Workplace violence encompasses a wide spectrum of behaviors, from threats and verbal abuse to physical attacks and homicide. The National Institute for Occupational Safety and Health (NIOSH) defines it as “violent acts (including physical assaults and threats of assaults) directed toward persons at work or on duty.”

A Technical Report from NIOSH identified these main types of workplace violence:

  • Criminal intent – violent acts committed during robberies or other crimes. This is the most common type of workplace homicide.
  • Customer/client – violence directed at employees by customers or clients. More common in settings like healthcare and social services.
  • Worker-on-worker – employees or former employees threatening or assaulting current employees.
  • Personal relationship – domestic violence entering the workplace. Accounts for 18% of workplace homicides among women.

While murder grabs headlines, the most frequent type of workplace violence consists of threats, bullying, intimidation, and less severe physical assaults. A study by the Bureau of Labor Statistics found that in 2019, 458,000 nonfatal incidents of workplace violence occurred across all industries. That’s nearly one thousand events each day. The impacts reverberate throughout organizations in reduced morale, higher absenteeism, and turnover.

Legal Requirements

Under the General Duty Clause of the Occupational Safety and Health Act, employers have an obligation to provide “employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm.” Unchecked workplace violence clearly meets the criteria of a recognized hazard likely to cause harm. Failure to address it can lead to citations and penalties from the Occupational Safety and Health Administration (OSHA).

In 2015, OSHA issued an Interpretation Letter stating that the General Duty Clause covers workplace violence and that employers must assess their workplaces to identify potential violence hazards as part of their Injury and Illness Prevention Programs.

In 2016, OSHA published Guidelines for Preventing Workplace Violence for Healthcare and Social Service Workers. Although geared toward those higher risk sectors, the guidelines provide an excellent violence prevention framework adaptable to any workplace. The five core elements are:

  • Management commitment and employee involvement
  • Worksite analysis and hazard identification
  • Hazard prevention and control
  • Safety and health training
  • Recordkeeping and program evaluation

Identifying Risk Factors

The starting point for preventing workplace violence is recognizing risks inherent to the work environment and employee population. Areas to analyze include:

  • Contact with the public – jobs with direct public interaction face higher risks from volatile customers.
  • Exchange of money – cash transactions can make businesses targets for robberies.
  • Delivery of passengers – transport workers often encounter intoxicated or aggressive riders.
  • Delivery of goods or services – employees doing off-site work face unpredictable environments.
  • Mobile workplace – driving on the job increases chances of road rage incidents.
  • Working alone – isolation removes deterrents for would-be attackers.
  • Working late night or early morning – darkness and isolation can empower assailants.
  • Guarding valuables – security personnel and cash handlers may be targeted.
  • Working in high-crime areas – environmental factors raise risks.
  • Understaffing and inadequate training – overburdened, undertrained staff become stressed and unable to diffuse volatile situations.

Certain times may pose higher risks as well, like paydays when large cash withdrawals lead to robberies or layoffs when disgruntled former employees may return to the workplace seeking retaliation.

Knowing the specific risk factors within their own workplaces allows organizations to tailor prevention strategies accordingly. For example, convenience stores combining public contact, late hours, solitary workers, and cash transactions implement multiple measures including strict cash handling procedures, enclosed security booths, limited overnight access, and surveillance cameras to deter potential assailants.

Warning Signs

While acts of workplace violence can never be fully predicted, in most cases warning signs appear well in advance. Certain behaviors should prompt caution and intervention:

  • Intimidating comments and verbal abuse
  • Shouting and angry outbursts
  • Waving fists or making threatening gestures
  • Refusing reasonable requests
  • Sabotaging equipment or work processes
  • Blaming others for mistakes
  • Appearing agitated, distracted, or under the influence
  • Bringing weapons to the workplace
  • Making overt threats of violence
  • Stalking or unwanted pursuit of coworkers

Sometimes supervisors and coworkers overlook these red flags, dismissing them as personality quirks. However, left unchecked, concerning behaviors tend to escalate. Acting quickly and decisively at the first signs of trouble can avoid tragedy. Employees should feel empowered to report warning signs, and management must respond to all reports promptly, before situations spiral out of control.

Prevention Strategies

Once an organization identifies its specific risks for workplace violence, appropriate prevention strategies can be implemented, following a hierarchy of controls model:

  • Elimination – complete removal of a hazard. For example, restricting public access to reduce risks from customers.
  • Substitution – replacing a hazardous condition with a safer alternative. Such as installing physical barriers between staff and the public.
  • Engineering Controls – processes that automatically reduce exposure to hazards. For example, surveillance cameras or panic buttons to deter assaults.
  • Administrative Controls – policies and procedures that reduce the likelihood of violence. Including training programs, reporting/investigation policies, and mental health resources.
  • PPE – protective gear as a last line of defense, like clothing, masks, or helmets that prevent injuries.

For many risks, combining controls produces the best results. Situations involving money should always receive strong safeguards like sealed drop boxes, strict cash handling procedures, and access control vestibules to isolate employees. Counterbalancing stressors like short-staffing and excessive overtime should also be priorities.

Proper Staff Training

Well-trained employees provide the human element in violence prevention. Training should cover:

  • Conflict resolution and de-escalation techniques
  • Self-defense methods
  • Emergency response protocols
  • How to detect and report warning signs
  • Special precautions for identified risks

Programs should be repeated annually and included in new hire orientation. Comprehensive policies demonstrate an organization’s commitment to safety.

Creating a Culture of Nonviolence

While controls and training help prevent workplace violence, achieving lasting results requires a culture change. Organizations must make clear that threats and assaults will never be tolerated or ignored. This starts with management commitment to a zero-tolerance policy. Leaders must demonstrate that every employee has the right to feel safe at work.

Maintaining open communication and not allowing minor issues or personality conflicts to fester also helps sustain a nonviolent culture. Annual workplace violence prevention training refreshes awareness. Finally, providing mental health resources signals that the organization cares about employees under stress.

With a collaborative effort and shared vigilance, industrial workplaces can move toward the goal of completely eliminating violence from their cultures. The process begins with recognizing that no business and no employee should consider violence an inevitable risk on the job.

Are you concerned about the rising levels of conflict and violence in industrial workplaces? This is a topic that can’t be taken lightly. In an environment where a small disagreement can escalate into something more dangerous, or even fatal, the importance of proper training cannot be overstated.

Equip your team with the expertise to address violence effectively with our “Workplace Violence in Industrial Environments” course. This tailored program focuses on:

  • Identifying violence in the workplace
  • Recognizing imminent threats
  • Managing aggressive and violent behavior
  • Implementing a “Workplace Violence Prevention Program”

Utilizing HD videos and real-world scenarios, our short 3-5 minute micro-courses provide targeted, practical solutions for everyone in your organization. Don’t settle for generic training; invest in the safety, morale, and well-being of your team.

Click the link below for more information or try our demo today. Make the decision to create a safer, more respectful workplace. Your team deserves the best, and we’re here to help you deliver it.

Workplace Violence in Industrial Environments