New NIOSH Study Examines the Role of Intimate Partner Violence in Workplace Homicides among Women

New research reveals that intimate partner violence resulted in 142 homicides among women at work in the U.S. from 2003 to 2008, a figure which represents 22 percent of the 648 workplace homicides among women during the period.

Researchers from the National Institute for Occupational Safety and Health (NIOSH) and the Injury Control Research Center at West Virginia University (WVU-ICRC) have found that intimate partner violence resulted in 142 homicides among women at work in the U.S. from 2003 to 2008, a figure which represents 22 percent of the 648 workplace homicides among women during the period.

The paper, "Workplace homicides among U.S. women: the role of intimate partner violence," published in the April 2012 issue of Annals of Epidemiology, reports that the leading cause of homicides among women was criminal intent, such as those resulting from robberies of retail stores (39 percent), followed closely by homicides carried out by personal relations (33 percent). Nearly 80 percent of these personal relations were intimate partners.

Risk factors associated with workplace-related intimate partner homicides include occupation, time of day, and location. Women in protective service occupations had the highest overall homicide rate; however, women in health care, production, and office/administration had the highest proportion of homicides related to intimate partner violence. More than half of the homicides committed by intimate partners occurred in parking lots and public buildings.

"Workplace violence is an issue that affects the entire community," said NIOSH Director John Howard, M.D. "Understanding the extent of the risk and the precipitators for these events, especially for women, of becoming victims of workplace violence is a key step in preventing these tragedies."

In addition to its focus upon the role of intimate partner violence in workplace homicides among women, the study reports that workplace homicide remains a leading cause of occupational injury death in U.S. women. In fact, in 2010, homicides against women at work increased by 13 percent despite continuous declines in overall workplace homicides in recent years.

Other study findings include:

·         More U.S. women died on the job as the result of domestic violence than at the hands of a client—such as a student, patient, or prisoner—or of a current or former co-worker.

·         Workplace homicide rates among women were significantly higher in private workplaces than in federal, state, or local workplaces.

·         Firearms, knives, and other sharp objects were the top items used in workplace homicides against women.

·         The most common locations where workplace homicides among women occurred were retail businesses such as restaurants, cafes, convenience stores, and hotel and motels, followed by commercial stores, public buildings, and parking lots.

The conclusion?  Since a large percentage of homicides occurring to women at work are perpetrated by intimate partners, workplace violence prevention programs should incorporate strategies to prevent and respond to intimate partner violence.

We’re here to help with that – please check our website for resources at www.caepv.org or contact us a caepv@caepv.org for information.

Is There A “Bubble” Where You Live?

I saw something interesting this morning in response to the heartbreaking high school shooting at Chardon High School in Chardon, Ohio.  One of my friends said “This is heartbreaking and scary! I am very thankful for my (name of town) bubble.”

And I while I certainly appreciate that she feels safe where she lives…I think that is a scary sentiment. 

As long as we think “It can’t happen here” we won’t talk to our kids about bullying or school violence or safety…or dating violence.

As long as we think “It can’t happen here” we won’t make plans for our schools to be safe.

As long as we think “It can’t happen here” we won’t prepare our workplaces to keep them safe – and we won’t look out for the potential signs that employees are in distress.

I am often asked what I think the most dangerous position is for an employer with respect to workplace violence.

I think the most dangerous position for an employer to be in it is the idea that “It can’t happen here.”  Because as long as anyone thinks that (parent, school, employer, community) we will do nothing.

Is there a “bubble” where you live?  I pray so.  But if not, take a moment to consider that it CAN – and does – happen in quiet, small places like Chardon, Ohio.

"It Can't Happen Here." (Until It Does)

"Aside from your family, who do you spend the majority of your time with?" 

If I asked you that question, many of you would probably say your co-workers. I know it is true here at CAEPV - we certainly spend a great deal of time together and know one another well. 

Apparently Jermey "Billy" Davis and and Andre Johnson knew each other well, too. They worked together for years at LG & E. Mr. Johnson was Mr. Davis' supervisor.

"We're a family of employees, we really are," said LG&E spokesman Chip Keeling. "Everyone knows everyone that works in these areas, and they do a lot of things together outside the office, so this is a terrible tragedy."

What happened?  Apparently the men had a dispute that lasted more than a year. And on July 5, Mr. Davis came into this "family of employees" and did the unthinkable - he killed Mr. Johnson and then killed himself.

You can read more on the story here.  I am sure much more will develop as the investigators learn more and as the days move forward.

I am so sorry for all involved - and for all those who are devastasted at home and at work. Their lives will never be the same. My heart goes out to everyone.

I am not here to speculate on what LG & E could or should have done - or what they did right or wrong -- because I do not know that. 

I do know this - whenever I am asked "What is the most dangerous position for any employer to be in regarding workplace violence?"  My answer is this:

The most dangerous position for an employer to be in regarding workplace violence is the position that "It can't happen here." 

Because as long as an employer takes that position....the workplace is vulnerable and is not considering steps to prevent a situation like what happened at LG & E.

Often employers think:

• Workplace violence only happens at big companies.
• I know everyone here, and no one here would do anything like that.
• We screen employees before we hire, so we are safe.
• We lock non-employees out, and they are the only people we have to worry about.
• Workplace violence is a lot of hype.
• Preventing workplace violence is expensive and we can't afford it.

Fortunately (and unfortunately) none of the above are true.  Employers can do simple things like:

• Making sure they have a policy to address workplace violence
• Creating a culture of workplace safety and respect - from hiring through orientation, performance management, dismissal or employee exit
• Addressing physical plant issues with an eye for safety
• Training employees to notice and report safety concerns  - including concerns about concerning behavior in co-workers
• Management acting in a timely and respectful manner when concerns are reported
• Providing resources for employees who need help
• Never assuming they know "who" is or is not capable of workplace violence

I am amazed that employers who say they are "too small" to address workplace violence have plans for a possible terrorist attack.  And while I hope they see neither, I would argue they are more likely to see an event of workplace violence.

But once an employer begins to think "Ok, workplace violence COULD happen here. So - how can we address it?"  then the workplace begins to be in a position to possibly prevent a situation like the one at LG+E. Before it becomes explosive.  Or heartbreaking. Or deadly.

For information or resources (including a sample policy), please visit our website at www.caepv.org.

Misconduct? I Don't Think So

I live in a state where our last governor was just convicted on 17 of 20 counts of various crimes.  Our governor previous to him is currently in prison for similar crimes.

But this item from our neighbors to the north caught my eye - it is regarding the Wisconsin Supreme Court and justices allegedly slapping and choking one another- you can read it here. 

While I somehow cannot imagine Supreme Court Justices getting physical with one another - I know from doing this job, abuse and violence can happen to anyone...and anyone can be an offender.

What particularly caught my attention was that "the matter was called to the attention of the Wisconsin Judicial Commission, which investigates allegations of misconduct involving judges."

While that may certainly be the role of the Wisconsin Judicial Commission to investigate allegations of "judicial misconduct"....if what is alleged is true, something else is going on here.

It is workplace violence.

It actually "Type 3" Workplace Violence - where the perpetrator(s) are co-workers.

Did you know that according to the most recent Bureau of Justice Statistics report regarding workplace violence* about a quarter (26%) of workplace violence against males and about a third against females were committed by someone with whom the victim had a work relationship? Among the work relationships examined, coworkers were the most likely to attack persons in the workplace. Current or former coworkers committed 16% of workplace violence against males and about 14% against females.

When the Corporate Alliance to End Partner Violence (CAEPV) works with employers, one of the first steps in the process is helping them create a policy regarding workplace violence. A policy that makes it clear that no one - employees, managers, vendors, etc - can use workplace time and resources to threaten, abuse or harm anyone.

(I wonder if the Wisconsin State Supreme Court has such a policy? If not, we'd be happy to provide them some samples.)

It should not matter who you are, or what you do - if these people acted this way on the street, or in another place of business, they certainly could have been arrested.

For help with workplace violence policy samples or any other resources, please visit our website at www.caepv.org.

(Update: Apparently we are not the only people who recognize this as workplace violence.  Read this article from the Wisconsin State Journal.)

*March 2011, U.S. Department of Justice, Office of Justice Programs, Bureau of Justice Statistics, Special Report,Workplace Violence 1999- 2009, NCJ 233231

Workplace Violence Down 75 Percent Since 1993

Here's some great news -- workplace violence fell 75 percent from 1993 to 2009, affecting law enforcement officers, security guards and bartenders the most, U.S. officials say.

Erika Harrell, a statistician at the Justice Department Bureau of Justice Statistics, says workplace violence dropped from 2.1 million non-fatal violent crimes in 1993 to 572,000 non-fatal violent crimes in 2009. Non-fatal violent crimes are defined as rape, robbery or assault.

The number of workplace homicides decreased by 51 percent, from a high of 1,068 homicides in 1993 to 521 homicides in 2009, Harrell says. Eighty percent of workplace homicides were shootings.

Who is victimized? Males had a higher rate of workplace violence. Non-Hispanic whites had a higher rate of workplace violence than non-Hispanic blacks and people ages 20-34 had the highest rate of workplace violence.

What about who commits the violence?  Strangers committed about 53 percent of non-fatal workplace violence against males and about 41 percent against females. From 2005 to 2009, 38 percent of workplace homicide offenders were robbers, 32 percent were other assailants, 21 percent were work associates and 8 percent were spouses, relatives and other personal acquaintances.

An interesting question - what will the "downtick" or "uptick" be from 2009 - 2011? Some people believe the economic downturn has caused an increase in workplace violence.  Is this true?  Or does it just "seem" that way to us? 

And while it's great that workplace violence in general has gone down,  if you are an employer (or employee) dealing with an unsafe workplace situation, it doesn't matter to you if workplace violence is "on the decline"...you don't feel safe and you need help. That's why we are thankful we can assist employers who are members of the Corporate Alliance to End Partner Violence in "real time" - and provide general information to employers who call or email us. 

Visit our website at http://www.caepv.org/ for resources and information. (And don't forget, just like outside of work, violence at work is a crime.  Report it to law enforcement.)


(The report, Workplace Violence, 1993-2009, (NCJ 233231), is available at http://www.bjs.gov/. )

Workplace Violence Costs U.S. Businesses $70 Billion Per Year - More Than 70% Have No Policy To Address Workplace Violence

Did you know more than 70 percent of U.S. businesses have no policy or formal program in place to address workplace violence? However, violence costs businesses $70 billion a year, with $64.4 billion attributed to lost workplace productivity.

In the latest HRmarketer Market Share podcast, Kim Wells, executive director of the Corporate Alliance to End Partner Violence (CAEPV), provides insight on the importance of providing a formal program to address the affects of violence in the workplace.

CAEPV is a leading force in the fight against domestic violence. It is the only national organization of its kind founded by business leaders and focused on the workplace. Since 1995, the Alliance has brought together dozens of progressive companies who exchange information, collaborate on projects and use their influence to instigate change.

Wells suggests formalizing a program to keep the workplace safe, whether the violence is related to domestic or workplace issues. Components of a program include, formalizing a policy, creating a response team, building awareness and educating staff on the realities and affects of workplace violence.

"It sounds really simple to say ‘don't think it can't happen here,'" said Wells. "However, stop thinking it ‘can't happen here' because as soon as you do then you will start making plans to address potential issues."

Wells shared her insight during an interview with HRmarketer.com's president, Kevin Grossman. The interview can be heard on HRmarketer's HR Market Share podcast by visiting HRmarketer's blog. Subscribe to the podcast in iTunes or to access it via Hipcast.

HRmarketer's HR Market Share podcast covers hot topics in the HR space; recent mergers, acquisitions and earnings; recent HR supplier news; what's working in marketing and PR and what's not; interviews with HR suppliers and other marketing, PR or business thought leaders.

About HRmarketer.com
HRmarketer.com (www.hrmarketer.com) is a division of Fisher Vista LLC, a marketing software and services firm focusing exclusively on the human capital industry. Through its marketing and public relations services, the company has worked with nearly 700 human resource and employee benefit service providers, helping them generate publicity, website traffic, sales leads and improved SEO.

Dealing with Batterers in the Workplace - Webinar Follow Up

On Tuesday, May 12, we had a "all seats taken" for our webinar on "Dealing with Batterers in the Workplace." This is one in our series of S2: Safer, Smarter Workplace webinars.

Not only was the webinar full, but people were sharing "virtual seats" with three, four or five people participating in the webinar sharing one computer and phone line so as many folks as possible could participate.

We had a great line up:

- Tim Parker, Manager of Corporate Security, L.L. Bean (Employer Perspective)

- Dan Fallon, Health Promotion and Wellness Consultant, CIGNA (EAP Perspective)

- Juan Ramos, Senior Program Director, Domestic Violence Accountability Program, Safe Horizon (Batterer's Program Perspective)

There were a lot of text chat questions and this webinar was a great start to discuss this truly important and difficult issue.

If you could not be there, we have the next best thing for you. The audio and video recording of the webinar is available at at http://calcasa.ilinc.com/public/caepv.

The materials and downloads for the webinar are available at http://www.caepv.org/about/program_detail.php?refID=44.

While this discussion in no way "solves" this very difficult issue for employers, it certainly opens a path for discussion and consideration.

Please feel free to dial into the webinar and download the materials! Also note the other materials that CAEPV has available to assist you as you look at these issues - they are also available directly from this page.

What A February 14 It Has Been

I am glad it is Friday. What a week this has been. From a personal perspective, Valentine's Day was a difficult day here in Illinois with the awful situation at Northern Illinois University and my heart goes out to all the families involved and impacted.

It was a little weird for me personally because my dad teaches part-time at NIU (it is his "retirement job") in the graduate marketing department, and I did not know if he would be on campus or not yesterday. I was so relieved to hear his voice when I called and found out he was not there yesterday. I cannot imagine what it must have been like for people who were there, or who had family members there. They did not get to make such fortunate phone calls.

I know it is my job to discuss workplace violence and workplace safety issues and prevention and all that-- but now is not the time. There will be other days and other times to talk about that. Right now the focus should be on the people and their families and what they need. And especially for those who have lost family members.

My heart and my prayers go out to all involved. I am so deeply, deeply sorry for you all. God bless you.