10 Ways to Prevent Workplace Violence and Harassment

In today’s dynamic work environments, protecting the well-being of employees extends beyond traditional hazards to encompass the critical issue of workplace violence and harassment. Violence and harassment have a ripple effect that creates emotional trauma in the victims, their co-workers, their families, and even the community. In the workplace, violent acts cause immediate and long-term disruption to interpersonal relationships and the overall working environment. In this blog, we discuss ten proactive strategies to prevent workplace violence and harassment, with the overall goal of providing workplaces with the tools they need to prioritize worker safety.

1. Implement Clear Anti-Harassment Policies

An anti-violence and harassment policy is a formal document an organization can develop to outline its commitment to preventing and addressing workplace violence and harassment. The policy should clearly define violence and harassment, outline the responsibilities of both the employer and employees, provide reporting structures, detail the investigation processes, and list available support and resources. A robust violence and harassment policy is a proactive approach that conveys that this type of conduct will not be tolerated.

2. Conduct Regular Training Sessions

Training sessions educate employees about the various forms of workplace violence and harassment, including physical, verbal, psychological, and sexual. By understanding what constitutes unacceptable behaviour, employees are better equipped to identify potential signs of harassment or violence before they escalate. Additionally, training reinforces employees’ rights to a safe and respectful work environment. Training opportunities allow employees to learn about their right to report incidents without fear of retaliation and the procedures for doing so, empowering them to act when necessary. Regular training sessions ultimately foster a culture of awareness, accountability, and respect within the organization.

3. Foster Open Communication Channels

Creating open communication channels empowers employees to voice their concerns, seek support, and report incidents without fear of retaliation. One way to establish open communication channels is to implement anonymous reporting systems, like hotlines or drop boxes. These anonymous systems combat any fear individuals may have about reprisals.

4. Encourage Reporting and Support Systems

Employers should foster environments where reporting is encouraged. We recommend having clear reporting procedures in place so employees are more likely to feel comfortable reporting incidents without fear. Additionally, implementing support systems such as employee assistance programs (EAPs), counselling services, and victim advocacy programs offers resources and assistance to individuals who have experienced harassment or violence, promoting their well-being and facilitating their recovery.

5. Promote a Respectful Workplace Culture

A respectful workplace culture establishes clear expectations for employee behaviour, communication, and interactions. When expectations are clearly defined, employees understand what is considered acceptable conduct and are more likely to adhere to these standards. It is important to note that leaders, such as managers and supervisors, must play a crucial role in modelling respectful behaviour. When leaders demonstrate respect for all employees, regardless of their position or background, it sets a positive example for the entire organization and reinforces the importance of respectful interactions.

6. Address Power Imbalances

Addressing power imbalances is crucial as they can create environments where abuse of authority and exploitation thrive. You can address power imbalances by ensuring that all employees are treated fairly and equitably, regardless of their position or status within the organization.

7. Provide Resources for Conflict Resolution

Conflict resolution training sessions are one beneficial resource that gives employees the tools to handle conflicts. These programs teach effective communication, active listening, empathy, and negotiation techniques, empowering employees to address conflicts proactively and prevent escalation.

8. Conduct Risk Assessments

There are many factors to consider when conducting risk assessments, such as the occupational sector, operating hours, time of year, and geographic location. The risk of violence is higher in public-facing sectors such as health care, community care, social services, retail, hospitality, financial institutions, education, transportation, and correction services. Additionally, consider when your employees are on-site, as the risk of violence may be greater at certain times of the day, night, or year. For example, late hours of the night, early morning, or even tax season can see an increase in violent behaviour. Geographic location is another consideration, as the risk of violence may increase depending on where you are located. For example, areas isolated from other buildings may have a higher risk than a location in an office building.

9. Monitor and Review Prevention Efforts

Monitoring and evaluation should be conducted regularly to ensure that preventive measures remain effective and relevant. By continuously monitoring the workplace environment and adapting prevention strategies as needed, organizations can stay proactive in preventing workplace violence and maintaining a safe and secure workplace for all employees.

Preventing workplace violence and harassment requires a multifaceted approach that addresses risk factors, promotes a culture of respect and accountability, and provides employees with the resources and support they need to navigate conflicts effectively. Together, through collective commitment and concerted action, we can build workplaces where every individual can thrive without fear of violence or harassment.

10. Focus on Equity, Diversity, and Inclusion Initiatives

Equity, diversity, and inclusion (EDI) initiatives play a crucial role in fostering a safe workplace environment by addressing underlying factors that can contribute to workplace harassment and violence. By cultivating a culture of respect and understanding, EDI efforts mitigate conflicts arising from differences in backgrounds, perspectives, and experiences among employees. Strategies focused on promoting equity ensure fair access to opportunities and resources, reducing potential tensions stemming from perceived inequities. Prevention efforts within EDI frameworks often involve providing training on topics such as unconscious bias, microaggressions, cultural competency, and conflict resolution, equipping employees with the skills needed to navigate workplace disagreements constructively.

Additionally, inclusive policies and practices within organizations dismantle systemic barriers, creating an environment where all employees feel valued and supported, ultimately contributing to a workplace culture that is safer and more conducive to collaboration and productivity.