An organization's fitness to compete successfully depends on its social capital-the collective value of people who know each other and what they'll do for each other.

Re-Sources Organizational Support Newsletter

Our Findings from Workplace Violence Initiatives & Training

With the implementation of Ontario's Bill 168, there has been a great deal learned from the training we have done in a variety of workplaces. Here are some of our discoveries that have come out of the workplace violence initiative & trainings.

1. There are Always Some Negative Responses.

All workplaces should get some negative responses to the behavioural workplace violence audit. Workplaces are no different than the general population and so a minority of employees behaving badly exists in every workplace. Some negative responses should be expected. Having none usually means people are afraid to respond honestly or you have a very small workplace!

2. Domestic Violence Discussion Requires Extra Sensitivity

The domestic violence component to this legislation as it pertains to the workplace has also been a hot button. What we mean by that is when we discuss it in the training; we have had noticed a few employees breaking down, crying etc. In fact, we now start our trainings stating that what we are going to discuss may stir up feelings for certain employees and that they should get some assistance with these issues through accessing their EAP/mental health services.

3. The Presence of Workplace Bullying is Acknowledged

Workplace bullying is also a hot workplace button because in our experience it has been the workplace violence issue that has been the most badly handled. Remember, 25% of employees say they see behaviours that they would designate bullying, weekly, in their workplace. That seems like a pretty astonishing number although when you share this observation in the workplace violence training employees aren't astonished by it at all and in fact reinforce that it's also true in their own experience. I think it states the obvious; when we say that school yard bullies grow up & go to work!

4. Employees Want a Respectful Workplace Culture

We have noticed; that when asked; employees are looking for more than just compliance training. They want a real culture change brought about by a culture shift and a raised bar around appropriate workplace behaviours. Employees see a Respectful Workplace as a way to make a definitive workplace culture shift and thereby not have to deal with so much of the marginal indignities outlined in these legislative amendments. A respectful workplace almost by definition avoids 95% of the issues outlined in this new legislation. Why wouldn't employees want that?

5. Employees and Management are Both Accountable

Lastly there is a real thirst by employees to have the negative behaviours of the minority of employees finally dealt with appropriately. They realize that they have to speak up & be accountable but they also want management to enforce these new legal requirements. Why not? I don't know anyone who comes to work to be intimidated, threatened, harassed or put their personal safety at risk by their fellow employees.

The Organizational Opportunity

Organizations should take this window of opportunity to begin the process of making a real workplace culture shift in their organizations. Deal realistically with the results of your behavioural workplace violence audit making the appropriate changes indicated from the survey involving all parties such as employees, their committees or unions, Joint Occupational Health & Safety committee, Human Resources, Senior Management & your mental health consultants.

We believe done properly making this shift in the long run will actually make everyone's life in the workplace easier because 95% of the issues will be taken care of through the self policing of the Respectful Workplace. There will always be a very small percentage of employees who will have to be dealt with appropriately under the law.