Cultivating a safer workplace: Addressing harassment and violence in horticulture
The horticultural industry, like many others, faces challenges with harassment and workplace violence. For business owners like you, creating a safe and respectful environment is not only ethical—it's crucial for success and employee well-being.
In horticulture, where workers often operate in isolated, outdoor environments, the risks are even higher. These factors highlight the need for businesses to take proactive steps to help prevent workplace harassment and violence and create a safer environment for all employees.
Factors contributing to workplace violence in horticulture
Workplace violence is a concern across all industries, but horticulture presents unique challenges that can increase the risks of an incident:
Isolated work environments
Many horticultural jobs involve working outdoors or in remote locations, making workers more vulnerable.
Seasonal employment
The temporary nature of seasonal work can heighten stress and conflict among employees.
Physical demands
The physical nature of horticulture can lead to fatigue and frustration, sometimes resulting in aggression.
To address these risks, businesses should consider adopting a multifaceted approach that includes strong policies, proper training, and the promotion of a respectful workplace culture.
Building trust with proactive policies
Prioritize clear, written policies on harassment and workplace violence at your horticultural business. These policies help build trust among employees and reflect your company’s commitment to their safety and protection.
For smaller businesses, addressing harassment effectively can be difficult without a formal structure, sometimes leading to underreporting. In larger operations, while resources may be more abundant, the challenge lies in ensuring these policies are implemented consistently across all departments.
From a legal standpoint, strong anti-harassment policies help ensure compliance with federal and state regulations while reducing potential liability risks. More importantly, from an ethical perspective, they help foster a safer, more inclusive environment where employees can focus on their work without fear of harassment, violence, or retaliation.
Writing an effective anti-harassment policy
Drafting an anti-harassment policy tailored to your horticultural business is a critical step toward protecting your employees.
It’s important that your policy meets legal standards and remains accessible to your diverse workforce, including seasonal and migrant workers. Consult with your human resources department and a legal advisor when creating your policy.
To be effective, we recommend your policy:
Clearly defines harassment, including physical, verbal, and sexual misconduct.
Addresses workplace violence, from threats to physical altercations.
Includes transparent reporting processes, with translations available for non-English-speaking employees.
Establishes a zero-tolerance stance on harassment, with clear consequences.
Includes a non-retaliation clause. You want your employees to feel safe to report issues without fear of punishment.
Creating a policy that reflects your commitment to safety and well-being not only helps protect your employees but also helps foster a positive company culture.
Fostering respect and safety in horticulture
Creating a culture of respect and safety requires buy-in from management and leading by example. Recognizing respectful behavior and teamwork reinforces your company’s core values and contributes to a positive environment.
Practical safety measures, such as installing adequate lighting, surveillance systems, and secure fencing, are additional steps that can help deter potential threats. By creating a secure work environment, employees feel more confident in their safety, boosting productivity and morale.
Additionally, employment practices liability insurance offers vital protection for your business from claims related to workplace harassment, helping safeguard your operations against potential legal issues.
Hands-on harassment prevention and managing public interactions
Conduct annual harassment prevention training for all staff—from entry-level employees to management. Conduct this training when an employee is hired and then annually thereafter. Training topics can include:
Your company's harassment policies
How to recognize signs of harassment or violence
Effective responses, including de-escalation techniques
Interactive training sessions can be especially effective, using real-world scenarios like managing conflicts in the field or interacting with the public at garden centers or farm stands. These scenarios can prepare employees to handle difficult situations with confidence and professionalism.
For public-facing roles, training employees on how to de-escalate potentially volatile customer situations is key. Educate your employees on when and how to involve management and, when necessary, law enforcement.
For workers in remote or isolated areas, implement clear emergency protocols. Make sure employees are aware of the safety measures available to them and know how to access help if needed.
Providing support resources, like counseling services or hotlines, helps ensure that employees feel supported, even after incidents occur.
Sustaining safety through continuous monitoring
Given the seasonal nature of horticultural work, regularly review and update your policies.
Gathering employee feedback through anonymous surveys or open forums can help identify areas where policies need improvement. Monitoring incidents over time provides valuable insights into areas that may require additional attention, ensuring your policies stay effective.
By maintaining robust anti-harassment and workplace violence policies, you not only protect your employees but also enhance your reputation and bottom line. Proactive steps help build trust, boost morale, and increase productivity— leading to a more successful and respected business.
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