The nursing profession “will no longer tolerate violence of any kind from any source,” according to a position statement on violence in healthcare workplaces released in August by the American Nurses Association.
“Taking this clear and strong position is critical to ensure the safety of patients, nurses and other healthcare workers,” ANA President Pamela F. Cipriano, PhD, RN, NEA-BC, FAAN, said in a news release. “Enduring physical or verbal abuse must no longer be accepted as part of a nurse’s job.”
ANA’s position statement, developed by a panel of registered nurses who include clinicians, executives and educators, addresses a continuum of harmful workplace actions and inactions ranging from incivility to bullying to physical violence. The statement defines bullying as “repeated, unwanted harmful actions intended to humiliate, offend and cause distress,” such as hostile remarks, verbal attacks, threats, intimidation and withholding support.
The statement calls on RNs and employers to share responsibility to create a culture of respect and to implement evidence-based strategies. The statement cites research showing that some form of incivility, bullying or violence affects every nursing specialty, occurs in virtually every practice and academic setting, and extends into all educational and organizational levels of the nursing profession.
RNs who belong to many of the more than 30 nursing specialty organizations affiliated with ANA provided input for the position statement, according to the release.
A recent ANA survey of 3,765 RNs found nearly one-quarter of respondents had been physically assaulted while at work by a patient or a patient’s family member, and up to half had been bullied in some manner, either by a peer (50%) or a person in a higher level of authority (42%).
Among the position statement’s recommendations to prevent and mitigate violence, in addition to setting a zero tolerance policy, are:
• Establishing a shared and sustained commitment by nurses and their employers to a safe and trustworthy environment that promotes respect and dignity;
• Encouraging employees to report incidents of violence, and never blaming employees for violence perpetrated by nonemployees;
• Encouraging RNs to participate in educational programs, learn organizational policies and procedures, and use situational awareness to anticipate the potential for violence;
• Developing a comprehensive violence prevention program aligned with federal health and safety guidelines, with RNs’ input.
To prevent bullying, among ANA’s recommendations are that RNs commit to promoting healthy interpersonal relationships and become cognizant of their own interactions. Among recommendations for employers are to:
• Provide a mechanism for RNs to seek support when feeling threatened;
• Inform employees about available strategies for conflict resolution and respectful communication;
• Offer education sessions on incivility and bullying, including prevention strategies.
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