Rising Incidences of Workplace Aggression in Retail Sector Impact Gen Z Employees Most Significantly
Lately, it seems like people are becoming more aggressive, less patient, and downright mean at their jobs. If you've noticed this trend, you're not alone, especially in the workplace. Workplace violence is a major issue across North America, affecting up to 75% of workers over time and across all industries, with Gen Z workers in retail being at the highest risk.
According to the U.S. Occupational Safety and Health Administration (OSHA), workplace-related violence is the third leading cause of fatal workplace injuries in the U.S., with 761 intentional fatalities reported in 2019. OSHA defines workplace violence as any act that threatens or harms someone with physical violence, verbal abuse, intimidation, harassment, or other disruptive or harmful behavior.
These deliberate acts of mistreatment go beyond incivility and are designed to cause harm intentionally, including serious assaults. Workplace violence encompasses a range of behaviors, such as verbal insults, social exclusion, work sabotage, psychological abuse, and even physical aggression or sexual misconduct. These actions not only harm an individual's physical and mental health but also have detrimental effects on organizational well-being.
The retail sector, which is mostly made up of Gen Z workers, appears to be the emerging epicenter of this escalating crisis for workplace violence, according to Traliant's recently released Workplace Violence Prevention Pulse Survey. The survey included over 500 full-time U.S. retail workers and revealed alarming findings about Gen Z workers, with 1 in 4 affected by workplace violence and a notable distrust in organizational systems designed to address these issues.
The Role of Anonymity in Reporting
Traliant's research shows that nearly half (49%) of retail workers would only report workplace violence if they could remain anonymous. This points to an alarming mistrust in the employer's ability to handle reports effectively and without retaliation. According to research published by the Workplace Bullying Institute in 2021, of those reporting workplace violence, 67% are at risk of losing their job.
“Employees worry their concerns won’t lead to action or that they’ll face retaliation,” Rossi explains. For Gen Z, this fear is compounded by their lack of workplace experience and exposure to successful reporting outcomes. The solution begins with anonymous reporting channels, but Rossi says this is just the first step. “Employers need to communicate that concerns are taken seriously by regularly sharing how incidents are addressed and resolved,” she notes. Leaders can play an essential role by fostering trust through open conversations about workplace safety.
Responding to the Workplace Violence Crisis
Recent California and New York laws aim to address this crisis by requiring employers to implement workplace violence prevention policies. New York's Retail Worker Safety Act targets the retail sector, recognizing its unique vulnerabilities. Rossi believes similar legislation will spread, “the expectation for other states to enact these laws is no longer an ‘if’ but a ‘when.’”
Employers shouldn't wait to act. “Retailers can act now by implementing prevention policies, setting up reporting channels, and providing training,” Rossi advises. By being proactive, businesses can safeguard their employees and demonstrate leadership in an industry facing intense scrutiny.
A Disconnect Between Training and Confidence
While 86% of Gen Z workers report having received workplace violence prevention training - the highest level for any generation - confidence is still lacking. Gen Z workers feel the least capable of de-escalating violent situations, which signals a serious gap between training and practical skills.
“Training needs to go beyond surface-level explanations,” Rossi emphasizes. “It must teach real-world, scenario-based skills tailored to retail environments.” Gen Z's preference for digital, interactive, and story-based training should guide these efforts. “Engaging training that resonates with employees can bridge the gap between theory and application,” she says.
The Time to Act is Now
The implications of workplace violence are profound for employees and impact the financial stability, productivity, and reputational health of organizations. These factors highlight how employers must act decisively to protect their workforce and set the standard for safety in the industry.
As the emerging majority in the retail workforce, Gen Z is shifting the employee-employer relationship by expecting accountability, transparency, and adequate safety measures. They are demanding a culture of psychological safety and an employer who puts their well-being ahead of an organizational bottom line.
Rossi urges employers to meet these expectations head-on: “Retailers can’t change the public-facing nature of their workplaces, but they can change how they protect and prepare their employees.” Measures such as anonymous reporting channels, practical training, and comprehensive policies are critical to tackling workplace violence. By addressing these issues, employers can create safer, more resilient workplaces and build trust with their workforce.
- Given the high risk of workplace violence in the retail sector, especially among Gen Z workers, potential legislation compliance requiring employers to implement prevention policies could be beneficial.
- Gen Z retail workers exhibit a notable distrust in organizational systems designed to address workplace violence issues, leading to half of them preferring anonymous reporting channels.
- The lack of confidence in de-escalating violent situations among Gen Z workers, despite high levels of workplace violence prevention training, highlights the need for more practical and engaging training methods.
- As the prevalence of workplace violence continues to negatively impact employee safety and organizational well-being, addressing this issue through comprehensive policies, reporting channels, and interactive training programs is essential.
- Employers must prioritize meeting Gen Z employees' expectations for accountability, transparency, and adequate safety measures to build a culture of psychological safety and demonstrate leadership in the industry.
