25% employees witness workplace violence; 40% lack confidence in employer response: Study

Ensuring employee well-being remains a central priority in the workplace, especially in today's rapidly changing world, marked by economic volatility and heightened reports of violence. These factors not only affect society as a whole but also pose challenges to our mental health and sense of safety. 

Traliant's report revealed that nearly one in four employees witnessed workplace violence in the last five years, with 12% experiencing violence firsthand. Research has established a link between workplace violence, including harassment, and mental health, highlighting the ongoing impact of safety concerns on mental well-being if left unaddressed. 

For example, in environments where harassment goes unaddressed, employees may experience anxiety about the behaviour itself and fear reporting misconduct due to potential retaliation. Traliant's data revealed that one-third of employees would only report harassment or misconduct anonymously. 

Additionally, acts of violence rank as the third-leading cause of fatal occupational injuries in the U.S., emphasising the need to prioritise workplace violence prevention for the physical and psychological safety of employees. 

So, how ready are organisations to tackle the impacts of workplace violence? In short: There's still much to be done. 

Traliant's data reveals that 40% of employees believe their employers aren't adequately equipped to handle workplace violence effectively. When organisations fail to address acts of violence or recognise their link to employees' mental health, they overlook the safety of their workforce. 

Employers must extend their focus on mental health beyond initiatives like promoting work-life balance, offering more vacation days, gym memberships, or meditation apps. It's crucial for them to prioritise employee safety and consider several preventive strategies. 

Having a written policy is crucial because it signals that the organisation prioritises workplace violence and harassment prevention. Similar to a harassment-prevention policy, a workplace violence prevention policy is essential for ensuring a safe work environment.

OSHA mandates that employers provide a safe workplace and can take action against those who fail to do so. By having a written workplace violence prevention policy, employers demonstrate their commitment to addressing workplace violence to both employees and regulatory bodies. 

Additionally, policies should offer clear guidance on emergency procedures, reporting protocols for workplace violence concerns, the organisation's response to reports, and assurance that there will be no retaliation against employees who voice concerns. 

Regular training is essential once workplace violence and harassment prevention policies are established. Training sessions should familiarize employees with the policies, teach them to recognise harassment, and alert them to early signs of potential violence from coworkers or others. 

Moreover, training ensures that employees are equipped to handle incidents should they arise by guiding them on reporting procedures and reiterating that retaliation will not be tolerated. This is especially crucial in cases of harassment and misconduct, where behaviours may go unnoticed by others. 

Employees need to feel confident in their employers' resources and processes without fearing safety or job repercussions. It's vital for organisations to recognise the interconnectedness of workplace safety and mental health. 

While addressing common contributors to poor mental well-being like burnout and physical health is important, strategies for preventing workplace violence and harassment must also be integrated. 

These factors play a significant role that shouldn't be underestimated. Acknowledging the link between safety and mental health not only enhances employers' ability to safeguard employees but also demonstrates forward-thinking and awareness of the diverse stressors impacting employees today. 

Employees cannot perform at their best if they are grappling with poor mental health. Today, feeling safe at work is also part of the equation. Organisations that neglect proactive workplace safety strategies are failing both their business and their employees.