Report pages 86–88: 55 claims on pp. 86–88 (fact 1, statement 37, evidence 12, conjecture 4, definition 1).
A crucial component of workplace safety is developing an organizational culture of safety, respect, trust, and support.
A crucial component of workplace safety is developing an organizational culture of safety, respect, trust, and support.
Positive organizational climates can reduce the risk of grievances and enhance bystander reporting when concerns are identified.
Positive organizational climates can reduce the risk of grievances and enhance bystander reporting when concerns are identified.
Organizational climate reflects how people perceive and describe their working environment, including employees' attitudes, feelings, and recurring patterns of behavior.
Organizational climate reflects how people perceive and describe their working environment, including employees' attitudes, feelings, and recurring patterns of behavior.
Cultivating a positive climate of safety and support is important to ensure employees feel valued.
Cultivating a positive climate of safety and support in an organization is important to ensure employees feel valued.
Employees who feel respected and supported are less likely to view violence as an appropriate means of addressing their issues and may hold fewer and/or less intense grievances against their colleagues (endnote 21).
Employees who feel respected and supported are less likely to view violence as an appropriate means of addressing their issues and may hold fewer and/or less intense grievances against their colleagues.
Positive work climates can also have other important outcomes, including enhanced employee well-being, resilience, and productivity, as well as improved positive and supportive interactions with customers, clients, patients, and visitors (endnote 21).
Positive work climates can also have other important outcomes, including enhanced employee well-being, resilience, and productivity, as well as improved positive and supportive interactions with customers, clients, patients, and visitors.
A security director at a major healthcare network tells employees not to wait for something to happen before engaging with the resources offered, such as five free counseling sessions.
We tell employees not to wait for something to happen to say something, but to proactively engage in resources.
The seventh step of the guidance is to promote a safe and supportive organizational climate.
STEP 7: PROMOTE A SAFE AND SUPPORTIVE ORGANIZATIONAL CLIMATE
The report states that organizational climate plays a vital role in preventing targeted workplace violence.
Organizational climate also plays a vital role in preventing targeted workplace violence.
A security director at a major healthcare network said that for patients to be first, the organization needs a healthy workforce to care for people.
For patients to be first, we need to have a healthy workforce to care for people.
The same security director said that employees who are not healthy themselves will not have a vested interest in the mission or the capacity to care for others.
If employees are not healthy themselves, then they won’t have a vested interest in our mission or the capacity to care for others.
The security director said the network offers resources to employees struggling with finances, stress, or depression, including five free counseling sessions to use as they need.
If someone isn’t feeling well due to finances, stress, depression, we have resources to offer our employees, including five free counseling sessions for them to use as they need.
A variety of strategies can be instrumental to fostering a safe and supportive organizational environment.
A variety of strategies can be instrumental to fostering a safe and supportive organizational environment.
Organizations should practice safe hiring by measuring both an employee's aptitude and their conduct.
measuring both an employee's aptitude (i.e., their anticipated ability to do their assigned work effectively) and their conduct
Organizations should follow all relevant federal, state, and local laws regarding hiring practices.
Organizations should be sure to follow all relevant federal, state, and local laws regarding hiring practices.
Organizations may consider supplementing a standard interview with background checks, reference checks, or a review of an applicant's digital footprint.
organizations may consider supplementing a standard interview with background checks, reference checks, or a review of an applicant's digital footprint
When used appropriately, these strategies can be helpful in identifying patterns of hostile, concerning, inappropriate, criminal, or violent behaviors.
When used appropriately, these strategies can be helpful in identifying patterns of hostile, concerning, inappropriate, criminal, or violent behaviors.
Why inferred Hedged with 'can be helpful'; classified as conjecture.
Organizations must use caution to ensure hiring promotes workplace safety while following laws and treating all applicants with fairness, dignity, and respect.
Organizations must use caution to ensure that their hiring practices promote workplace safety while following federal, state, and local laws and simultaneously work to treat all applicants with fairness, dignity, and respect.
The Ban the Box campaign has advocated removing checkboxes that ask applicants to disclose felony convictions so they are evaluated on qualifications first.
have advocated for the removal of these checkboxes to promote fairness in hiring practices so that applicants with criminal histories can first be evaluated on their qualifications
It is important for organizations to be proactive and intervene early when concerns, such as minor disciplinary or performance issues, are easily managed.
It is important for organizations to be proactive and to intervene early when concerns are easily managed, such as with minor disciplinary or performance issues.
If unaddressed, these problems can escalate, causing further disruption or even violence.
If unaddressed, these problems can escalate, causing further disruption or even violence.
Why inferred Hedged with 'can escalate'; classified as conjecture.
Disciplinary actions should not be used as punishment, but rather as corrective measures to educate employees about relevant issues with their performance and/or behavioral conduct and to inform them what actions are needed to get them back on the right track.
Disciplinary actions should not be used as punishment, but rather as corrective measures to educate employees about relevant issues with their performance and/or behavioral conduct and to inform them what actions are needed to get them back on the right track.
Organizations should establish clear policies on workplace conduct and respond appropriately and proportionately to infractions.
It is important to establish clear policies regarding workplace conduct and standards of behavior and to respond appropriately and proportionately to infractions.
Disciplinary action may be appropriate for bullying in some instances, including reprimanding the aggressor, placing them on administrative leave, and/or terminating them from employment.
Disciplinary action may be appropriate in some instances, including reprimanding the aggressor, placing them on administrative leave, and/or terminating them from employment.
Other strategies such as alternative dispute resolution, conflict mediation, or transferring an employee to a different work unit or facility can also be effective.
Other strategies can also be effective in handling these matters, including alternative dispute resolution methods, conflict mediation, and transferring one employee to a different
Hiring decisions can be among the most impactful decisions made in an organizational setting, as the workforce cultivates their surrounding climate.
Hiring decisions can be among the most impactful decisions made in an organizational setting, as the workforce cultivates their surrounding climate.
While organizations are encouraged to carefully consider an applicant's prior behaviors to make safe hiring decisions, it is important to avoid unfair hiring practices.
it is important to avoid unfair hiring practices
Bullying, harassment, and hostile or antagonistic behavior can result in interpersonal conflicts and grievances, a fearful atmosphere, humiliation, and perceptions of a hostile work environment.
Bullying, harassment, and hostile or antagonistic behavior and attitudes can result in interpersonal conflicts and grievances
Why inferred 'can result in' hedged causal claim; typed conjecture
The first strategy listed for promoting a safe climate is to use safe hiring practices.
Use safe hiring practices.
Organizations sometimes use checkboxes asking applicants to self-disclose prior felony criminal convictions and then use that data to filter out applicants with felony convictions.
Organizations sometimes use checkboxes to encourage applicants to self-disclose prior felony criminal convictions, then use the data to filter out applicants with felony convictions.
Another strategy for promoting a safe climate is to respond fairly and effectively to problems.
Respond fairly and effectively to problems.
Fairness, transparency, and consistency in the disciplinary process are important to help employees feel respected and to show the organization's commitment to a safe and positive work environment.
Fairness, transparency, and consistency in the disciplinary process are important to help employees feel respected and to demonstrate the organization’s commitment to a safe and positive work environment.
Another strategy for promoting a safe climate is to address bullying and harassment at work.
Address bullying and harassment at work.
It may also be helpful to conduct climate assessments to gauge the overall environment and identify factors that may have allowed problematic behaviors to flourish.
It may also be helpful to conduct climate assessments to gauge the overall organizational environment and identify factors that may have allowed these problematic behaviors to flourish.
Why inferred Recommendation hedged with 'may also be helpful'; classified as a statement.
A key component of a positive organizational climate is ensuring employees feel heard, understood, and supported in the workplace.
A key component to a positive organizational climate is ensuring employees feel heard, understood, and supported in the workplace.
Organizations can offer resources such as EAPs, professional development, mental health support, employee resource groups, and peer support programs.
This can be achieved through offering resources to aid employees in their personal and professional lives, including EAPs, professional development opportunities, mental health support, employee resource groups, and peer support programs.
These resources can be effective tools to enhance employees' coping skills, mental wellness, and sense of connection to work and colleagues.
These resources can be effective tools to enhance employees' coping skills, mental wellness, and sense of connection to their work, their colleagues, and their organization.
Why inferred Hedged with 'can be effective'; classified as conjecture.
Organizations can collaborate with resources already available in their broader communities to develop a well-rounded menu of resources.
Organizations can also collaborate with resources already available in their broader communities to develop a well-rounded menu of resources and opportunities.
These characteristics of positive work environments can be cultivated through practices such as discussing office goals and values, practicing compassion and respect, offering praise for strong performance, checking in on employee well-being, facilitating social connections, and pursuing inclusivity and collaboration.
These characteristics can be cultivated through practices, such as discussing office goals and values, practicing compassion and respect, offering praise for strong performance, checking in on employee well-being, facilitating social connections, and pursuing inclusivity and collaboration.
Organizations should foster a culture of safety in which employees are empowered to report concerns without fear of reprisal.
Employees should be empowered to report the concerns they have in the workplace without fear of reprisal.
All employees should understand the value of identifying, assessing, and managing concerns early.
All employees should understand the value of identifying, assessing, and managing concerns early
Employees should recognize that the BTAM process is not intended to be punitive in nature.
all should recognize that the BTAM process is not intended to be punitive in nature.
An HR professional says that if leaders do not act on survey results, people will stop sharing their thoughts and burn out.
If you don't, people will stop sharing their thoughts, and they will burn out.
There are numerous characteristics of positive work environments, including clear and open communication, opportunities for growth and creativity, healthy work relationships, accountability, professionalism, respect, and the recognition of employee contributions and performance.
There are numerous characteristics of positive work environments, including clear and open communication
Another strategy for promoting a safe climate is to invest in employee resources.
Invest in employee resources.
Another strategy for promoting a safe climate is to facilitate positive interactions.
Facilitate positive interactions.
Another strategy for promoting a safe climate is to cultivate a culture of safety.
Cultivate a culture of safety.
It is important for all employees to recognize safety as a priority and a community responsibility.
It is important for all employees to recognize safety as a priority and a community responsibility.
Organizations should strive to foster a culture of safety so that all employees understand their role in keeping the workplace safe from violence.
Organizations should strive to foster a culture of safety in the workplace to ensure all employees understand their role in ensuring the workplace is safe from violence.
A human resources professional said organizations should make sure they are listening to staff and that staff feel heard.
You want to make sure you’re listening to your staff, and that your staff feel heard.
The HR professional said employee engagement surveys are good, but that organizations need to take action on things that come up in them.
Employee engagement surveys are good.
The HR professional advised making people feel integral to the organization.
Make people feel integral to the organization.
The HR professional advised helping employees understand what their role means for the strategic plan and organizational mission.
Help them understand what their role means for the strategic plan and organizational mission.
The HR professional said these engagement efforts will take different shapes depending upon the organization.
This will take different shapes, depending upon the organization.
The HR professional said that if engagement is done right, it is less likely someone will go off the deep end.
But if you do it right, it’s less likely someone will go off the deep end.
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