Workplace violence final

SHRM Survey Findings: Workplace
Violence

February 29, 2012

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.

Workplace Violence ©SHRM 2012
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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%).

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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

4

Has your current organization ever experienced an incident of
workplace violence?

Yes, 36%

No, 64%

Note: Respondents who answered “not sure/don’t know” were excluded from this analysis.

5

Has your current organization ever experienced an incident of
workplace violence?

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.

Small organizations Large organizations Differences based on organization staff size

1 to 99 employees (12%) 2,500 to 24,999 employees (62%)
Larger organizations > smaller organizations
100 to 499 employees (33%) 25,000 or more employees (91%)

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Has your current organization experienced an incident of workplace
violence?

2011 within past 5 years (n = 267)
27%
Yes
2003 within past 3.5 years (n = 253)
26%

73%
No
74%

Note: Respondents who answered “not sure/don’t know” were excluded from this analysis.

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Have incidents of violence in your organization...?

69%

45%
40%

20%
15%
12%

Increased in frequency Stayed about the same Decreased in frequency

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”.
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Through what channels or to whom within your organization are
threats of violence typically reported?

The HR department/function head 83%

The threatened employee’s direct supervisor 68%

The aggressor employee’s direct supervisor 42%

The employee relations representative within HR 41%

Other management-level staff (nonexecutive) 39%

Hotline or other reporting system 30%

Executive-level staff (excluding the CEO) 26%

The security department 25%

Union representative 17%

CEO, president or owner 13%

Board of directors 1%

Other 7%

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.
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Through what channels or to whom within your organization are
threats of violence typically reported?


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 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

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%)
25,000 or more employees (78%) Larger organizations > smaller organizations
500 to 2,499 employees (21%)

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How does or would your organization respond to threats of violence
from an employee?

Response depends on the specific circumstances 61%

Zero tolerance policy (immediate termination) 47%

Written warning 31%

Suspension 29%

Referral to an EAP or counseling 25%

Probation 14%

Mandatory counseling 14%

Mandatory anger management training 9%

Paid administrative leave 8%

Reassignment to another department or area 6%

Demotion 3%

Other 4%
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.
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from an employee?

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.

Publicly owned for-profit Government Differences based on organization sector

2% 27% Government > publicly owned for-profit

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

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from an employee? (continued)

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).
Publicly owned for- Privately owned for- Differences based on organization
Government
profit profit sector
Publicly owned for-profit, privately owned
57% 51% 18%
for-profit > government

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

HR department/function 90%

Management-level staff 45%

Executive-level staff 37%

Legal counsel 24%

Security department 16%

Workplace violence/workplace safety committee 4%

Other 3%

Note: Respondents who answered “N/A, no set responsibility” were excluded from this analysis. Percentages do not total 100% due to multiple response
options.
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of violence from an employee?


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).


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

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).


2,500 to 24,999 employees (38%)
1 to 99 employees (8%) Large organizations > small organizations
25,000 or more employees (47%)

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%) 2,500 to 24,999 employees (31%)
Larger organizations > smaller organizations
500 to 2,499 employees (10%) 25,000 or more employees (40%)

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of violence from an employee? (continued)

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.

Publicly owned for- Privately owned for- Government Differences based on organization
profit profit sector
Publicly owned for-profit, privately owned
95% 93% 71%
for-profit > government

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

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

29%
No effect 32%
29%
Complaints about decreased morale 33%
28%
Complaints about a decreased sense of safety/security 39%
Decreased productivity 28%
26%
Complaints about decreased trust among co-workers 28%
19%
24%
Complaints about increased stress/depression levels 42%
Complaints about decreased trust in management* 22%

Complaints about increased fear 20%
18%
Increased absenteeism 17%
11%
Increased turnover 13%
8% 2011 (n = 87)
Increased reported concerns about work/life balance 12%
28% 2003 (n = 154)
Increased cohesion among employees 10%
10%
Complaints about decreased trust in HR* 5%
6%
Other 8%
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. Workplace Violence ©SHRM 2012
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In your opinion, how have incidents of violence in your workplace
affected the employees in your organization?


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).


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 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

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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.
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violence has your organization experienced?


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.


1 to 99 employees (50%) Small organizations > large organizations
500 to 2,499 employees (5%)

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.


1 to 99 employees (63%) Small organizations > larger organizations
500 to 2,499 employees (10%)

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violence has your organization experienced?(continued)

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.


500 to 2,499 employees (5%) 25,000 or more employees (50%) Larger organizations > smaller organizations

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Demographics

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Demographics: Organization Industry

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.
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Demographics: Organization Sector

Privately owned for-profit organization 57%

Nonprofit organization 20%

Publicly owned for-profit organization 15%

Government sector 8%

n = 322

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Demographics: Organization Staff Size

1 to 99 employees 23%

100 to 499 employees 36%

500 to 2,499 employees 20%

2,500 to 24,999 employees 15%

25,000 or more employees 5%

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

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Demographics: Other

Does your organization have U.S.- Is your organization a single-unit company or a
based operations (business units) only multi-unit company?
or does it operate multinationally? Single-unit company: A company in which
the location and the company are one 34%
U.S.-based operations only 77% and the same.
Multi-unit company: A company that has
Multinational operations 24% 66%
more than one location.
n = 327
n = 331

Are HR policies and practices determined by the
What is the HR department/function multi-unit corporate headquarters, by each work
for which you responded throughout location or both?
this survey?
Multi-unit headquarters determines HR policies
49%
and practices
Corporate (companywide) 64%
Each work location determines HR policies and
Business unit/division 18% 4%
practices

Facility/location 18% A combination of both the work location and the
multi-unit headquarters determine HR policies 47%
n = 226
and practices

n = 226

Note: Percentages may not total 100% due to rounding.
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SHRM Survey: Workplace Violence

Methodology

 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

For more poll findings, visit www.shrm.org/surveys
Follow us on Twitter: http://twitter.com/SHRM_Research

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Workplace violence final

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