In an ideal world, no-one would get hurt in the workplace. But far too many of our members face the risk of assault every time they begin a shift. 

The PSA CPSU NSW’s Protect and Respect campaign highlights the dangers our members face at work and demands our employers do more to protect those who work for NSW.

Prison and Youth Justice Officers are attacked by inmates; School Learning and Support Officers and Disability Support Workers are in the firing line; Fisheries Officers and Sheriff’s Officers face disgruntled members of the public; and people in customer-facing roles too often are on the receiving end of clients’ rage.

Violence against workers can range from verbal abuse and threats to physical assaults and harassment. And too often it is Public Sector workers
who bear the brunt.

We need our employers to establish clear policies and reporting mechanisms around violence. Too often our members in schools, for example, are discouraged from reporting assaults at work.

Instead, there should be a clear, zero-tolerance policy that is widely communicated so members know the boss has their back.

Workers must feel safe and supported when reporting incidents. Confidential, non-punitive mechanisms for reporting violence should be accessible, and workers should be encouraged to speak up without fear of retaliation.

This is part of creating a culture of respect and inclusion. A respectful workplace culture helps prevent conflict from escalating into violence. Promoting values like empathy, fairness, diversity, and communication can reduce tension and improve cooperation. Training on cultural sensitivity, unconscious bias, and respectful communication can be valuable, especially in diverse workplaces.

Leadership plays a critical role in setting the tone. When managers model respectful behaviour and address conflicts early, they send a clear message that disrespect and aggression are unacceptable.

Every workplace should undergo a thorough risk assessment to identify potential violence triggers. This includes reviewing physical layouts, staffing levels, customer interactions, and hours of operation.

For example, lone workers or employees working late at night may face greater risks and need additional support.

Preventing workplace violence also means taking care of workers after an incident. Post-incident support should include access to counselling, mental health resources, time off if needed, and a clear follow-up process. Affected workers should be included in decision-making around their safety and the consequences for perpetrators (whether they are customers, colleagues, or others).

Trauma-informed practices help rebuild trust and ensure that workers feel valued and protected. Ignoring or downplaying incidents can lead to long-term stress, burnout, and turnover.

Our employers need to listen to us. Workers, and their unions, often have the best insights into what’s happening on the ground. Employers should regularly consult with staff and unions when developing and reviewing violence prevention plans. Safety committees, regular feedback loops, and anonymous surveys can help surface issues before they escalate.

Preventing violence is about creating safer, more respectful environments where people are empowered, heard, and protected. With strong policies, worker engagement, ongoing training, and a commitment to respectful culture, employers can make significant progress in reducing and eliminating workplace violence.