Preventing abuse in the workplace is something every employer should practice to ensure the safety of their employees. The workplace should always be free from abuse, harassment, and intimidation. Nobody deserves to have their livelihood interrupted and threatened by these experiences. Unfortunately, though, thousands of workers in the U.S. become victims of workplace violence each year — and that figure only represents instances of physical assault. Bullying and other forms of abuse likely affect thousands more.
Preventing Abuse in the Workplace: Steps to Follow
Employers can’t always control the behavior of employees, but they can be liable. That’s why it’s essential to follow these steps for preventing and resolving workplace abuse.
Maintain a Culture of Respectability
The culture that emerges in a company will play a significant role in how its staff members treat each other. If employees hear upper management speaking in inappropriate, disrespectful language, for example, lower-level employees are more likely to view this as permissible and thus mimic it. Business owners must lead by example and treat all colleagues and staff respectfully. It will create a culture that cultivates accountability among employees.
Enforce a Neutral Mediation Process
Unfortunately, even if business owners strive to establish a positive environment, there is always the possibility that an employee will act inappropriately. In these instances, a neutral mediation process must allow each party to air their grievances and be held accountable. Mediation may entail a sit-down conversation with the company’s human resources leadership, or it may demand involvement from an outside advisor who investigates the issue. Mediation should always focus on a clear goal. It could include correcting offensive behavior or removing the offender from the company.
Provide Employees With Resources
Many employees experience harassment and abuse yet don’t realize they’ve become victims. It can lead to burnout, discontentedness, and declining mental health. Companies should equip employees with resources that help them identify experiences of abuse. Clearly defining acceptable and unacceptable behaviors will benefit everybody in the workplace to understand expectations. Employers can share these resources during new hires’ training and onboarding process. They should also be made continuously available to ensure that all staff members are familiar with the business’s guidelines regarding conduct.
Facilitate Anonymous Reporting
Finally, companies should ensure that every employee has a voice by facilitating a platform for anonymous reporting. Anonymous reports allow staff members to safely inform management of abuse, harassment, and other conduct violations. Businesses can invest in protection against these risks with abusive acts liability insurance. Abuse liability coverage allows employers to compensate any party who has suffered injuries or anguish due to another employee’s actions. Businesses should ensure that they have sufficient abusive acts coverage — and the best rate available — by researching all available options for abusive acts liability insurance.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.