"To effectively prevent workplace violence, companies must treat it not as a reactive issue, but as a strategic imperative one that begins with hiring and continues through termination, culture-building, and threat management. Certain industries including healthcare, education, corrections, and frontline service sectors experience a higher rate of workplace violence associated with insiders. In many of these cases, violence stems from poor hiring practices, a toxic or unmanaged work culture, or failures in leadership oversight."
"Hiring is the first and most critical line of defense. However, an increasing number of states have restricted the use of traditional background checks, making it harder to screen applicants through conventional means. That's why organizations must augment their hiring processes with behavioral risk assessments. These tools help identify patterns of aggression, poor emotional regulation, or confrontational conflict resolution styles."
Workplace violence ranges from bullying and verbal threats to physical assaults and homicide, often preceded by missed warning signs and failed interventions. Violence can originate internally from employees, contractors, or vendors, or externally from customers, criminals, or domestic partners, and frequently involves both when personal conflicts spill into the workplace. Prevention requires a strategic, proactive approach beginning with hiring and extending through termination, culture-building, and threat management. Industries such as healthcare, education, corrections, and frontline service sectors face higher insider risk. Poor hiring, toxic culture, and leadership failures contribute to incidents. Behavioral risk assessments can supplement constrained background checks to identify aggression, emotional regulation problems, and confrontational conflict styles.
Read at Securitymagazine
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