AlliedBarton chairman looks at how to stem tide of workplace violence

No silver bullet, says Whitmore, but threat requires an overall approach to total organizational responsibility


The disconnect is also startling when you consider that 72% of CEOs say that their organizations offer counseling to their employees who have experienced workplace harassment or violence yet only 48% of their employees say they even knew the services existed. Or consider that 81% of C-suite executives said they had specific corporate policies in place to deal with workplace violence, but that 71% of their employees never knew the policies existed.

“So who is responsible for the disconnect between management and its workforce? I can’t answer that,” Whitmore added. “I would suspect in most cases there are policies in place, unfortunately they are sitting on the shelf and not being applied.”

From a practical standpoint, many mangers find themselves confused as to who really owns workplace violence prevention: Human resources? Security? Risk management?

The answer: all of the above and then some. The reality is that the elements of workplace violence crop up on many different levels and areas within the company. Therefore, companies need a team of people to handle workplace violence prevention including representatives from all the relevant areas of the company.

Whitmore is extremely adamant that preventing workplace violence is an organizational responsibility and not simply the domain of the security personnel.