Workplace violence is an increasingly prevalent issue in many industries, and healthcare is no exception. According to the Bureau of Labor Statistics (BLS), approximately 25% of all nonfatal occupational injuries and illnesses due to violent acts occur in healthcare settings, making it one of the most vulnerable sectors for violence-related incidents. The American Nurses Association estimates that as many as 75% of healthcare workers have experienced some form of physical or verbal violence on the job, with 62% experiencing physical violence and over 70% reporting verbal abuse from patients or visitors.
An American Nurses Association (ANA) national survey conducted in 2019 revealed that more than half of their respondents reported being physically assaulted while on the job in the preceding 12 months; these levels have remained unchanged since 2011.
Healthcare administrators may face a higher risk from disgruntled employees or dissatisfied customers who need to understand policy decisions made by management teams.
In 2020, 78% of healthcare workers said they had personally experienced violence while working, and over 60% felt organizations had failed to protect them from violence.
More than one-third (37%) said they were verbally abused with offensive language at least once a week by patients and visitors during the pandemic, according to The Joint Commission’s 2021 National Patient Safety Goals Guidebook.
The risks associated with workplace violence can be exacerbated by certain factors, such as staffing shortages and long hours, which can leave healthcare workers feeling more vulnerable and exposed to potential threats. Additionally, shifts in how healthcare services are delivered have resulted in an increased risk of violence against healthcare providers working outside traditional hospital settings, such as emergency rooms or long-term care facilities.
Workplace violence directed towards healthcare workers also extends beyond physical attacks. Verbal abuse can be especially damaging and pervasive among this group, including racist language or comments about a worker’s gender identity or sexual orientation. Threats – either verbal or written – can also have significant psychological impacts on employees; these include feelings of fear, anxiety, stress, depression, and post-traumatic stress disorder (PTSD).
In addition to the emotional toll of workplace violence on those affected by it, there are financial costs associated with such incidents, including those incurred from medical expenses for treatment following an attack as well as missed work days due to injury or recovery time. There is also a cost to employers from lost productivity resulting from high turnover rates when staff resigns out of fear for their safety; this, combined with absenteeism caused by direct trauma impacts, ultimately results in higher operational costs for organizations.
Given its severity and prevalence today, it is essential that organizations take proactive steps towards protecting their staff from harm through measures like practical training for employees on how best to respond when faced with possible hostile situations, assessing potential risks in work environments such as visitors who may pose an increased threat level due to previous criminal convictions; implementing strategies explicitly designed to address those risks such as strengthened security protocols like visitor restrictions or restricted access areas; and creating policies that ensure swift responses when violent incidents occur can help ensure employees feel safe at work while also promoting long-term health safety initiatives throughout their workplace.
The new requirements aim to prevent workplace violence by identifying risk factors and implementing strategies to mitigate those risks. While the new requirements are a step in the right direction, it is essential for healthcare organizations to continue to work toward creating a safe and healthy workplace for all healthcare professionals.
Some key risk factors for workplace violence in healthcare settings include the following:
– Lack of organizational support for health and safety initiatives
– High patient/client acuity
– Poor incident reporting practices
– Overcrowding and understaffing
Strategies to Mitigate Risk of Workplace Violence
There are several strategies that healthcare organizations can implement to mitigate the risk of workplace violence, including:
- Providing training on how to identify potential risks and respond appropriately when faced with a violent situation.
- Implementing security protocols, such as visitor restrictions and restricted access areas, to protect patients and staff from potentially dangerous situations.
- Engaging in ongoing communication with staff regarding health and safety protocols and procedures, as well as crisis response plans in the event of an emergency.
- Creating and fostering a supportive and collaborative work environment that values health and safety above all else.
Organizations should strive towards taking proactive steps such as providing effective training for staff on how best to respond when faced with possible hostile situations, assessing potential risks in work environments such as visitors who may pose an increased threat level due to previous criminal convictions, and implementing strategies designed specifically to address those risks such as strengthened security protocols like visitor restrictions or restricted access areas. Additionally, creating policies that ensure swift responses when violent incidents occur can help ensure employees feel safe at work as well as foster a supportive work environment where employees are respected rather than threatened by workplace violence. Through these steps, organizations can take actions towards protecting their staff from harm while also promoting long-term health safety initiatives throughout their workplace.”
While workplace violence in healthcare settings can be a challenging issue to address, it is important for organizations to continue taking steps to promote safety for their staff. By implementing the strategies listed above, healthcare organizations can help protect their employees from harm and create a safe and positive work environment for all.
Workplace Violence Laws and Acts
The new requirements are aimed at preventing workplace violence by identifying risk factors and implementing strategies to mitigate those risks. While the new requirements are a step in the right direction, it is important for healthcare organizations to continue to work toward creating a safe and healthy workplace for all healthcare professionals.
The high incidence of violence in healthcare settings has resulted in The Joint Commission’s (TJC) creation and release of new and revised Workplace Violence Prevention Requirements that went into effect on January 1, 2022, for allJoint Commission-accredited hospitals and critical access hospitals.
The Centers for Medicare & Medicaid Services also has requirements to obtain and maintain certification. Recently the CMS issued memo warning hospitals and other healthcare organizations, such as nursing homes and home health, to mitigate risks, and organizations must protect their staff and patients from violence. “Hospitals must effectively mitigate risks to ensure patients and staff are safe as part of their Medicare certification,” the agency said in a Monday memo, noting that some facilities have received citations for failing to do so. The memo also noted that failure to comply could result in citations against CMS.
The recent memo went on to say that workers in hospitals, nursing homes, and other healthcare settings face risks of workplace violence. Many factors contribute to this risk, including working directly with people who have a history of aggressive behavior or behavioral issues or may be under the influence of drugs.
The most recent memo from CMS states that leadership at healthcare facilities has an ongoing assessment of patients and residents for aggressive behavior, including a history of aggressive behavior. Hospitals and agencies are expected to demonstrate how they identify patients at risk of self-harm or harm to others.
The Violence Against Healthcare Workers Act (VAHWA)
The Violence Against Healthcare Workers Act (VAHWA) was signed into law in August 2019 by Michigan Governor Gretchen Whitmer as part of her commitment to protecting those who care for Michiganders. This law makes it a felony – punishable by up to five years imprisonment or a fine of up to $20,000 – for anyone found guilty of assaulting or menacing a healthcare worker. VAHWA also requires hospitals and other healthcare facilities to develop plans and policies for preventing and responding to incidents of violence involving their staff members.
In addition to Michigan’s VAHWA, numerous other states have adopted similar legislation designed to better protect healthcare providers on the job. Some examples include New York’s Hospital Workplace Violence Prevention Act, which requires hospitals to establish written policies prohibiting workplace violence and create programs for responding quickly when a violent incident occurs; California’s Health Care Worker Safety Law requiring all employers in the state’s medical industry cover the costs incurred when their employees are injured on the job; and Illinois’ Healthcare Employee Protection Act covering both physical assaults and threats or verbal abuse that cause fear or anxiety among healthcare workers.
Financial Costs Associated with Workplace Violence
In addition to the emotional toll of workplace violence on those affected by it, there are financial costs associated with such incidents, including those incurred from medical expenses for treatment following an attack as well as missed work days due to injury or recovery time. There is also a cost to employers from lost productivity resulting from high turnover rates when staff resigns out of fear for their safety; this, combined with absenteeism caused by direct trauma impacts, ultimately results in higher operational costs for organizations.
The cost associated with workplace violence is often significant, both for those directly affected by such incidents and organizations. Acting proactively to protect staff from harm can help prevent costly financial losses in the future, as well as significantly reduce the emotional toll on those affected.
Individuals who are victimized by workplace violence may be subject to a variety of medical expenses related to their injury or illness, including hospital bills, doctor visits, medication costs, physical therapy, or other rehabilitative services. Victims may also incur additional costs, such as legal fees, if they choose to pursue a case against their attackers. Additionally, many victims experience lost wages due to missed work while they recover or take time off to seek medical treatment or attend court hearings.
Organizations may also face expensive costs resulting from employees leaving out of fear for their safety and absenteeism caused by direct trauma impacts. In addition to being costly for employers in terms of replacement workers and training fees incurred when employees resign, high turnover rates resulting from workplace violence can lead to decreased morale among remaining staff members as well as a decrease in overall productivity. A survey conducted by the Institute for Economics & Peace found that healthcare organizations face an average cost of $4 million each year due to workplace violence-related issues such as missed work days, reduced productivity, and liability fees incurred from lawsuits.
In addition to these financial costs of workplace violence, there are also significant psychological costs associated with these types of incidents; victims are often left feeling scared, vulnerable, and traumatized following experiences of violence or threats, which can result in long-term mental health issues like depression and Post Traumatic Stress Disorder (PTSD). Organizations that fail to act proactively towards protecting their staff from harm risk not only large financial losses but also threaten employee wellbeing – both of which have serious long-term consequences for businesses.
The key to preventing workplace violence is creating a culture of safety within organizations. This includes providing adequate training on how best to respond when faced with potential threats; assessing risks associated with particular work environments; setting up effective security protocols such as visitor restrictions or restricted access areas; and creating policies that ensure swift responses when violent incidents occur can help ensure employees feel safe at work while also promoting long-term health safety initiatives thr