Out Loud Blog

On Oct. 15, I began and completed (although not as quickly as I had hoped) my first century ride – a 103-mile bike ride through and around Las Vegas. This ride shared some similarities with the educational ride that I began in January 2008. That was when I first enrolled in a Bachelor of Science Program in occupational safety and health with the intention of completing the degree as well as earning the Certified Safety Professional (CSP) designation. I’m proud to say that just last week, I passed the second and final exam to obtain the CSP designation through the Board of Certified Safety Professionals.

Both my century ride and my educational journey were long, difficult and unpredictable, with various unexpected challenges laced throughout the course.

Endurance is Key

At mile 75 of the century ride, I popped a tire. For a novice like me, this was a significant problem; the repair ended up costing me an hour of riding time. Then, around mile 80, my legs and arms began to cramp to such a point that everything within me wanted to get off that bike.

While the nature of the challenges I experienced in my educational and professional goals were different from this physical test, they were equally debilitating. I can point to several occasions where obstacles (financial concerns, fatigue and difficulty) nearly forced me to call it quits.

In both of these rides I faced a moment of truth, the proverbial fork in the road where I had to encourage and commit myself to continue despite the pain.

Crossing the Line

There is nothing like reaching a long-anticipated finish line. After riding 103 miles, nothing compares to the feeling of crossing that line to receive the medal (except maybe ditching the bike at last).

Similarly, upon the completion of my degree and professional designation, I was overcome by the sight of that finish line. I could say “It is done,” but at the end of my educational ride I received not a medal but instead a prize that will keep giving back. In the end, these experiences were well worth all the challenges and then some – even though it definitely did not always feel that way during the process.

Maybe you are facing a challenge, too. Whether it’s professional or personal, remember: You cannot be counted out until you quit or are disqualified, and as long as you don’t throw in the towel during the process, you’re getting closer to the goal all the time. Make that commitment to continue no matter how much it hurts. It will all be worth it one day. Trust me. I speak from experience!

EHS Today guest blogger Jason Townsell, CSP, was named the 2010 Future Leader in EHS. He works as an assistant safety manager/trainer for LA World Airports (LAWA) Airport Development Group.

This post is contributed by Michael Brady, MA, CPP, in response to the article “Workplace Violence Claims the Lives of Two Workers Every Day,” published Oct. 7 on EHSToday.com.

As I read “Workplace Violence Claims the Lives of Two Workers Every Day,” I became concerned that media coverage of workplace violence sometimes is misleading. By suggesting that disgruntled employees are the greatest cause of workplace violence, such articles may deflect attention from the more common occurrences of workplace suicides and fatal robberies.

According to the Bureau of Labor Statistics (BLS), in 2009, 837 workplace fatalities resulted from “assaults and violent acts,” a category that included 542 homicides and 263 suicides. The statement that “Workplace violence claims the lives of two workers every day” is true only if we include workplace suicides. In fact, there are half as many suicides as murders in the workplace.

Based on averages of data recorded from 1997-2010, of the 542 homicides at work in the United States in 2009, 75 percent can be attributed to killings during robberies and other criminal acts. Offenders in such cases are categorized by the FBI as Type I. The remaining 25 percent are divided between clients and patients (7 percent), coworkers and former coworkers (10 percent) and family and friends (8 percent). Offenders in these categories are Types II, III and IV, respectively.

Referring to the aggregate number while discussing only Type III homicides perpetrated by “disgruntled employees” overstates the frequency of what most American think of when they hear the term “workplace violence” by a factor of 15. This sort of overstatement is not unusual in news reporting, but I propose we will have an easier time addressing these important issues if the debate is not contaminated with inflammatory rhetoric.

I’ve been told by a wise peer “I don’t think employees are really concerned about the [workplace violence] perpetrator’s classification.” I couldn’t agree more, especially when the violence is in progress. But understanding the nature of these offenders, their methods, their needs and their motivations may help us detect, deter, prevent or defeat acts of violence.

Tragedy No Matter How You Add It Up

Of course, the aggregated number in “Workplace Violence Claims the Lives of Two Workers Every Day” represents a lot a tragedy, regardless how the statistics break out. The 837 violent deaths at work in 2009 are well over the two deaths per day offered in the headline.

But I remain concerned that we distract employees, employers and our communities from the larger (and perhaps more tractable) problems of robbery/homicide and workplace suicide when we let the media reinforce the faulty notion that deadly violence at the hands of disgruntled coworkers is common. I have seen too many security professionals – especially those of us selling products, services or books – misuse statistics like these to promote a response based on fear rather than sober analysis.

In descending order of frequency, here are the most common types of workplace violence that occur in the United States:

>>Robbery/homicide. Robbery/homicide is a risk to cab drivers and retail personnel, especially at night. Robbery prevention calls for facilities improvements, physical security measures, changes to business practices and employee training. The prevention of on-duty killings of law enforcement and security personnel calls for specialized safety training and personal protective equipment unlike that provided to employees engaged in non-enforcement work.

>>Suicide. Suicide in the workplace suicide is an extremely complex issue that calls for attention from management, human resources, employee assistance programs and insurers.

>>Other Acts of Violence. Workplace homicides perpetrated by coworkers and former coworkers; clients and patients; or family, friends and other associates is what most people think of when they hear the phrase “workplace violence.” Yet, even combined, these categories account for the smallest fraction of workplace deaths and murders. If we focus on solutions for this issue to the exclusion of others, we will ignore the great majority of workplace deaths due to “assaults and violent acts.”

Here are a few more facts to consider. First, despite the media drumbeat to the contrary, workplace homicide has been declining steadily over the past 18 years and is only 50 percent of what it was when BLS began tracking it in 1992. Second, when we focus only on fatalities, we risk losing sight of the impact of 22,720 lost time injuries resulting from nonfatal assaults and violent acts. Third, workplace suicides appear to be on the rise.

Imagine the impact that EHS and security professionals might have if we insist this problem be understood in its true complexity and approached as a set of issues requiring a variety of solutions applied across disciplines. We have much work to do. Let’s be certain we’re using our finite resources where they can do the most good.

Michael Brady, MA, CPP, is a security director at Hannon Security Services Inc. in Minneapolis. He has served as a corporate security and safety manager, a security consultant, a security services account executive and is an instructor in the security management program at Saint Mary’s University of Minnesota. He writes about a variety of issues at http://eclecticbreakfast.blogspot.com.

References:

Guidelines for Preventing Workplace Violence for Health Care & Social Service Workers – OSHA Publication 3148 (2004)

Homicide: Occupational homicides by selected characteristics, 1997-2010

Number and percent distribution of nonfatal occupational injuries and illnesses involving days away from work by event or exposure leading to injury or illness and number of days away from work, private industry, 2009

Recommendations for Workplace Violence Prevention Programs in Late-Night Retail Establishments - OSHA Publication 3153 (1998)

Revisions to the 2009 Census of Fatal Occupational Injuries (CFOI) counts

Workplace Violence, 1993-2009 National Crime Victimization Survey and the Census of Fatal Occupational Injuries

Work-Related Homicides: The Facts

My office is situated among a group of publications known as “the food group.” These folks are editors and graphic designers for publications related to restaurants and food service management. Pretty much every week, someone in the group will bring in cupcakes, candy or donuts. Plus, being in the hospitality industry, they constantly receive boxes of sweet gourmet treats. They always share with me and they always seem to be in a good mood.

Coincidence? Apparently not.

Personally, I never needed a reason to eat a piece of chocolate or a bite of pie or cake. However, a group of researchers from North Dakota State University (NDSU) and Gettysburg College have found that people who have a sweet tooth actually have sweeter dispositions than those who enjoy savory treats or no treats at all. In the study, titled, “Sweet Taste Preferences and Experiences Predict Pro-Social Inferences, Personalities and Behaviors,” published in the Journal of Personality and Social Psychology, volunteers who ate a piece of Dove chocolate were more likely to volunteer to help another person than those who chose a cracker or opted for nothing.

“It is striking that helpful and friendly people are considered ’sweet’ because taste would seem to have little in common with personality or behavior. Yet, recent psychological theories of embodied metaphor led us to hypothesize that seemingly innocuous metaphors can be used to derive novel insights about personality and behavior,” said study co-author, Brian Meier, Ph.D.

Michael D. Robinson, NDSU professor of psychology, added, “Our results suggest there is a robust link between sweet tastes and pro-social behavior. Such findings reveal that metaphors can lead to unique and provocative predictions about people’s behaviors and personality traits.”

It would be simplistic to say that chocolate will cure the problems our country and the world face, but it can’t hurt to eat a piece or two of chocolate and be nicer and more helpful to one another.

I would like to start this blog by splitting apart those two words in the phrase “pretty good.” Bear with me:

Pretty: Pleasing or attractive in a graceful or delicate way. That’s a pretty sunset, dress or picture. For all you horticulture fans: that’s a pretty flower, tree or plant. For some bonus points: my girlfriend, fiancé or wife is a very pretty woman. And for the sports fans: that was a pretty pass, catch or run. Each description is positive.

Good: Being positive or desirable in nature; not bad or poor: a good experience; good news; a good day; good at his/her job. Again, each description is positive.

But put these two words together and they begin to take on a negative connotation. When I hear the phrase “pretty good,” I immediately start thinking something or someone is mediocre, so-so, tolerable or just OK. I guess if the movie was pretty good, you would feel like you didn’t quite waste your money, but could’ve spent it better. You’re also probably not waiting for the DVD release date.

What about, “Our safety program is pretty good,” or “My guys/girls are pretty good at following safety procedures”? If this description of workplace safety doesn’t raise a bright red flag to us as safety professionals, then we’re in trouble. We cannot settle for a mediocre, so-so level of safety on the job.

I find this to be a problem when contractors, managers, owners, supervisors, etc., are trying to stay on schedule and under budget. Unfortunately, in our present economy, budgets and schedules are a priority and safety may suffer or risk becoming a backburner issue. Some leaders in this economy seem to be content with a “pretty good” safety plan.

I like to dare my contractors to stand up loud and proud to announce to all employees that their safety and well-being is second to schedule and making money. Ask anyone who has been involved or witnessed a work-related accident/fatality and tell me what that does to your schedule and profit.

I’d encourage everyone to take a look in the old proverbial mirror and check your company’s safety program, training and execution on the jobsite. Make sure it’s not “pretty good.” Go for pretty great or phenomenal. Better yet, drop the whole pretty thing and leave that term to describe the (fill in the blank) prettier things in life.

Guest blogger Aaron J. Morrow, CHST, works as a project HSE manager and is a safety consultant, an OSHA 500 trainer, a Cal/OSHA 5109 trainer and a construction risk insurance specialist.