Understanding Workplace Violence

Workplace violence encompasses far more than physical assaults. OSHA defines it as any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. For security professionals, understanding the full spectrum — from verbal threats and harassment to robbery and active assailant scenarios — is foundational to effective prevention.

The Four Types of Workplace Violence

  1. Type I – Criminal Intent: The perpetrator has no legitimate relationship to the workplace (e.g., robbery, vandalism)
  2. Type II – Customer/Client: Violence from individuals the organization serves (patients, customers, students)
  3. Type III – Worker-on-Worker: An employee or former employee attacks a co-worker
  4. Type IV – Personal Relationship: Someone with a personal relationship with an employee brings conflict into the workplace

Each type calls for different prevention strategies, making a one-size-fits-all approach ineffective.

Building a Prevention Framework

Threat Assessment Teams

Organizations should establish a multidisciplinary threat assessment team (TAT) that includes security, HR, legal counsel, and management. This team evaluates reported threats, monitors behavioral warning signs, and coordinates response. Security personnel are often the first to observe warning behaviors and should have a clear escalation path to the TAT.

Environmental Design (CPTED)

Crime Prevention Through Environmental Design (CPTED) uses physical layout to reduce opportunities for violence:

  • Controlled access points that limit unauthorized entry
  • Adequate lighting in parking areas, stairwells, and corridors
  • Clear sightlines — minimize hidden corners and blind spots
  • Secured perimeters that channel foot traffic through monitored checkpoints

Access Control

Strict access control is one of the most effective preventive measures. Key practices include:

  • Visitor sign-in and escort policies
  • Immediate deactivation of access credentials when employees are terminated
  • Separate visitor and employee entrances where possible
  • Tailgating prevention protocols at secure doors

Recognizing Warning Signs

Security staff should be trained to recognize behavioral indicators that may precede violent incidents. These can include:

  • Escalating verbal aggression or threats — even if dismissed as jokes
  • Sudden changes in behavior or mood, especially following a disciplinary action
  • Fixation on weapons or violent events
  • Expressions of hopelessness, extreme grievance, or desire for revenge
  • Increased absenteeism or declining performance alongside agitation

Important: No single sign confirms imminent danger, but patterns of behavior should always be reported and assessed.

Incident Response Protocols

Every workplace should have documented response protocols for violence incidents. At minimum, these should cover:

  1. Immediate notification – Who calls 911, who notifies management
  2. Evacuation or lockdown – Criteria for each and how to execute
  3. Medical response – Location of first aid, AED, and trained responders
  4. Post-incident support – Employee assistance, documentation, and investigation

De-escalation Skills for Security Officers

Many violent incidents can be prevented through skilled de-escalation. Core techniques include:

  • Using a calm, non-threatening tone and posture
  • Actively listening without interrupting
  • Acknowledging the person's feelings without agreeing with their behavior
  • Offering choices to give the individual a sense of control
  • Knowing when to disengage and let trained crisis responders take over

Regular Training and Drills

Prevention programs are only as strong as the people executing them. Conduct regular tabletop exercises and drills covering your most likely threat scenarios. Review and update procedures after any incident or near-miss, and ensure all security staff are retrained when protocols change.