The pandemic has reshaped the contemporary workplace. How we work, where we work, and when we work, all have changed. Along with the changing work environment comes changes in human behavior. Some of those behaviors are productive and pro-social, and some are not.  Behavioral risk management is the process of analyzing and identifying workplace behavioral issues and ensuring that the potential for damage from risk is minimized. It is critical that leaders in all types of organizations understand the unique behavioral risks associated with the new work landscape. Models and concepts that have been foundational for decades may need to be recalibrated to address new challenges.  

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The workplace can be affected by many risk-enhancing behaviors and conditions such as stress, conflicts, violence, substance abuse, work overload, work insecurity,  and organizational changes. They can all lead to poor communication, lack of motivation, decrease in the quality of work, and absenteeism which in the end costs employers and can taint a company’s reputation.

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The American Psychological Association (APA) has reported record levels of stress among adults in the U.S. with more than 87% saying that there has been a constant stream of crises without a break, and 73% reporting that they feel overwhelmed by the number of crises facing the world right now. In a landmark study by Nature, 84% of 10,000 young people surveyed said they were worried about climate change (27% extremely worried). And, the most recent Global Risk Report by the World Economic Forum predicts that we are entering an era that will be defined by "poly-crises,"  resulting from continuous, simultaneous, interconnected shocks. All of these factors, taken alone or together, can be psychologically destabilizing and can contribute to increased behavioral risk in the workplace. Leaders and decision-makers must recognize the shifts taking place in the modern workplace, and anticipate those on the horizon. Today's behavioral risk landscape can exacerbate existing risks, as well as introduce new challenges. Will you be ready?

 

 

 

 

 

We are currently in an extremely complex and dynamic risk landscape. The behavioral consequences of the current environment have direct implications for your organization’s safety and security. People are on edge and it is only likely to get worse in the near term. The need to understand the relationship between human behavior and security has never been more important.

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To help practitioners in safety, security, business continuity, risk management, and emergency management prepare for the challenges ahead, the Spring 2023 Professional Development Series will focus on four topics related to behavioral risk management in the workplace, on campus, and in the community. Whether as a first experience delving into Homeland Security Human Factors or building on knowledge from our previous Institute sessions, today's complex and dynamic environment demands that practitioners working in any discipline related to security, emergency management, or business continuity continue to stay ahead of the curve. 

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Participants can join the live instructor-led online class each Wednesday from April 5th  through 26th at 1:00 PM (ET), or view the recorded programs on-demand at their convenience. Attendance to the live classes is not required for the certificate of completion for the Spring Professional Development Series. Keep learning and growing in your knowledge about homeland security human factors. Register for individual classes or the four-session certificate program today or contact us for more information at info@behavioralscienceapps.com.   

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Program Fees

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​The fee for individual classes is $75.00 (USD). The complete four-class series is offered at a 10% discount for $270.00.  All major credit cards, as well as debit cards, are accepted for payment. ​Please allow 24 hours to receive a return email after you have registered. 

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Class Schedule

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April 5 | The Psychology of Insider Threats

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Organizations of all types and sizes are vulnerable to insider threats—from family-owned small businesses to Fortune 100 corporations, local and state governments, and public infrastructure to major federal departments and agencies. Individuals entrusted with access or knowledge of an organization represent potential risks and include current or former employees or any other person who has been granted access, understanding, or privilege. Trusted insiders commit intentional or unintentional disruptive or harmful acts across all sectors and in virtually every organizational setting.

 

The pandemic, along with other sources of stress, has resulted in an increased number of disaffected employees, some of whom are angry and feel betrayed. Existing research suggests that behavioral indicators are often evident prior to a malicious action taking place, but that reporting of such behaviors does not usually happen. Leaders and front-line workers are often unaware of the concept, the risk factors, and the behavioral indicators of insider threats. The need to understand the insider threat in all its forms and for all of its motives has never been more important. It is critical that security and emergency management professionals have the ability to detect and identify those threats, assess their risk, and manage that risk before concerning behaviors manifest in an actual insider incident.

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Register for The Psychology of Insider Threats

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April 12 | Extremism in the Workplace

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The contemporary organization strives for inclusion and diversity—not simply in terms of demographics, but in attitudes, opinions, and ways of thinking. Diverse ideas can fuel innovation and create radical change, leading to new levels of success. While diversity can strengthen an organization, strong or extreme beliefs in the workplace can be a two-edged sword. An employee’s passion for a belief or cause might manifest itself as a real commitment to their employer or a project, but it can also create friction, erode workforce cohesion, and consume valuable resources when dealing with conflict.

 

Finding the right balance between welcoming diverse views and minimizing tension between those who hold those views and others can be tricky, but it is necessary. Left unchecked, extreme beliefs can not only threaten cohesion and productivity, they can compromise safety and raise the risk of disruptive behaviors, even violence. In this polarized and adversarial climate, it will be important for leaders to recognize and respond to extremism in the workplace.

 

Register for Extremism in the Workplace

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April 19 | Managing Behavioral Emergencies in the Workplace

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Over the past three years, the prevalence of mental illness has increased from one in five to one in four adults in the U.S.  Stress is at a high point, workplace suicides are increasing. In addition to the human costs, untreated mental illnesses in the U.S. cost businesses more than $100 billion in lost productivity each year and play a role in workplace violence. 

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In order to safely and effectively respond to a mental health emergency in the workplace, it is important to approach the matter not just from the human resources, security, or legal perspectives, but from a psychological perspective, as well.
When witnessing a behavioral health crisis, be more than a bystander--Be an Upstander--Learn how to recognize and respond to a mental health emergency in your workplace.

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Register for Managing Behavioral Emergencies in the Workplace

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April 26 | Understanding and Preventing Intimate Partner Violence in the Workplace

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Domestic violence has no boundaries and doesn’t stay at home. It compromises the safety of thousands of employees across North America every day, often with tragic, destructive, and fatal results. One in every 4 women and one in 10 men will experience domestic violence in their lifetime, according to the Centers for Disease Control and Prevention (CDC). The Department of Labor reports that victims of domestic violence lose nearly 8 million days of paid work per year in the U.S., resulting in a $1.8 billion loss in productivity for employers. Participants will gain increased knowledge about evaluating and handling domestic violence situations, as well as new approaches and resources for mitigating the risk of Type IV violence at their worksites.

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Register for Understanding and Preventing Intimate Partner Violence in the Workplace

 

Disclaimer

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The Homeland Security Human Factors Institute™ is the training division of Behavioral Science Applications LLC. It is not associated with the U.S. Department of Homeland Security or any other governmental agency.