february 29, 2012 shrm survey findings: workplace violence

February 29, 2012

SHRM Survey Findings: Workplace Violence

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.


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

Incidents of Violence in the Workplace

Incident Reporting

Response to Incidents

Effects of Violence on Employees

Costs of Violence to the Organization

Workplace Culture


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.


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.


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.


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”.


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.


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


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.


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


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.


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


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).


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.


Who is responsible for handling the organization’s response to threats of violence from an employee?


100 to 499 employees (46%) 2,500 to 24,999 employees (21%) Small organizations > large organizations


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).


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).


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


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


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.


In your opinion, how have incidents of violence in your workplace affected the employees in your organization?


100 to 499 employees (7%) 25,000 or more employees (60%) Large organizations > small organizations


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).


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).


100 to 499 employees (10%) 500 to 2,499 employees (52%) Large organizations > small organizations


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.


Which of the following costs associated with incidents of workplace violence has your organization experienced?



500 to 2,499 employees (5%)Small organizations > large organizations


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.


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.



500 to 2,499 employees (10%) Small organizations > larger organizations


Which of the following costs associated with incidents of workplace violence has your organization experienced?(continued)


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.


Demographics

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.


Demographics: Organization Sector

Government sector

Publicly owned for-profit organization

Nonprofit organization

Privately owned for-profit organization

8%

15%

20%

57%

24

n = 322


Demographics: Organization Staff Size

23%

36%

20%

15%

5%

25

Note: n = 319. Percentages do not total 100% due to rounding.


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.


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

Follow us on Twitter: http://twitter.com/SHRM_Research

http://www.shrm.org/surveys

http://twitter.com/SHRM_Research

february 29, 2012 shrm survey findings: workplace violence

Documents

incident of workplace

costs of workplace violence

threats of violence

employeescosts of violence

incidentseffects of

threat of violence

current organization

majority of organizations