The number of violent incidents at work has declined over the last decade, with the incident rate remaining stable over the last four years. Findings from the Crime Survey for England and Wales (CSEW) show that in 2012/13.
The risk of being a victim of actual or threatened violence at work has remained similar in the last few years with an estimated 1.4 per cent of working adults the victims of one or more violent incidents at work (CSEW).
In the Crime Survey for England and Wales 2012/13, 323,000 adults of working age in employment experienced work related violence including threats and physical assault.
There were an estimated 649 000 incidents of violence at work according to the 2012/13 CSEW, comprising 332 000 assaults and 317 000 threats. This compares to an estimated 643 000 incidents in 2011/12, an increase of 1 per cent. This change is not statistically significant.
The 2012/13 CSEW found that 1.2 per cent of women and 1.6 per cent of men were victims of violence at work once or more during the year prior to their interview.
It is estimated that 60% of victims reported one incident of work related violence whilst 16% experienced two incidents of work related violence and 24% experienced three or more incidents in 2012/13.
Strangers were the offenders in 60 per cent of cases of workplace violence. Among incidents where the offender was known, the offenders were most likely to be clients or a member of the public known through work.
Victims of actual or threatened violence at work said that the offender was under the influence of alcohol in 38 per cent of incidents, and that the offender was under the influence of drugs in 26 per cent of incidents.
The survey found 51 per cent of assaults at work resulted in injury, with minor bruising or a black eye accounting for the majority of the injuries recorded. In 2012/13 RIDDOR reported 3697 over 7 days injuries for acts of violence in the workplace. (Source – HSE.GOV.UK)
Employers are responsible for identifying and managing the risk of harassment and violence at work. They should provide clear policies in relation to harassment and violence, detailing their own responsibilities, as well as those of their workforce, to raise awareness of related issues among the workforce, and set standards for workplace behaviour
Call Avensure if you require any further guidance and to assist with your procedures and policies for the event of harassment and violence at your workplace.
For more information about me, come see my profile: Lee Churchill
Elena Boura2017-12-18T15:41:08+00:00September 15th, 2015|