Occupational Violence and Aggression is Never 'Just Part Of The Job'.

admin • January 6, 2025

Occupational Violence and Aggression. 

Occupational violence and aggression (OVA) is when a person is abused, threatened or assaulted in a situation which is related to their work. It may come from internally (co-workers) or externally (clients, patients, customers or the public). 

It may include verbal abuse, physical intimidation, physical violence, or threats of violence.  It can occur in person, over the phone or even online. There is a broad spectrum of severity, but all can impact the workers mental and physical safety. 

Violence at work is a major health and safety issue and is particularly prevalent in some industries but can occur in any industry. 

 

What do you do about it? 

Like with any other hazard, the employer has a duty und the Victorian Occupational Health and Safety Act (2004) to provide and maintain for employees, as far as is practicable, a working environment that is safe and without risks to health.  

OVA should be treated like any other OHS hazard and includes looking at and addressing root causes and contributing factors. It can be prevented in many cases and can be minimised in others. 

The principles of risk management apply to OVA too: 

  • Identify the hazards 
  • Assess the risks 
  • Implement controls 
  • Review the effectiveness of the controls 
  • Consultation must occur throughout the process 


Make sure that all incidents are being reported. If an incident does occur, then the worker must be supported, but we must not stop here. We must learn from the failure by investigating the incident and working to prevent it from happening again. 

 

When addressing the risk of OVA in a workplace, think about systems and controls which may be effective in the context of your industry and workplace. These might include: 

  • Security – this may include security guards, CCTV and duress alarms. 
  • Hazard identification and risk assessment procedures specifically for OV risks – this may involve assessing any OV risk posed by a patient, client, customer, etc. For example in historical records, or by observing their behaviour on entry to the workplace.  
  • Systems of record-keeping which include a process for recording around the risk of OV. 
  • Reporting processes for incidents of OV. 
  • Processes for following up on incident reports – including investigations to explore the root cause, with actions taken to prevent recurrence. 
  • Workplace design – for example screens, eliminating blind corners and isolated locations, lighting, etc.   
  • Protocols to eliminate known high-risk situations eg: sole charge, night-time, isolation, etc. 
  • Education and training – eg: de-escalation technique training, processes for calling for back-up, etc. Ensure that the workers know what the safety protocols are and how to use them.
  • Policies and procedures which are practical and apply to the context of the workplace.
  • Provide post-incident support – immediate follow up and support tailored to the individual’s needs.
  • Actively promote a culture which empowers staff to expect a safe workplace.

 

When working towards tackling violence and aggression as an OHS issue, it is integral that the employer and the employees believe that they have the right to expect a physically and mentally safe workplace. This means promoting a culture in the workplace that does not accept violence and aggression.  

Violence and aggression are never just ‘just part of the job’. 

Is workplace safety a social justice issue?

By admin • February 11, 2025
Is Work Safety a Social Justice Issue? The 20 th February has been named The World Day for Social Justice. But is Work Safety a Social Justice Issue? When certain groups face disproportionate risks due to factors like systemic inequalities, unsafe working conditions become a social justice concern. For example, certain demographics (such as racial minorities or low-income workers) often experience higher rates of workplace injuries and illnesses due to systemic disadvantages. Poor work safety practices can lead to significant health disparities, further emphasizing the social justice aspect. Unequal power dynamics between employers and employees can prevent workers from raising concerns about safety issues, perpetuating unsafe conditions. The right to a safe workplace is a fundamental human right – but not all workers are treated equitably in the protection of their health and wellbeing. To read more about the World Day For Social Justice, visit World Day of Social Justice | United Nations

Heatwaves as a work hazard.

By admin • February 4, 2025
When there is a heatwave, it can introduce temperatures which are a new hazard not normally experienced in a workplace. As always, the employer must eliminate or minimise risks as far as reasonably practicable. That means that when conditions change, it’s time to do a risk assessment and put new controls in place. There is no single ‘stop work’ temperature. Various factors need to be taken into account which include humidity, air flow and the type of work being performed. Heatwave conditions create a work-related risk in the form of heat stress and fatigue. But there are various ways to control the risk. Things to consider may include: working in the cooler part of the day moving work to a different location limiting tasks which require higher physical effort during the hotter period changing work expectations and allowing workers to self-pace their work ensuring access to cool water - and rehydration electrolytes if required providing shade air conditioning or fans if possible ensuring workers are not working in isolation ensuring supervision is in place taking into account more vulnerable workers - for example those who may be young, pregnant, suffer an illness, etc training workers to ensure they understand the risk and how to recognise symptoms ensure first aid and medical assistance is available Remember that the risk posed by heat is not just limited to outdoor workers. Indoor workers can be exposed to unsafe working conditions too - including high temperatures, thermal radiation and humidity. As with all hazards - when considering what control to put in place, the usual hierarchy of control should be used – with elimination being considered first. If this can’t be done, then consider substitution, followed by isolation/ engineering controls, then administrative controls and finally PPE as the last option. As always, the effectiveness of the controls should be monitored and reviewed. Health and Safety Representatives (HSRs)s can be proactive in this area by consulting with the employer and attempting to resolve the risk. If there is an immediate risk to health and safety, then they can direct a cease work. HSRs play an important role in ensuring a safe workplace – and this includes during heatwave conditions.
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