aggression and threat assessment in the workplace

AGGRESSION AND THREAT ASSESSMENT IN THE WORKPLACE

PRESENTER• Steve Thompson

– Black belt, over thirty-five years experience in the field.– Presented countless national, and international workshops and programs.– Threat assessment consultant.– Court Qualified, Expert Witness – Counterintuitive Behavior, Sexual Assault,

Stalking, Dating Violence,– Sex crimes investigation trainer, consultant, and criminal profiler.– Researched and published the first and most comprehensive date rapist

profile and behavior sequence called the “Nice Guy” (Campus Law Enforcement Journal, May 1995).

– Author., No More Fear, (Five editions) Kendall/Hunt, Dubuque, Iowa, 1999..– Wrote, directed, and produced the program and DVD “No Zebras, No

Excuses, Addressing the Bystander Mentality”.– Owner: No Zebras & More LLC. For information www.nozebrasandmore.com

AREAS OF RISK• External• Customer/Client• Internal

– Current or former employee.– Domestic situation.– Stalking

• Organizational– Travel– Risk inherent to job.– Harassment/Bullying

EXTERNAL

• Financial motive

• Indiscriminate “thrill” crime.

CUSTOMER/CLIENT

• “Wronged party”– Qualifier– Barrier– Defuse

• Delusional or Incompetent Stalker– Commonly uses social media.

SOCIAL MEDIA/CYBER

Stalking

• Power and control.• Chat rooms, message

boards, email• Contact eventually in

person.

Harassment

• Purpose is to irritate and disrupt target.

• Emotional with possible financial harm to target is critical.

• Social Media

INTERNAL

• Domestic/Dating Violence and Discarded Stalker

• Harassment/bullying by co-worker

• Violent employee or former employee.

DV/STALKING

Discarded Stalker

• Use SA as control tool to achieve restoration of power in the relationship.

• Two kinds of Discarded:“Pit Bull” – High need for attachment. Fulfills their

identity. Can be most violent. Have nothing left.

“Cobra” – Does not feel attached. History of illegal behavior.

Tends to be dangerous at beginning of split, but gets over it and finds another relationship where he will abuse. Has history of multiple DV relationships.

• Most violent!

© Stephen M. Thompson

FACTORS TO ESTABLISH STALKING CRIME

• Repeated

• Reasonable

• Effect vs. Intent

• Notice

© Stephen M. Thompson

Harassment/Bullying

• Title VII• Defined as: any behavior that causes

a person do be uncomfortable, embarrassed, intimidated or targeted for abuse in a work environment.– Factors

VIOLENT EMPLOYEEBest indicator of future behavior is past behavior.

Indicators• Inflexible• Unreasonable

expectations• Grievance• Sadness• Hopelessness• External locus of

control• Co-worker

apprehension

TO ASSESS Need answers to..

• Are there significant dates/anniversaries?• How has this person reacted to interventions?• Any life stresses?• Is person pessimist or optimist?• Any history of violence towards animals?• External or internal locus of control?• Does the triad exist?• PINS, INHIBITORS, J.A.C.A?

PRE INCIDENT INDICATORS(PINS)

• Change in eating/sleeping habits?• Withdrawal?• Change in personal appearance?• Marked personality change?• Attitude of “nothing matters”?• Putting affairs in order?

INHIBITORS

• Reasons for not acting out, the “why nots”.

• Personal• Professional

• Domino effect is possible. NEVER knock over the Dignity domino.

J.A.C.A.

• Justification

• Alternatives (few or none)

• Consequences (tolerable)

• Ability

ASSESSING THE THREAT

• All cases should be considered high risk until get the answers.

• If assess high potential; – Psych. evaluation, sanctions, – Swift and firm judicial intervention.– Dangerous to friends, roommates and, dates.– Need safety planning BEFORE interviewing

him. – Must contain Discarded, if can not, provide

protection/relocation for target.

© Stephen M. Thompson

ORGANIZATIONAL

• Employee travel and physical environment.

• Sexual Assault– Targeting– Risk Reduction

EMPLOYER• Review current policies to determine if they are

consistently implemented and enforced?• Be proactive and supportive of training and drills. • Evaluate the physical environment.• Safety takes precedence.• “Fear Management” - managing fear is as important

as managing the threat itself.– Care– Confidence in you– Communication– Certainty

EMPLOYEE SAFETY

• “As violence is a process, so is safety”.

• “C’s” of Avoidance– Concern– Confidence– Control

• Eliminate “Zebra” Mentality– “Worry is a distraction, not a precaution.

Steve ThompsonSexual Aggression Services Director

Central Michigan University Phone: 989-774-6677

Email: thomp1sm@cmich.edu

www.nozebrasandmore.com© Stephen M. Thompson