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Workplace Violence ©SHRM 2012 2
Definitions
Workplace violence: Assaults and other violent acts or threats that occur in or are related to the workplace and entail a substantial risk of physical or emotional harm to individuals or damage to company resources or capabilities. Workplace violence may involve employees, clients and vendors of the affected organization as well as those who do not have a relationship with the organization but who may know the intended victims.
Target: The person toward whom the threat of violence is directed.
Workplace Violence ©SHRM 2012 3
Key Findings
Are organizations experiencing workplace violence? Over one-third (36%) of organizations reported incidents of workplace violence. Compared with two years ago, most organizations indicated that incidents of violence had either stayed about the same (45%) or decreased in frequency (40%), while 15% reported an increase in frequency.
To whom are threats of violence typically reported? The majority of organizations reported that threats of violence are reported to the HR department/function head (83%) or to the threatened employee’s direct supervisor (68%).
How do or would organizations respond to threats of violence from an employee? The top four responses were: the response depends on the specific circumstance (61%), zero tolerance policy (immediate termination) (47%), a written warning (31%) and suspension (29%).
What are the costs of workplace violence? The three most common costs associated with workplace violence were management time/expense (55%), productivity loss (37%) and staff replacement costs resulting from turnover caused by the incident (34%).
Workplace Violence ©SHRM 2012 4
Workplace Violence
Incidents of Violence in the Workplace
Incident Reporting
Response to Incidents
Effects of Violence on Employees
Costs of Violence to the Organization
Workplace Culture
Workplace Violence ©SHRM 2012 5
Has your current organization ever experienced an incident of workplace violence?
No; 64%
Yes; 36%
Note: Respondents who answered “not sure/don’t know” were excluded from this analysis.
Workplace Violence ©SHRM 2012 6
Has your current organization ever experienced an incident of workplace violence?
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (12%)100 to 499 employees (33%)
2,500 to 24,999 employees (62%)25,000 or more employees (91%)
Larger organizations > smaller organizations
Comparisons by organization staff size
Larger organizations (2,500 or more employees) are more likely than smaller organizations (1-499 employees) to have experienced an incident of workplace violence.
Workplace Violence ©SHRM 2012 7
Has your current organization experienced an incident of workplace violence?
No
Yes
74%
26%
73%
27% 2011 within past 5 years (n = 267)
2003 within past 3.5 years (n = 253)
Note: Respondents who answered “not sure/don’t know” were excluded from this analysis.
Workplace Violence ©SHRM 2012 8
Have incidents of violence in your organization...?
Increased in frequency Stayed about the same Decreased in frequency
15%
45%40%
12%
69%
20%
2011 (n = 55) 2003 (n = 266)
Note: Only respondents whose organizations had experienced an incident of workplace violence in the past five years were asked this question in the 2011 survey. Respondents who answered “not sure/don’t know” were excluded from this analysis. For 2011 data, the question asked about incidents of violence “compared with two years ago” whereas for 2003 data, the question asked about incidents of violence “since January 1, 2000”.
Workplace Violence ©SHRM 2012 9
Through what channels or to whom within your organization are threats of violence typically reported?
Other
Board of directors
CEO, president or owner
Union representative
The security department
Executive-level staff (excluding the CEO)
Hotline or other reporting system
Other management-level staff (nonexecutive)
The employee relations representative within HR
The aggressor employee’s direct supervisor
The threatened employee’s direct supervisor
The HR department/function head
7%
1%
13%
17%
25%
26%
30%
39%
41%
42%
68%
83%
Note: n = 69. Only respondents whose organizations had experienced an incident of workplace violence in the past five years were asked this question. Percentages do not total 100% due to multiple response options.
Workplace Violence ©SHRM 2012 10
Through what channels or to whom within your organization are threats of violence typically reported?
Smaller organizations Larger organizations Differences based on organization staff size
500 to 2,499 employees (14%) 2,500 to 24,999 employees (67%) Larger organizations > smaller organizations
Comparisons by organization staff size
Larger organizations (2,500-24,999 employees) are more likely than smaller organizations (500-2,499 employees) to typically report threats of violence to other management-level staff (nonexecutive).
Smaller organizations (1-99 employees) are more likely than larger organizations (2,500-24,999 employees) to typically report threats of violence to executive-level staff.
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (57%) 2,500 to 24,999 employees (6%) Smaller organizations > larger organizations
Larger organizations (25,000 or more employees) are more likely than smaller organizations (100-2,499 employees) to typically report threats of violence to a hotline or other reporting system.
Smaller organizations Larger organizations Differences based on organization staff size
100 to 499 employees (12%)500 to 2,499 employees (21%)
25,000 or more employees (78%) Larger organizations > smaller organizations
Workplace Violence ©SHRM 2012 11
How does or would your organization respond to threats of violence from an employee?
Other
Demotion
Reassignment to another department or area
Paid administrative leave
Mandatory anger management training
Mandatory counseling
Probation
Referral to an EAP or counseling
Suspension
Written warning
Zero tolerance policy (immediate termination)
Response depends on the specific circumstances
4%
3%
6%
8%
9%
14%
14%
25%
29%
31%
47%
61%
Note: Respondents who answered “N/A, the organization has not had threats of violence from any employee” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
Workplace Violence ©SHRM 2012 12
How does or would your organization respond to threats of violence from an employee?
Publicly owned for-profit Government Differences based on organization sector
2% 27% Government > publicly owned for-profit
Comparisons by organization sector
Government agencies are more likely than publicly owned for-profit organizations to respond to threats of violence with mandatory anger management training.
Government agencies are more likely than privately owned for-profit organizations to respond to threats of violence with paid administrative leave.
Privately owned for-profit Government Differences based on organization sector
5% 27% Government > privately owned for-profit
Government agencies are more likely than privately owned for-profit organizations to respond to threats of violence with reassignment to another department or area.
Privately owned for-profit Government Differences based on organization sector
3% 23% Government > privately owned for-profit
Workplace Violence ©SHRM 2012 13
How does or would your organization respond to threats of violence from an employee? (continued)
Publicly owned for-profit
Privately owned for-profit Government Differences based on organization
sector
57% 51% 18%Publicly owned for-profit, privately owned
for-profit > government
Comparisons by organization sector (continued)
Publicly owned for-profit organizations or privately owned for-profit organizations are more likely than government agencies to respond to threats of violence with a zero tolerance policy (immediate termination).
Workplace Violence ©SHRM 2012 14
Who is responsible for handling the organization’s response to threats of violence from an employee?
Other
Workplace violence/workplace safety committee
Security department
Legal counsel
Executive-level staff
Management-level staff
HR department/function
3%
4%
16%
24%
37%
45%
90%
Note: Respondents who answered “N/A, no set responsibility” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
Workplace Violence ©SHRM 2012 15
Who is responsible for handling the organization’s response to threats of violence from an employee?
Small organizations Large organizations Differences based on organization staff size
100 to 499 employees (46%) 2,500 to 24,999 employees (21%) Small organizations > large organizations
Comparisons by organization staff size
Smaller organizations (100-499 employees) are more likely to report that executive-level staff is responsible for handling the organization’s response to threats of violence, compared with larger organizations (2,500-24,999 employees).
Larger organizations (2,500 or more employees) are more likely to report that legal counsel is responsible for handling the organization’s response to threats of violence, compared with smaller organizations (1-99 employees).
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (8%)2,500 to 24,999 employees (38%)25,000 or more employees (47%) Large organizations > small organizations
Larger organizations (2,500 or more employees) are more likely to report that the security department is responsible for handling the organization’s response to threats of violence, compared with smaller organizations (1-99 employees or 500-2,499 employees).
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (3%)500 to 2,499 employees (10%)
2,500 to 24,999 employees (31%)25,000 or more employees (40%) Larger organizations > smaller organizations
Workplace Violence ©SHRM 2012 16
Who is responsible for handling the organization’s response to threats of violence from an employee? (continued)
Publicly owned for-profit
Privately owned for-profit
Government Differences based on organization sector
95% 93% 71%Publicly owned for-profit, privately owned
for-profit > government
Comparisons by organization sector
Publicly and privately owned for-profit organizations are more likely to report that the HR department/function is responsible for handling the organization’s response to threats of violence, compared with government agencies.
Government agencies are more likely than nonprofit organizations to report that legal counsel is responsible for handling the organization’s response to threats of violence.
Nonprofit Government Differences based on organization sector
14% 42% Government > nonprofit
Workplace Violence ©SHRM 2012 17
In your opinion, how have incidents of violence in your workplace affected the employees in your organization?
Other
Complaints about decreased trust in HR*
Increased cohesion among employees
Increased reported concerns about work/life balance
Increased turnover
Increased absenteeism
Complaints about increased fear
Complaints about decreased trust in management*
Complaints about increased stress/depression levels
Complaints about decreased trust among co-workers
Decreased productivity
Complaints about a decreased sense of safety/security
Complaints about decreased morale
No effect
0.08
0.1
0.28
0.08
0.11
0.18
0.42
0.19
0.26
0.39
0.33
0.32
6%
5%
10%
12%
13%
17%
20%
22%
24%
28%
28%
28%
29%
29%
2011 (n = 87)
2003 (n = 154)
Note: Only respondents whose organizations had experienced an incident of workplace violence were asked this question. Percentages do not total 100% due to multiple response options. An asterisk (*) indicates response choice was not available in the 2003 survey.
Workplace Violence ©SHRM 2012 18
In your opinion, how have incidents of violence in your workplace affected the employees in your organization?
Small organizations Large organizations Differences based on organization staff size
100 to 499 employees (7%) 25,000 or more employees (60%) Large organizations > small organizations
Comparisons by organization staff size
Larger organizations (25,000 or more employees) are more likely to report that incidents of workplace violence resulted in complaints about decreased trust in management, compared with smaller organizations (100-499 employees).
Larger organizations (25,000 or more employees) are more likely to report that incidents of workplace violence resulted in complaints about decreased morale, compared with smaller organizations (100-499 employees).
Small organizations Large organizations Differences based on organization staff size
100 to 499 employees (10%) 25,000 or more employees (70%) Large organizations > small organizations
Larger organizations (500-2,499 employees) are more likely to report that incidents of workplace violence resulted in complaints about a decreased sense of safety, compared with smaller organizations (100-499 employees).
Small organizations Large organizations Differences based on organization staff size
100 to 499 employees (10%) 500 to 2,499 employees (52%) Large organizations > small organizations
Workplace Violence ©SHRM 2012 19
Which of the following costs associated with incidents of workplace violence has your organization experienced?
Management time/expense of being distracted from focusing on managing business operations 55%
Productivity loss (e.g., slower production) 37%
Staff replacement costs due to turnover caused by the incident 34%
Increased training expenses 31%
Increased security expenses 28%
Incident debriefing with affected employees 28%
Turnover-related expenses 27%
Increased communications cost (e.g., meetings, equipment) 27%
Increased legal expenses/higher utilization of legal staff 20%
Increased HR expenses 19%
Increased absenteeism 17%
Lawsuit-related expenses 15%
Temporary hiring costs 14%
Increased EAP/psychiatric services expenses 11%
Note: n = 85. Only respondents whose organizations had experienced an incident of workplace violence were asked this question. Percentages do not total 100% due to multiple response options.
Workplace Violence ©SHRM 2012 20
Which of the following costs associated with incidents of workplace violence has your organization experienced?
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (50%)100 to 499 employees (7%)
500 to 2,499 employees (5%)Small organizations > large organizations
Comparisons by organization staff size
Smaller organizations (1-99 employees) are more likely than larger organizations (100-2,499 employees) to report that they experienced temporary hiring costs associated with incidents of workplace violence.
Larger organizations (25,000 or more employees) are more likely than smaller organizations (500-2,499 employees) to report that they experienced turnover related expenses associated with incidents of workplace violence.
Small organizations Large organizations Differences based on organization staff size
500 to 2,499 employees (10%) 25,000 or more employees (60%) Large organizations > smaller organizations
Smaller organizations (1-99 employees) are more likely than larger organizations (100-2,499 employees) to report that they experienced increased legal expenses/higher utilization of legal staff associated with incidents of workplace violence.
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (63%)100 to 499 employees (4%)
500 to 2,499 employees (10%) Small organizations > larger organizations
Workplace Violence ©SHRM 2012 21
Which of the following costs associated with incidents of workplace violence has your organization experienced?(continued)
Small organizations Large organizations Differences based on organization staff size
500 to 2,499 employees (5%) 25,000 or more employees (50%) Larger organizations > smaller organizations
Comparisons by organization staff size (continued)
Larger organizations (25,000 or more employees) are more likely than smaller organizations (500-2,499 employees) to report that they experienced increased HR expenses associated with incidents of workplace violence.
Workplace Violence ©SHRM 2012
Demographics: Organization Industry
23
Manufacturing 22% Health care and social assistance 12% Professional, scientific and technical services 12% Finance and insurance 10% Educational services 8% Transportation and warehousing 6% Public administration 6% Retail trade 5% Construction of buildings; heavy and civil engineering construction; specialty trade contractors 4% Accommodation and food services 3% Wholesale trade 3% Administrative and support and waste management and remediation services 3% Religious, grant-making, civic, professional and similar organizations 3% Mining 3% Arts, entertainment, and recreation 2% Real estate and rental and leasing 2% Utilities 2% Agriculture, forestry, fishing and hunting 2% Information, publishing industries 1% Management of companies and enterprises 1% Repair and maintenance 1% Personal and laundry services 0% Private households 0% Other services except public administration 12%
Note: n = 326. Percentages do not total 100% due to multiple response options.
Workplace Violence ©SHRM 2012
Demographics: Organization Sector
Government sector
Publicly owned for-profit organization
Nonprofit organization
Privately owned for-profit organization
8%
15%
20%
57%
24
n = 322
Workplace Violence ©SHRM 2012
Demographics: Organization Staff Size
23%
36%
20%
15%
5%
25
Note: n = 319. Percentages do not total 100% due to rounding.
Workplace Violence ©SHRM 2012
Demographics: Other
26
U.S.-based operations only 77%
Multinational operations 24%
Single-unit company: A company in which the location and the company are one and the same.
34%
Multi-unit company: A company that has more than one location. 66%
Multi-unit headquarters determines HR policies and practices 49%
Each work location determines HR policies and practices 4%
A combination of both the work location and the multi-unit headquarters determine HR policies and practices
47%
Is your organization a single-unit company or a multi-unit company?
Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?
Does your organization have U.S.-based operations (business units) only or does it operate multinationally?
n = 327 n = 331
n = 226
Corporate (companywide) 64%
Business unit/division 18%
Facility/location 18%
n = 226
What is the HR department/function for which you responded throughout this survey?
Note: Percentages may not total 100% due to rounding.
Workplace Violence ©SHRM 2012
SHRM Survey: Workplace Violence
Response rate = 15%
Sample composed of 401 randomly selected HR professionals from SHRM’s membership.
Margin of error +/- 5%
Survey fielded May 9-27, 2011
27
Methodology
For more poll findings, visit www.shrm.org/surveys
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