Assessing the risk of violence

Risk assessment may be at the heart of all health and safety, but how many fully understand it in the context of workplace violence?

Maybo's Bill Fox, told us: "The truth is that many struggle as they discover conventional risk assessment tools do not easily adapt to the violence context. The workplace violence risk assessment cannot be just bolted on to others such as slippage, and fire.

"The approach needed on violence is more complex and dynamic because it is influenced by so many factors and involves the unpredictable nature of people."

Maybo encourages employers to consider three levels of violence risk assessment:

A full generic violence risk assessment covering roles and tasks performed

Risk assessment of pre-planned events

Individual 'Dynamic Risk Assessment'

Bill Fox explained that the Dynamic Risk Assessment process helps an individual to effectively assess a situation from a personal safety perspective, as it is unfolding. The person can continuously assess the circumstances and adjust his or her response to meet the risk presented moment by moment.

He added: "One of the greatest threats to an individual is complacency. This is something that anyone can fall prey to and often happens because the individual concerned has performed a task hundreds of times before. Being approached by a member of the public, finding someone asleep in a waiting area or departure lounge, visiting premises - all are part of the routine of a job and it is easy to miss if there are signs of danger.

"There are many roles that carry risk - travel and home visits, delivering bad news, cash handling, confronting trespassers or fare evaders, or giving certain treatments. The risks may be compounded at certain times and locations, or by factors relating to service users or others who may, for example, present challenging behaviour, be influenced by drink or drugs or have a history of crime and or violence."

The Maybo 'Violence Risk Assessment Model' includes five key steps. These are:

Step 1: Identify the risks inherent in the role and plan consultation

Step 2: Research incidents and identify who may be harmed and how

Step 3: Examine risks relating to specific activities/tasks

Step 4: Identify and examine existing risk reduction measures

Step 5: Identify and implement new risk reduction measures

Bill Fox explained that it is important to review existing information on incidents, by examining incident reports - what happened and the extent of risk. Also it is vital to consult employees: "Go talk to people about incidents and fears, the perceived causes and triggers of conflict and possible remedies. This can be an informal process of one to one discussions and small focus groups," he said.

Employers could also consult service users as they may help to identify causes of frustration with service delivery. Staff should of course be consulted on intended control measures to ensure that they are workable and likely to be adopted.

The Maybo consultant added: "The risk assessment also needs to acknowledge staff perceptions and fears, not just the tangible facts. It is also easy to underestimate the impact on staff of continuous low-level verbal abuse and intimidation. This can lead to stress-related illness and affect for example, staff working in reception areas or call centres, who may not at first appear to be at risk."

The fourth and final section looks at dealing with the aftermath of violence at work…

Feature article by Jonathan Thomson