Felicia Sadler, MJ, BSN, RN, CPHQ, LSSBB | Source | Vice President - Quality at Relias

Although there are many different catalysts for violent events in the workplace, early detection of risk can often be achieved. One example would be conducting mental health screenings for patients. By identifying historical incidents and prior violent tendencies, this approach helps to be proactive in addressing problems before they arise.

Research reveals that in 2022, 48% of hospital nurses reported an overall rise in workplace violence, up from 30.6% in September 2021. To diminish these numbers, hospitals have increased implementation of risk assessment tools such as the Brøset Violence Checklist (BVC). The BVC is a violence prediction screening tool that evaluates imminent violent behavior by identifying behavioral patterns and has the highest efficacy for anticipating workplace violence. Such tools comprise a set of industry-wide standards that healthcare professionals can use to identify warning signs, determine the risk of violence, and take subsequent steps to reduce it.

Healthcare organizations can also proactively identify risks that may exist by performing an organizational analysis and evaluation of existing structures, processes, and policies. As part of any continuous process improvement, an annual program evaluation should be conducted, and updates should be integrated into future policies and education.

Unfortunately, healthcare is not immune to many of the same pay disparity issues facing BIPOC (Black, Indigenous and People of Color) individuals that are present throughout the workforce. There is a greater recognition among healthcare organizations that disparities exist and many of those organizations are taking steps to address it, but more needs to be done.