Understanding your responsibility.

What is rarely included in these policies is how an event manager is required to deal with violence at work. Yet most event managers during their careers will, unfortunately, witness some activity by an event visitor (employee, invited guest, general public) that would be deemed as violence at work. And some will be at the receiving end themselves.

There are two areas of concern. The first is what should an event manager do if they are witness to such behaviour? The second is what should they do if they are the target?

To answer these questions in detail is not our remit. An employee should do exactly what their employer tells them to do. Hence the reason for a violence at work policy.

Seek training from your employer.

As an Event Manager, you have a unique role within your organisation. The nature of your work means you take the brand out to meet it’s customer – some of whom may not be happy with your brand. You are often at the front of house responding to customer’s frustrations, which sometimes boil over. You can be at the receiving end of alcohol-induced aggression from an excessive party-goer. Or you can simply feel threatened by an uncompromising stakeholder. 

Ask yourself the following questions.

• At what stage do you have the authority to shut down an activity or event if you feel intimidated or threatened?
• At what stage is it acceptable to walk away from product / equipment under your control if you feel threatened?
• When is it appropriate to call the police or other security officials for assistance?
• What should you do if the attack or perceived attack is from (a) a colleague (b) a client (c) a supplier (d) a stranger.
• At what stage would it be deemed acceptable to physically control your attacker?
• To whom should a report be made and what process has to be followed?

The reason these questions need to be answered is because we respond according to our own senses. In my office we have one person who believes it's best to always walk away. Another person believes you have to stand up and defend yourself no matter what. When they represent their employer, their actions should be the same regardless of their personal views.  

Without an indication of what their employer expects, one of my colleagues could do wrong. This, in today’s world of litigation, sue and counter-sue could mean a day in court, or an expensive settlement out-of-court.

This can be avoided by having a violence at work policy that allows for the event managers unique role. Violence at work is an occasional problem. But you must be ready for that occasion or face the legal consequences if you are not.

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