The evidence suggests workplaces need a multi-faceted violence prevention policy that considers various risks and incorporates strategies to respond to these risks. Risks can be at an industry level, a workplace level or an individual level.
In developing multi-faceted violence prevention policies, employers should consider:
- the various risks, including what employees perceive to be risks
- the seriousness of the risks (eg by collecting data on violent incidents)
- if and how the risks differ for different employees (eg males and females, younger and older workers)
- any work-related risks employees face when off-duty
- cultural issues that may pose a risk to workplace safety
- the various strategies that exist to respond to the risks (eg at the system, industry or workplace level)
- the extent to which other sectors and the broader community can be involved in responding to the risks and preventing workplace violence
- obligations under Work, Health and Safety legislation and relevant industry policies and guidelines
In implementing violence prevention policies, employers should:
- ensure staff understand the risks and the policy, and how they can access help if they are feeling threatened
- ensure other interested parties, such as community members, are aware of the policy and the behaviour that will not be tolerated
- create a culture in which violence is not considered ‘part of the job’ and where reporting of violent incidents is encouraged and supported
- ensure the policy is consistently enforced, and that mechanisms and processes are in place to respond promptly to violent incidents and other unacceptable behaviour
- ensure that policies are accompanied by work practices that improve the wellbeing of staff (eg ensuring staff do not regularly work long and/or unsociable hours)
- develop a system for monitoring the effectiveness of the policy.
