Types of workplace
violence
• Type I - Criminal intent (monetary gain) – 85%
• Type II - Customer/Client (real or imagined
conflict/injustice)
• Type III – Worker-on-worker
• Type IV – Domestic Violence/Pesonal
Relationships
In broadening the workplace violence typology to include the possibility that an employee harbors the potential for Type V violence, it is necessary to add to this list:
• Sudden religious or spiritual conversion or dramatic intensification of religious convictions and/or
activities.
• Voicing religious or political beliefs concerning
ideologies of a generally perceived extremist nature.
TYPE V WORKPLACE VIOLENCE AND THE “NEW TERRORIST”: EXPLORING THE ACTIVE SHOOTER THREAT
A SPECIAL REPORT FROM EXTREME BEHAVIORAL RISK MANAGEMENT-A DIVISION OF All Sector TECHNOLOGY GROUP, INC
Dr. Richard Friedman, Professor of Psychiatry, Weill Cornell Medical College
BEING READY MEANS…
• Keep calm during an “incident”
• Practice in your mind responses, exit routes,
sheltering
• Be sure door locks and exits such as windows work
• Keep your cellphone handy with the ringer off
• Review plans with your administration and make
Run, Hide, Fight
The key to survival is a proactive mindset
1. Take care of yourself
2. Go to safety
3. Get out of the line of fire
4. Take as many people to safety as possible
5. Run if you can
6. Hide if you can’t
After Mass Violence/Terrorism
• Emotional preparedness for overwhelming sensory
impact, noise, neural images on survivors, families, and responders in the hot zone
• PFA and psychosocial support strategies in response to
chaos and extreme psychological distress
• Strategies for chaos and crowd management
• Rumor control dealing with media/journalists at
disaster scene and after-effects when media reports are wrong
• Psychological importance of death mitigation in
Mass Violence
•
Multiple violent fatalities and injuries
•
Human caused, intent to harm or kill others
•
Can be emotionally uncomfortable to talk
•
Devastating to survivors, witnessed, loved
•
Provide psychological and emotional support to
victims, survivors, responders, Victim Service
workers
•
Identify individuals in need of acute MH
intervention
•
Refer individuals who may benefit from
traditional/ongoing MH assistance
•
Connect those in need with resources (National
Disaster Distress Helpline 800.985.5990)
Key Concepts
• The human response to disaster is phase specific and
hazard specific.
• There is no “one size fits all” intervention...it must
be tailored to the phase and nature of the incident. • Counseling offers can be resented in the immediate
aftermath. Prevent change and move back to baseline functioning.
• Media intrusion, SUVs and onlookers
• Local leadership and control essential
Promote safety
•
Help meet basic needs for food , shelter,
and obtain emergency medical attention
•
Provide repeated simple, and accurate
information on how to obtain these
Promote connectedness
•
Help people quickly connect with loved
ones and friends
•
Keep families together
•
Promote self-efficacy
•
Engage people in meeting their own
needs
•
Give practical suggestions that steer
Promote hope
•
Find out types of help available and direct
people to those services
•
Remind people that more help and
Promote calm
•
Listen to those who wish to share their
stories and emotions.
•
Remember there is no wrong or right way to
feel
•
Be friendly and compassionate even if
others are being difficult
•
Offer accurate info about the event and
Caveats
§ Do not self-deploy! Follow the plan (if there is one)
§ Do not make assumptions about what people have experienced
during the incident or are experiencing currently.
§ Do not assume that everyone who has been through the
emergency will be traumatized.
§ Do not pathologize. Most acute reactions are understandable
and expectable, given what people have experienced.
§ Do not label reactions as “symptoms” or speak in terms of
“diagnoses,” “conditions,” “pathologies,” or “disorders.”
• DON’T tell people what you think they should be thinking
or feeling, or how they should have acted
• DON’T tell people why you think they have suffered by
alluding to personal beliefs or behavior of victims
• Don’t make promises that may not be kept
• Don’t criticize existing relief efforts or services in front of
people in need of these services
• DON’T force people to share their stories, especially
personal details
• DON’T give simple reassurances (everything will be OK;
Personal Safety
• Observe safe practices by showing concern for your
own safety
• Remain calm and appear relaxed, and nonthreatening
• 3 rules for personal safety
1. Never sacrifice safety for rapport
2. Leaving one minute too soon, always better than one
minute too late
3. If you have to run, don’t run from danger, run toward
References
Active Shooter: Recommendations and Analysis for Risk
Mitigation (2012.) New York
City Police Department.
Addressing the Problem of the Active Shooter (2013). Federal Bureau of Investigation, Law Enforcement Bulletin
Crimando, S. - http://www.xbrm.com/wp-content/uploads/
2009/07/Workplace-Violence-Terrorism-Convergence-Version-8-5.pdf.
De Becker, G. (1997). The Gift of Fear. New York: Dell. Friedman, R. (2014). Why can’t doctors identify killers?
N.Y. Times, 5/14
Safety Guidelines for Armed Subjects, Active Shooter
Author (2001) How to Plan for Workplace Emergencies and
Evacuations. Washington, DC: U.S. Department of Labor,
Occupational Health and Safety Administration. Vulnerability Assessment Procedures:
http://www.cfm.va.gov/til/physicalSecurity/ VAPhysicalSecurityReportNIBS20020906.pdf
A Guide to School Vulnerabilities Assessments:
http://www.acefacilities.org/search.aspx?
Keyword=&Publisher=&Type=&Role=Facility +Managers&Category=&Page=0
Workplace Violence Desk Reference, Security Management Group
International - www.SMGICorp.com
•
http://fusion.net/story/5741/elliot-rodgers-frightening-manifesto/
