According to the National Institute for Occupational Safety and Health (NIOSH), out of 100 nurses, 13 of them experience physical assault. Workplace violence in the healthcare sector is a big concern for stakeholders and HR managers.
For this reason, they must find ways to protect healthcare professionals through reactive and proactive measures. This article talks about workplace violence, its causes, its impact on healthcare employees, and the role of HR in creating a safe and protective environment.
Understanding Workplace Violence in Healthcare: Types and Causes
Healthcare is one of the fastest-growing economic sectors in the United States. There are over 22 million healthcare workers, with 80% of them being women. In addition, women are more susceptible to workplace violence compared to men. Workplace violence in healthcare facilities causes both physical and psychological effects.
According to the United States Department of Labor, workplace violence sometimes results in death. The average homicide rate of private healthcare workers was 20 deaths per year.
According to the Occupational Safety and Health Administration, workplace violence can be categorized into four categories.
Type 1: Criminal Intent
Type I workplace violence occurs when an individual with no legitimate relationship to the workplace commits an act of violence. The violence can be in the form of a robbery, assault, or homicide.
An example of this is when an armed person decides to rob a hospital pharmacy to get controlled substances. Another example is when a healthcare provider is attacked during late-night shifts.
Type II: Customer/Client Violence
Type II violence is also known as patient and visitor violence. This type of violence occurs when patients or their family members attack healthcare workers. This can be due to several reasons, such as frustration or mental instability.
An example of this is when a disoriented patient strikes a nurse while resisting treatment. This is the most common type of workplace violence in healthcare facilities.
Type III: Worker-on-Worker Related Violence
This type of violence involves conflicts between employees and includes vices such as bullying, verbal abuse, and physical altercations.
This type of violence can be lateral or vertical. Lateral violence occurs if the workers are of the same age group. Vertical violence occurs when a superior mistreats a subordinate.
Type IV: Personal Relationship Violence
This type of violence occurs when a healthcare professional is targeted at work by someone with whom they have a personal relationship. A good example is an abusive partner who goes to a medical facility to cause harm or injury.
There are several causes of workplace violence in the healthcare industry. The most common is patient-related factors such as treating a patient with a mental illness. Healthcare workers can also be attacked if they work in a room where security guards are out of sight.
The Impact of Workplace Violence on Healthcare Employees
Workplace violence causes severe psychological and mental impacts on the victim. Apart from the pain and suffering it causes, employees can suffer from low morale and productivity. Violent incidents can lead to bruises, fractures, and concussions.
Psychologically, employees exposed to violence have post-traumatic stress disorder (PTSD). PTSD is a condition that causes negative emotions such as fear, anger, or shame. It also causes negative feelings about oneself or the world.
Other impacts of workplace violence are:
Fall in Moral and Productivity
Violence negatively impacts workplace morale, and employees who feel unsafe experience reduced job satisfaction and motivation. This leads to disengagement, affecting morale. Similarly, high levels of workplace violence contribute to increased absenteeism. This is because employees might take some time off to recover.
In the long run, a toxic work environment may discourage people from joining the healthcare industry.
Legal and Financial Implications
Victims of workplace violence file lawsuits, and this increases the legal costs for hospitals and clinics. The lawsuits are based on OSHA’s General Duty Clause, which states that employers must provide a conducive and secure work environment. Businesses that fail to provide a safe environment pay hefty penalties and fines. While some forms of workplace violence may be more difficult to prevent, employers should maintain an environment of communication and trust to ensure their employees always feel safe enough to approach them with any concerns or altercations.
Lastly, healthcare facilities risk reputational damage. This means they may struggle to attract top talent or secure funding.
The Role of HR in Establishing a Safe and Supportive Workplace Culture
HR is crucial in fostering a workplace culture prioritizing safety and support for healthcare employees. Failure to create a safe working environment can result in multiple lawsuits, injury to their employees, and a negative reputation for lack of concern for safety.
Some of the roles of an HR professional are:
Developing and Enforcing a Workplace Culture Policy
One of HR’s primary responsibilities is to create clear and enforceable workplace violence prevention policies which can be outlined as part of your employee handbook. The policies must outline what constitutes physical violence, verbal threats, harassment, and intimidation. Also, the policy must be strict in that acts of violence are dealt with immediately.
Lastly, the policies must adhere to various laws and regulations, such as OSHA and local labor laws.
Training Employees on Workplace Safety
HR must ensure employees receive training and education to handle workplace violence. The training should focus on conflict resolution and de-escalation techniques. In addition, educate your staff on recognizing early warning signs such as erratic behavior or verbal threats.
HR must also carry regular safety drills and prepare employees for violent scenarios. These scenarios can include patient attacks, active shooter incidents, and physical altercations.
HR should collaborate with security teams to enhance workplace security measures. Implementing measures like access control systems and duress or panic buttons can significantly enhance security. These emergency alert systems provide immediate assistance, making them especially valuable for staff working in isolated areas or night shifts.
Responding to Workplace Violence: Post-Incident Support and Recovery
Workplace violence should be responded to immediately. After a violent altercation occurs, the victim needs to seek safety and get medical assistance. Security teams must activate emergency response protocols and provide first aid to the injured.
The management then conducts formal investigations to discover what happened. Evidence such as video footage should be preserved for legal and preventative use.
HR should provide a comprehensive mental health support program, such as counseling, to help the victim cope with the trauma. To prevent long-term health effects, regularly follow up on the affected employee and provide temporary work accommodation if need be.
In conclusion, workplace violence is a serious issue that impacts employee safety, morale, and institutional stability. HR plays a crucial role in prevention by implementing clear policies, enhancing security measures, and fostering a culture of transparency and support. In the event of violence, a swift response is crucial for protecting healthcare workers.
Healthcare institutions can create a safer, more supportive environment by prioritizing proactive strategies.
