Generational differences in retail workplace safety
Workplace safety
Workplace violence is an ever-growing concern that’s impossible to ignore. With almost two million Americans falling victim to occupational violence every year, according to the Occupational Safety and Health Administration (OSHA), creating a safe work environment has never been more critical.
And it’s not just about physical safety. A Honeywell survey found that 68% of workers report not feeling safe at work, highlighting the pervasive fear of violence within workplaces. This fear of violence can take a toll, leading to mental health issues, lower productivity, higher absenteeism, and turnover. When employees are constantly looking over their shoulders, it’s hard for them to focus on their work.
The financial impact on businesses is equally concerning. The American Federation of Labor and Congress of Industrial Organizations (AFL–CIO) reports workplace violence causes businesses to lose an average of $250-330 billion annually.
California Leads the Way with First Workplace Violence Prevention Law
To improve workplace safety, California enacted a first-of-its-kind Workplace Violence Prevention Law that went into effect on July 1, 2024. This law mandates that employers develop and maintain a comprehensive workplace violence prevention plan, which entails:
- Identifying workplace hazards and corrective measures
- Providing training for employees and managers
- Defining clear incident reporting protocols
And it’s not just California taking action. According to a Traliant survey, 90% of employees believe other states should follow suit. New York is already on board with the Retail Worker Safety Act, which, if passed, will require most retail employers to implement a workplace violence prevention policy, provide annual training and even install panic buttons linked to 911 by 2027.
What is Workplace Violence?
Workplace violence isn’t just about physical assaults—it’s a broad term that includes any act or threat of physical violence, harassment, intimidation, or other disruptive behavior that occurs at the work site. According to OSHA, it can range from verbal threats and abuse to, in the worst cases, homicide.
Workplace violence should be on every HR professional’s radar. That begins by understanding the different forms workplace violence can take to effectively prevent and respond to it. Here are the four main types:
Criminal Intent: This occurs when the perpetrator has no legitimate relationship with the business or its employees, often entering the workplace to commit a crime like robbery or trespassing.
Customer/Client: Here, the perpetrator has a legitimate relationship with the business but becomes violent during service. This often involves clients, patients, customers, passengers or students.
Worker-on-Worker: This is when an employee or past employee attacks or threatens another employee. Political changes can create added tensions to exacerbate this type of violence, leading to conflicts, verbal threats, or even physical altercations between colleagues with differing views.
Personal Relationship: In this scenario, the perpetrator usually has a personal relationship with the intended victim and no relationship with the business itself. Domestic violence that spills over into the workplace falls into this category.
In addition to these categories, lateral violence, which often falls under the “worker-on-worker” category, deserves special attention. It refers to hostile behavior among colleagues of equal status such as harassment, including sexual harassment, bullying, sabotage and exclusion.
Spotting Red Flags: Recognizing the Warning Signs of Workplace Violence
Preventing workplace violence starts with recognizing the warning signs before an incident occurs. While HR plays a crucial role, managers and coworkers are also on the front lines, interacting daily with employees and often the first to notice changes in behavior that could indicate a potential for violence.
Here are some common warning signs that everyone in the workplace should keep an eye out for:
- Verbal threats or aggressive behavior
- Significant changes in an employee’s behavior or performance
- Displays of extreme stress or depression
- Fascination with weapons or violence
- Substance abuse
- Frequent conflicts with coworkers or supervisors
- Expressions of hopelessness or suicidal thoughts
Managers should be trained to recognize these indicators as part of their supervisory responsibilities. By staying alert to these signs, they can take proactive measures, such as addressing concerns with the employee or escalating the issue to HR before it becomes a serious threat. Similarly, coworkers who observe these behaviors should feel empowered to report them without fear of retaliation. When employees look out for one another and communicate openly about potential threats, the workplace becomes a safer environment for everyone.
6 Steps to Preventing Workplace Violence
So, what can you do to help create a safer workplace? Here are six steps HR professionals can take to prevent workplace violence:
- Develop and Communicate a Comprehensive Prevention Program: Adopt a zero-tolerance policy toward workplace violence and ensure all employees are aware of these policies and procedures.
- Conduct Regular Training: Provide ongoing training for employees and management on recognizing, avoiding and responding to potential violent situations. Include conflict resolution and de-escalation techniques so everyone feels prepared.
- Establish a Reporting System: Create a safe, confidential system for reporting threatening behaviors or incidents. Employees need to know they can report concerns without fear of retaliation.
- Perform Regular Risk Assessments: Regularly evaluate your workplace for potential hazards that could contribute to violent incidents. Assess the physical environment, identify high-risk situations and review past incidents.
- Implement Security Measures: Depending on the risk assessment, consider implementing security measures such as surveillance cameras, controlled access to the building and hiring security personnel.
- Create a Positive Work Environment: Foster a supportive work environment year-round to reduce workplace harassment, incivility and acts of violence. Encourage employees to embrace individual differences and work towards building a culture of respect and inclusion.
By taking these steps, you can help create a safer, more secure workplace that not only reduces the risk of violence but also boosts overall organizational health and productivity.
