preparedness Archives - TalentCulture

(Editor’s Note: Are you looking for a full recap of this week’s #TChat events and resources? Read the #TChat Recap: “Violence On The Job: It Pays To Prepare”.)

9/11/2001. Who can forget that morning, 12 years ago, when the unimaginable unfolded before our eyes? Before that fateful day, few of us gave much thought to the impact of violence and disaster preparedness in the world of work.

But among the many lessons of the 9/11 attacks, we learned that no one should ignore the potential for workplace violence, in any form.

So this week as our nation remembers 9/11, the TalentCulture community is coming together at #TChat events to dispel costly myths and discuss vital realities about workplace violence and disaster preparation and prevention.

Making Sense of Risk Management

To lead this important conversation, we welcome two experts:
• Tom Bronack, President of Data Center Assistance Group, specialists in enterprise resiliency.
• Felix Nater, Founder of Nater Associates, a business security advisory firm.

To kick-off the discussion, I spoke briefly with both Tom and Felix in separate Hangouts recently. Watch, and I’m sure you’ll agree that this topic deserves closer attention by all of us who focus on the human side of business.

First, Tom set the stage by telling the brief story of one company that paid a tremendous price for operating without a safety or recovery plan:

Next, Felix explained the steep cost of violence in business environments:

We have everything to gain by learning more from pros like Tom and Felix — and by sharing ideas with others in our community. So bring your questions and concerns, and let’s talk!

#TChat Events: Violence Prevention In Today’s Workplace

Tune-in to the #TChat Radio show

#TChat Radio — Wed, Sep 11 — 6:30pmET / 3:30pmPT

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Felix Nater and Tom Bronack about why preparation is essential in preventing and recovering from workplace violence. They’ll help us rethink myths, and educate us on best practices. Don’t miss this special event — dial-in LIVE with your questions and input!

#TChat Twitter — Wed, Sep 11 — 7pmET / 4pmPT

Immediately following the radio show, we’ll move the discussion to the #TChat Twitter stream, where Dr. Nancy Rubin will lead an open chat with the entire TalentCulture community. Anyone with a Twitter account is invited to participate, as we address these questions:

Q1: How prevalent is workplace violence today? Why?
Q2: What costs are associated with workplace violence?
Q3: What top 3 things should employers should do to prepare for violence?
Q4: Who should be on your workplace violence preparedness team?
Q5: What technologies enable response planning and safeguarding?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Most victims of violence feel powerless and alone. I’d argue most bystanders and witnesses feel the same.

Most of us want to believe that folks are basically decent, not monsters that erupt at work or at home or anywhere and take lives with them.

It can’t happen here.

Which is why many employers don’t plan for workplace violence until there’s violence, unfortunately. And even then…

In a Workforce Management article titled Waking Up to the Risks of Workplace Violence, the author writes:

In one recent training class, a senior HR leader told me he had no issues of workplace violence.

Yet, as we continued to talk, it emerged that a man had come into the company’s Midwest office looking for his girlfriend. He wanted to hurt her, and when he couldn’t find her, he pulled out a gun and shot five employees.

Stunned, I turned back to the senior leader and asked if he knew about it. “That was different; it was more of a domestic violence issue that took place at our plant.” The amazing part of this discussion was that we were in Oklahoma City, the site of one of the worst incidents of workplace violence in U.S. history.

The lesson is that violence that occurs in the workplace is workplace violence whether it takes place between spouses/domestic partners, between co-workers, by a third-party with a relationship to the organization (client, partner, etc.) or in conjunction with the commission of other crimes.

And that’s critical to understand — violence is violence is violence and companies need to be prepared.

That was what #TChat was all about last night — the dark side of workplace culture, violence and what to do and not do. You can read the transcript here and here were last night’s questions:

Q1: How does everyday violence & security breaches (like Wikileaks) impact workplace culture policies?
Q2: How does your org address workplace violence during onboarding – and at other times?
Q3: What is HR’s role in workplace violence intervention, prevention and post-incident?
Q4: What is the CEO’s role in addressing workplace violence before it occurs, when it occurs and after?
Q5: Under OSHA, employers are responsible for providing a safe and healthy workplace. Discuss.
Q6: How can EAPs be designed to provide maximal workplace/domestic violence assistance?
Q7: How effective are your org’s workplace incivility, bullying and violence prevention programs
Q8: If a colleague is threatened with violence at work from anyone, what should you do and why?

As per usual, we had a great group of HR and business professionals participating and sharing their knowledge. It was refreshing to hear from some organizations that bake incivility, bullying and workplace violence awareness and prevention right into their hiring, onboarding and ongoing employee performance activities, whether they have an EAP or not. A special thank you to Felix Nater for sharing his workplace violence expertise.

Along those lines, here are some ways to enlist your employees’ help in ensuring that your workplace is a violence-free zone (from the Corporate Alliance to End Partner Violence website):

Empower employees to take a stand—as caring co-workers and as your company’s ambassadors.
Let employees know they will not be penalized for seeking help—for themselves, their families, or co-workers in need.
In conjunction with your human resources department and EAP program (if available), offer counseling and referral for both victims of partner violence and abusers.
Help employees recognize the signs of a troublesome or abusive relationship and know where to turn for assistance, for themselves and for co-workers.
Invite local resource groups, such as local shelters, counseling groups and/or law enforcement representatives to make a presentation to your company. Most groups are happy to provide speakers and information to interested parties. (National Domestic Violence Awareness Month in October is a great time to do this!)
Give each employee access to brochures and flyers to distribute to their schools, religious organizations, clubs, and other civic or social groups.
Invite interested employees to form a communications task force, working within the guidelines established by your cross-functional steering committee to implement your partner violence communications plan.

You can also review all the information we shared in the pre-TChat posts:

Be safe and sound, but be prepared.