Occupational Violence & Aggression

Occupational violence and aggression (OVA) represent significant health and safety concerns due to the unique and challenging environment in which crew members operate. The confined space, isolation from immediate external assistance, and high-pressure situations inherent in open ocean fishing can exacerbate tensions among crew members, leading to conflicts that may escalate into violence or aggressive behaviour. Such incidents not only jeopardize the physical safety of those involved but also compromise the overall morale and efficiency of the crew, potentially impacting their ability to perform critical tasks safely.

Types of Violence and aggression

Violence and aggression can manifest in various forms, often exacerbated by the high-pressure environment and isolation at sea.

Physical Assault: Biting, spitting, scratching, hitting, kicking, pushing and grabbing

Sexual Harassment/Assault: Reports include rape and sexual harassment

Psychological/Verbal Abuse: Threats, bullying and intimidation

Coercion: Abuse of vulnerability where others force crew to work against their will

Economic Violence: Withholding wages or making the crew unfit for work through abuse

High-Risk Factors

The demanding nature of the work, characterized by long hours, physical exhaustion, and challenging weather conditions, can lead to heightened stress levels and reduce patience. Additionally, language barriers or cultural differences among a diverse crew may contribute to misunderstandings or conflicts.

• Isolation
• Uncertain Legal Status
• High-Pressure Environment
• Observer/Inspector Targeting

Specific Harassment Issues

One specific issue is the hierarchical nature of the crew structure. Often, there is a clear power dynamic between the master or senior crew members and those lower in rank. This hierarchy can sometimes lead to abuse of power, where senior members may engage in verbal or physical harassment towards junior crew. Such behaviour might include shouting, belittling comments, or even physical intimidation as means to assert dominance or control.

Another factor contributing to occupational violence is the stress associated with fishing operations. The need to meet quotas and work under harsh weather conditions create a high-stress environment. In such situations, tempers may flare more easily, leading to conflicts that can escalate into aggression or violence.

Legal Duties

These duties encompass a range of responsibilities that employers, skippers, and crew members must adhere in order to create a safe working environment.

Firstly, employers have a duty to provide a safe workplace under occupational health and safety laws. This includes implementing policies and procedures to prevent and manage incidents of violence and aggression. Employers must conduct risk assessments to identify potential hazards related to interpersonal conflicts or aggressive behaviour on board. Based on these assessments, they should develop strategies such as training programs for conflict resolution, communication skills, and stress management.

Skippers play a crucial role in maintaining order and discipline on the vessel. They are responsible for enforcing rules that prohibit violent or aggressive behaviour among crew members. Skippers must also ensure that all crew are aware of the reporting procedures of any incidents of violence or aggression.

Shorlink’s Recommendation

Addressing occupational violence and aggression requires a multifaceted approach that prioritizes safety, communication, and mental health. Recommendations include:

1. Comprehensive Training Programs: Implement mandatory training for all crew members focusing on conflict resolution, stress management, and effective communication skills. This training should be regularly updated to address new challenges and reinforce positive behaviours.
2. Clear Policies and Reporting Mechanisms: Establish clear policies regarding acceptable behaviour and consequences for violations. Create a confidential reporting system that allows crew members to report incidents of violence or aggression without fear of retaliation.
3. Mental Health Support: Provide access to mental health resources such as counselling services or helplines. Encourage an open dialogue about mental health to reduce stigma and promote well-being among crew members.
4. Leadership Development: Train master and senior crew in leadership skills that emphasize empathy, active listening, and conflict de-escalation techniques.

Tip

1. Understand the Triggers – Recognize common stressors on the vessel, such as long hours, cramped living conditions, and high-pressure environments. Identifying these triggers can help in developing strategies to mitigate them.
2. Promote Open Communication – Encourage crew members to express their concerns and frustrations openly. Regular meetings or check-ins can provide a platform for airing grievances before they escalate into aggression.
3. Implement Conflict Resolution Training – Equip crew members with skills to handle disputes calmly and effectively. Training sessions on conflict resolution can empower individuals to manage disagreements without resorting to violence.
4. Establish Clear Policies – Develop and enforce clear policies regarding acceptable behaviour and consequences for aggression or violence. Ensure that all crew members are aware of these policies from the outset.
5. Foster Team Cohesion – Promote team-building activities that strengthen relationships among the crew. A strong sense of camaraderie can reduce tensions and encourage mutual support.

Any questions, as always, we are just a phone call away to discuss on (07) 4242 1412.