While behavioral threat assessment is a key component to the comprehensive safety and security strategy in the workplace, many organizations do not have a formal process in place. As an HR professional or HR leader, you may be wondering what behavioral threat assessment really is, and how it differs from other programs you may already have in place, such as counseling or EAP.
Behavioral threat assessment (BTA) involves looking at patterns of behavior that may indicate a potential threat. It focuses on early intervention to address issues before they become more serious. It’s important to know that BTA is based on research, and it looks at behaviors, not opinions. There are many benefits of establishing a behavioral threat assessment program at your workplace:
- Preventing future violence. By identifying and addressing potential threats early, organizations can prevent violent incidents and protect employees from harm. This proactive approach helps to address issues before they escalate into more serious situations.
- Creating a safe work environment. Employees feel more secure and are better able to focus on their work when they know that their safety is being taken seriously. It can also help promote a positive work culture, by demonstrating that your organization values safety and well-being for all employees, including those who may be displaying concerning behaviors and struggling with multiple factors outside of work.
- Reducing risk and liability. Effective behavioral threat assessment helps organizations manage risks and reduce liability. By taking appropriate actions in response to identified threats, companies can avoid severe legal and financial repercussions that may arise from workplace violence or other related incidents. Workplace security is no longer a nice to have, it is a need to have and if something were to occur, your organization can be held liable without proper documentation and policies in place.
- Enhancing employee well-being: Addressing behavioral issues and potential threats can improve overall employee morale and well-being. When employees see that their concerns are taken seriously and that there is a system in place to handle threats, it fosters a sense of trust and support. Research shows that organizations who provide a trusting, safe work environment, both physically and emotionally, have employees who are more engaged.
Next, your team will need to define what constitutes concerning behaviors. Those behaviors could be a threat to themselves or others, a drastic change in demeanor, or a pattern of missed deadlines. Once your team has established the threshold, your team needs to meet and begin investigating data and information from others in the organization. You are looking for risk factors, warning signs, protective factors, and any information that can help you understand the context of the reported behavior. It is equally important to not just investigate what is wrong, but what is preventing them from doing something bad. As an organization, consider how you create positive anchors in an employee’s life, so they feel valued, appreciated, and connected.
Finally, assess the level of the threat. Is it a low-level threat or is it imminent? Assign management strategies for each threat level and match the strategy to the level of that threat. Determine the threshold for when law enforcement should intervene; similarly, knowing when to engage with community based mental health agencies is important.
While this may feel overwhelming to start on your own, SEC is here to help! Our team of security experts and behavioral analysts can help train you and your team on the entire process, including assessment techniques, threat identification, best practices, case studies, legal and ethical considerations.