Workplace violence is a serious concern for organizations worldwide. While there are many reasons why it happens, one thing that doesn’t get enough attention is the company culture itself. How people act and treat each other at work can make violence more or less likely to happen.
In 2022, the U.S. Bureau of Labor Statistics reported that there was a worker fatality approximately every 96 minutes due to work-related injuries. This marked a 5.7 percent rise compared to the previous year.
Also, Gallup discovered that worldwide, about 18% of employees reported facing psychological violence and harassment at work. This includes insults, threats, bullying, or intimidation.
California Workplace Violence Prevention
On September 30, 2023, Governor Gavin Newsom approved Senate Bill (SB) No. 553 into law. This law mandates nearly every California employer to establish a detailed workplace violence prevention plan, outlining specific requirements to ensure safety.
The law also requires employers to:
- record violent workplace incidents or threats in a violent incident log;
- provide effective training to all employees; and
- maintain records related to the workplace violence prevention plan.
Every employee deserves a safe and secure workplace. California has taken a progressive approach and you can benefit from it.
So, how can your corporate culture influence workplace violence?
Corporate culture sets the tone for how employees interact with one another, how conflicts are resolved, and how grievances are addressed.
We worked with an organization focused on empowering people with disabilities and workplace bullying had become a serious issue. The former CEO’s bullying behavior had spread throughout the organization, creating a negative culture.
The board replaced the CEO with someone committed to restoring the organization’s reputation. The new CEO listened to her managers when they asked for help and prioritized addressing the bullying problem through culture change. She called upon us, and together, we devised a five step plan:
- Train the leaders, managers and supervisors in driving culture change
- Create a culture committee made up of people from all levels of the organization
- Create a social vision that would drive the new culture
- Update the core values so that they resonated with the employees
- Develop a strategic plan around the new values
The CEO knew that culture change couldn’t stop there, so with coaching from us in the background, she worked with her departments to develop action items around these new values. Ultimately, a strategic plan was created so that the organization would stay on track for culture change.
Without action, this situation could easily escalate into workplace violence. You can find the full case study here.
Factors Contributing to Workplace Violence
Aside from workplace bullying and harassment, here are some of the common factors:
- Stress and job dissatisfaction
- Poor communication and conflict resolution among teams
- Lack of policies and training
It’s essential for organizations to recognize the signs of a toxic culture and take proactive steps to address underlying issues before they escalate into violence.
This may involve implementing training programs to promote conflict resolution skills, fostering a culture of open communication, and mutual respect.
Creating a positive corporate culture that prioritizes the well-being and safety of employees is not only ethically responsible but also makes good business sense.
PS: We’re hosting a webinar on Managing Incivility and Conflict in Political Discussions at Work on June 5th, 10am PST. Grab your spot here!
Written by: Cleo Tubon and Jennifer Areola
