Author: sHq_LoGiNz

Caesarstone is committed to sustainability and transparency. As part of this commitment, many of our products and product lines are covered via independently-verified Environmental Product Declarations (EPDs) – giving our customers a view of their environmental impact. In late August 2026, an EPD covering 24 Caesarstone ICON™ models was published, based on life cycle assessments that analyze a wealth of environmental impact data.

What data is featured in the new Caesarstone ICON™ EPD?

The Caesarstone ICON™ EPD is a third-party verified, Type III Environmental Product Declaration registered with the International EPD System in August 2026. The EPD covers 24 Caesarstone ICON™ advanced fusion surface models across their full life cycle, and is valid for a period of five years (until August 2031).

The EPD highlights information pertaining to surface content and raw materials, creating a life cycle analysis that starts with material extraction and transport, continues to product production, transport and installation, and ends with usage, maintenance and eventual end-of-life. For every stage, the EPD details specific outputs such as emissions, packaging, waste, water, electricity and landfill. A wide range of indicators – waste, resource use, output flow, environmental performance and more – are calculated, providing readers with a comprehensive and transparent analysis. 

The Declared Unit for this EPD is 1 kg of Caesarstone ICON™ countertop, also referred to as a slab, and includes its packaging. The Reference Service Life was defined in the EPD as 75 years. 

Which Caesarstone ICON™ models are analyzed in the new EPD?

The EPD analyzed 24 Caesarstone ICON™ models, based on data collected from January to June 2025. 18 models were manufactured in a production site in Vietnam, and 6 models were manufactured in a production site in Israel, which has since closed its doors. 

The models analyzed in the EPD are 4004 Raw Concrete; 5031 Statuario Maximus; 5100 Vanilla Noir; 5100 Alpine Mist; 5112 Aterra Blanca; 5113 Solenna; 5130 Cosmopolitan White; 5132 Celestial Sky; 5133 Symphony Grey; 5140 Dreamy Carrara; 5144 Rossa Nova; 5171 Arabetto; 5310 Brillianza; 5441 Glacier Flow; 5444 Lunar Frost; 6131 Bianco Drift; 6134 Georgian Bluffs; 6313 Turbine Grey; 8100 Calacatta Lacebound; 8101 Clearlight; 8151 Moonflow; 8451 Wild Storm; 8477 Ocean Sage; 8521 Wild Taj.

How does the Caesarstone ICON™ EPD help architects and designers?

Architects and designers reading the August 2026 EPD are exposed to a wealth of independently-verified data regarding 24 Caesarstone ICON™ models that helps them make informed decisions. 

EPD assessments make specification easier for architects and designers. By specifying with EPD-based evidence, designers can conduct calculations that show how a specific surface impacts an entire project’s environmental footprint, create reliable sustainable product comparisons, and generate documentation that supports green building systems. EPDs are extremely beneficial for projects that use the LEED rating system to evaluate environmental standards. LEED v4, for example, features a dedicated Environmental Product Declarations area that potentially contribute points that can accumulate towards specific LEED certifications. 

Perhaps most importantly, EPDs promotes agency. After reviewing the numerous data chapters in the EPD, design professionals are ideally positioned to evaluate Caesarstone ICON’s sustainable impact with regards to their projects, knowing the EPD offers measurable, transparent information.

Alongside life cycle transparency, what are Caesarstone ICON’s other unique attributes?

Caesarstone ICON™ surfaces are made with a patent-pending blend of ~85% recycled materials, including high-quality post-industrial recycled glass, and other innovative materials. Caesarstone ICON™ surfaces are also crystalline-silica free*, meeting rigorous regulatory standards through independently verified XRD testing.

Caesarstone ICON’s material innovation impacts design aesthetics as well as sustainability. These advanced fusions surfaces are the recipients of six awards worldwide, which acknowledge their full body design and other innovative qualities. Featuring depth of detail and layered dimensionality, Caesarstone ICON™ unlocks new possibilities for inspiring, on-trend projects. 

Performance-wise, Caesarstone ICON™ surfaces are heat, stain, scratch and impact resistant, providing homeowners with durability complemented with an exceptional lifetime warranty.

*May contain up to 1% crystalline silica

How does this EPD align with Caesarstone’s past efforts – and what can we expect moving forward?

The latest EPD is another exciting step forward in Caesarstone’s EPD journey. Our first EPD was released in 2023, and was followed up with an EPD for 71 models at the end of 2024. In May 2026, 68 porcelain models were added to our EPD portfolio. 

“Product transparency means a lot to our partners, and this EPD reinforces the industry’s belief in the Caesarstone ICON™ category”, says Idit Maayan Zohar, Caesarstone’s CMO. 

“As the design landscape changes, transparency and sustainability have moved to the forefront alongside other important parameters. At Caesarstone, we pride ourselves not only on responding to industry shifts, but also leading the way with innovation that sets the tone for what’s to come. In this respect, we view Caesarstone ICON™ as a major accomplishment – and our EPDs as true benchmarks for transparent communication with our partners.”

 

Frequently Asked Questions:

 

What is an EPD, and why is it important?

An Environmental Product Declaration (EPD) is a report that analyzes, verifies and publishes detailed environmental impact data pertaining to the life cycle of specific products. 

By publishing Environmental Product Declarations for select products, which are based on verified life cycle assessments, the International EPD System allows architects and designers to understand whether these products adhere to the environmental regulations that guide the projects they are involved with. An EPD is based on third-party verified data, rather than self-declared data, which contributes an additional layer of confidence to the eco-conscious decision-making process. 

Does Caesarstone collaborate with any other programs that advocate transparency?

Yes. Alongside EPD, Caesarstone works with a list of reputable reporting programs. These include Declare, a leading sustainability platform that uses product labels to increase ingredient transparency; GREENGUARD, a verification initiative that certifies products complying with strict indoor air emission standards; NSF, a leading global authority that assesses products with regards to food safety and public health; and HPD, a standard used to disclose a list of product contents, including chemicals that may be concerning from a health perspective.

What is the difference between EPD and platforms like HPD and Declare?

An EPD analyzes a product’s environmental impact not just from a material standpoint, but throughout its life cycle. The goal is to analyze and verify environmental data that exceeds product material, covering everything from production emissions to transportation and installation. 

Declare and HPD provide transparent insights into a product’s ingredients, also focusing on red-listed or potentially hazardous chemicals. Like EPD, they provide designers with valuable data pertaining to a products’ environmental characteristics, but unlike EPD, they focus on what the product is made of, rather than the footprint generated throughout its life cycle.

Does the Caesarstone ICON™ EPD comply with recognized global standards?

In terms of methodologies and standardization, the Product Category Rules (PCR) for this EPD is “2019:14 Construction products (EN 15804+A2)”. In essence, this means that this EPD follows PCR guidelines that create the basis for life cycle assessments, and which comply with the core European standard for EPDs in the field of construction. This EPD also complies with ISO 14025 – the international standard that specifies rules for EPD publication and management.

Where can I download the Caesarstone ICON™ EPD?

Accessibility is one of the major advantages of Environmental Product Declarations. The EPD is free to download at https://www.caesarstone.com/sustainability/standards-and-certifications/

 

Caesarstone is committed to sustainability and transparency. As part of this commitment, many of our products and product lines are covered via independently-verified Environmental Product Declarations (EPDs) – giving our customers a view of their environmental impact. In late August 2026, an EPD covering 24 Caesarstone ICON™ models was published, based on life cycle assessments that analyze a wealth of environmental impact data.

What data is featured in the new Caesarstone ICON™ EPD?

The Caesarstone ICON™ EPD is a third-party verified, Type III Environmental Product Declaration registered with the International EPD System in August 2026. The EPD covers 24 Caesarstone ICON™ advanced fusion surface models across their full life cycle, and is valid for a period of five years (until August 2031).

The EPD highlights information pertaining to surface content and raw materials, creating a life cycle analysis that starts with material extraction and transport, continues to product production, transport and installation, and ends with usage, maintenance and eventual end-of-life. For every stage, the EPD details specific outputs such as emissions, packaging, waste, water, electricity and landfill. A wide range of indicators – waste, resource use, output flow, environmental performance and more – are calculated, providing readers with a comprehensive and transparent analysis. 

The Declared Unit for this EPD is 1 kg of Caesarstone ICON™ countertop, also referred to as a slab, and includes its packaging. The Reference Service Life was defined in the EPD as 75 years. 

Which Caesarstone ICON™ models are analyzed in the new EPD?

The EPD analyzed 24 Caesarstone ICON™ models, based on data collected from January to June 2025. 18 models were manufactured in a production site in Vietnam, and 6 models were manufactured in a production site in Israel, which has since closed its doors. 

The models analyzed in the EPD are 4004 Raw Concrete; 5031 Statuario Maximus; 5100 Vanilla Noir; 5100 Alpine Mist; 5112 Aterra Blanca; 5113 Solenna; 5130 Cosmopolitan White; 5132 Celestial Sky; 5133 Symphony Grey; 5140 Dreamy Carrara; 5144 Rossa Nova; 5171 Arabetto; 5310 Brillianza; 5441 Glacier Flow; 5444 Lunar Frost; 6131 Bianco Drift; 6134 Georgian Bluffs; 6313 Turbine Grey; 8100 Calacatta Lacebound; 8101 Clearlight; 8151 Moonflow; 8451 Wild Storm; 8477 Ocean Sage; 8521 Wild Taj.

How does the Caesarstone ICON™ EPD help architects and designers?

Architects and designers reading the August 2026 EPD are exposed to a wealth of independently-verified data regarding 24 Caesarstone ICON™ models that helps them make informed decisions. 

EPD assessments make specification easier for architects and designers. By specifying with EPD-based evidence, designers can conduct calculations that show how a specific surface impacts an entire project’s environmental footprint, create reliable sustainable product comparisons, and generate documentation that supports green building systems. EPDs are extremely beneficial for projects that use the LEED rating system to evaluate environmental standards. LEED v4, for example, features a dedicated Environmental Product Declarations area that potentially contribute points that can accumulate towards specific LEED certifications. 

Perhaps most importantly, EPDs promotes agency. After reviewing the numerous data chapters in the EPD, design professionals are ideally positioned to evaluate Caesarstone ICON’s sustainable impact with regards to their projects, knowing the EPD offers measurable, transparent information.

Alongside life cycle transparency, what are Caesarstone ICON’s other unique attributes?

Caesarstone ICON™ surfaces are made with a patent-pending blend of ~85% recycled materials, including high-quality post-industrial recycled glass, and other innovative materials. Caesarstone ICON™ surfaces are also crystalline-silica free*, meeting rigorous regulatory standards through independently verified XRD testing.

Caesarstone ICON’s material innovation impacts design aesthetics as well as sustainability. These advanced fusions surfaces are the recipients of six awards worldwide, which acknowledge their full body design and other innovative qualities. Featuring depth of detail and layered dimensionality, Caesarstone ICON™ unlocks new possibilities for inspiring, on-trend projects. 

Performance-wise, Caesarstone ICON™ surfaces are heat, stain, scratch and impact resistant, providing homeowners with durability complemented with an exceptional lifetime warranty.

*May contain up to 1% crystalline silica

How does this EPD align with Caesarstone’s past efforts – and what can we expect moving forward?

The latest EPD is another exciting step forward in Caesarstone’s EPD journey. Our first EPD was released in 2023, and was followed up with an EPD for 71 models at the end of 2024. In May 2026, 68 porcelain models were added to our EPD portfolio. 

“Product transparency means a lot to our partners, and this EPD reinforces the industry’s belief in the Caesarstone ICON™ category”, says Idit Maayan Zohar, Caesarstone’s CMO. 

“As the design landscape changes, transparency and sustainability have moved to the forefront alongside other important parameters. At Caesarstone, we pride ourselves not only on responding to industry shifts, but also leading the way with innovation that sets the tone for what’s to come. In this respect, we view Caesarstone ICON™ as a major accomplishment – and our EPDs as true benchmarks for transparent communication with our partners.”

 

Frequently Asked Questions:

 

What is an EPD, and why is it important?

An Environmental Product Declaration (EPD) is a report that analyzes, verifies and publishes detailed environmental impact data pertaining to the life cycle of specific products. 

By publishing Environmental Product Declarations for select products, which are based on verified life cycle assessments, the International EPD System allows architects and designers to understand whether these products adhere to the environmental regulations that guide the projects they are involved with. An EPD is based on third-party verified data, rather than self-declared data, which contributes an additional layer of confidence to the eco-conscious decision-making process. 

Does Caesarstone collaborate with any other programs that advocate transparency?

Yes. Alongside EPD, Caesarstone works with a list of reputable reporting programs. These include Declare, a leading sustainability platform that uses product labels to increase ingredient transparency; GREENGUARD, a verification initiative that certifies products complying with strict indoor air emission standards; NSF, a leading global authority that assesses products with regards to food safety and public health; and HPD, a standard used to disclose a list of product contents, including chemicals that may be concerning from a health perspective.

What is the difference between EPD and platforms like HPD and Declare?

An EPD analyzes a product’s environmental impact not just from a material standpoint, but throughout its life cycle. The goal is to analyze and verify environmental data that exceeds product material, covering everything from production emissions to transportation and installation. 

Declare and HPD provide transparent insights into a product’s ingredients, also focusing on red-listed or potentially hazardous chemicals. Like EPD, they provide designers with valuable data pertaining to a products’ environmental characteristics, but unlike EPD, they focus on what the product is made of, rather than the footprint generated throughout its life cycle.

Does the Caesarstone ICON™ EPD comply with recognized global standards?

In terms of methodologies and standardization, the Product Category Rules (PCR) for this EPD is “2019:14 Construction products (EN 15804+A2)”. In essence, this means that this EPD follows PCR guidelines that create the basis for life cycle assessments, and which comply with the core European standard for EPDs in the field of construction. This EPD also complies with ISO 14025 – the international standard that specifies rules for EPD publication and management.

Where can I download the Caesarstone ICON™ EPD?

Accessibility is one of the major advantages of Environmental Product Declarations. The EPD is free to download at https://www.caesarstone.com/sustainability/standards-and-certifications/

 

Verizon

By Ngoc Cindy Pham, PhD

At a glance

• Get more specific: Instead of simply listing “AI” or an AI tool on your resume, describe what you can use AI to accomplish within your profession.
• Show your judgment: Employers need more than polished AI output. Be ready to explain how you evaluated, verified and improved the work AI helped you produce.
• Make coursework count: Use AI courses and certifications to build resume-ready skills, then highlight relevant training alongside the projects you completed.

---

It may be tempting to type “AI” or a specific tool into the skills section of your resume and move on. But simply naming a tool tells a hiring manager very little about what you can actually do with it, or whether they can trust what you produce with it.

Detailing your actual abilities is increasingly important as employers expect new hires to already have AI skills. According to the recent Verizon Community Pulse survey, 90% of employers say it’s important that employees have strong AI skills. Only 30% of employees currently feel prepared to use AI at work.

As a marketing professor who studies AI literacy and workforce readiness, I tell my students that I read a resume the way I read an advertisement. Every line is a claim, and my question is always: Where is the proof?

Access to AI is no longer the biggest gap I see. The bigger gap is being able to clearly convey your skill with AI tools in a way that shows benefit to the work you do.

So which AI skills belong on your resume, and how can you show employers that you actually have them?
 

1. Get specific about what you can do with AI

Using AI and having an AI skill are not the same.

In my classes, I often watch two students use the same tool. One might produce a polished but completely generic project. The other explores several directions, questions the output, anticipates problems and produces something sophisticated. Both “used AI.” Only one demonstrated a skill.

For most roles, employers are not hiring “AI people.” They are hiring marketers, analysts, engineers, financial professionals and coordinators who can do their jobs well when AI is part of the work. Your AI skill should make sense inside your profession rather than exist as an isolated label.

A useful test is to finish this sentence:

“I can use AI to ______.”

A strong answer might be: “I can use AI to analyze customer feedback, identify patterns, check them against the underlying data and turn them into recommendations.”
 

2. Back up the skill with evidence

In my classes, students may use AI, but they have to explain what they kept, what they rejected and what they verified. Generating an answer is the easy part. Evaluating it is where AI literacy begins to show.

The following exercise shows the difference between just naming an AI tool on your resume and demonstrating what you can accomplish:

Too vague: “Proficient in [Insert AI Tool].”

More meaningful: “Used [Insert AI Tool] to organize open-ended customer feedback into themes, manually reviewed a sample to check the classifications and developed recommendations for management.”

Do you always need a number, such as hours saved or productivity increased? No. A working prototype, completed analysis or finished project can also be evidence. Never put a number on your resume that you cannot defend in a conversation.

Try this three-step exercise before you put an AI skill on your resume:

Task, proof and check

1. Can you name the task?
2. Can you point to something you produced?
3. Can you explain how you checked the AI’s work?

If not, the skill may not be ready for your resume yet.
 

3. Decide whether the tool itself matters

I often ask students which AI tool they use most and why. A weak answer is, “I like this one.”

A strong answer demonstrates judgment: “I use X tool for this type of work because it is strong with Y, but I know its limitations, so I check the output this way.”

Why does this kind of explanation matter? Because platforms will change. What transfers from one tool to another is your ability to ask good questions, evaluate outputs, verify information, protect sensitive data and recognize when human judgment should override the technology.

So should you list a specific AI tool like ChatGPT, Claude, Gemini or Copilot on your resume?

Use this rule of thumb for listing a specific AI tool:

1. Name the tool when a job posting specifically asks for it or when proficiency with that platform matters.
2. Otherwise, focus on proving what you have accomplished with AI tools. It’s usually more important than the product name.
    

4. Turn coursework into resume proof

One of my students joined our program with no web-development background. Using AI-supported tools to teach himself, he built the program’s website in less than a week and later taught other students how he had done it.

Another student helped build an AI application designed to analyze commercial real estate documents. That project gave her something concrete to discuss with employers rather than simply claiming that she “knew AI.”

The takeaway? The project should come before the title. When considering AI certifications for resumes, a relevant certificate is a useful signal of structured learning. But it becomes much stronger when you can show how you applied what you learned.

Guidance for everyone: Try to finish every AI course with one thing you can show: a project, a prototype, a before-and-after workflow or a short explanation of a problem you solved and how you checked the AI’s work.

Guidance for career-changers or those already employed: Choose a real problem from your current job, apply what you learned and document what you did and how you checked it. Then add that to your resume.
 

5. Put the proof in the right place

Wondering how to list AI skills on your resume effectively? Your strongest AI skills should not exist only as keywords. Back them up somewhere else on the resume with evidence.

And be prepared to describe a time when the AI got something wrong and how you caught it. That story may tell an employer more about your AI readiness than a list of tools ever could.

Here is what I recommend, by section:

• Skills: Specific capabilities, along with specific tools when they are relevant to the position
• Experience: AI applied to real work, with the outcome or contribution
• Projects: Especially valuable for students, entry-level candidates and career changers who may not yet have extensive professional experience
• Education and certifications: Relevant AI training, ideally supported by something you created or applied
   

The bottom line

As AI becomes part of more jobs, the question will increasingly shift from “Have you used AI?” to “What can you do with AI in your profession?” AI can make it easier to produce something that looks polished. But demonstrating professional expertise means knowing whether the work is actually good, recognizing when it is wrong and knowing what to do next.

My one nonnegotiable rule for resumes is this:

Build a skill you can demonstrate. If you cannot explain what you did with AI, what came out of it and how you checked it, it is not ready for your resume. Once you can, it probably is.

Ready to build your AI skills? Verizon AI Skills for America offers free access to AI training, certificates and resources designed to help workers prepare for the evolving AI economy.

An individual user’s experience may vary, and results are not guaranteed.

Verizon

By Ngoc Cindy Pham, PhD

At a glance

• Get more specific: Instead of simply listing “AI” or an AI tool on your resume, describe what you can use AI to accomplish within your profession.
• Show your judgment: Employers need more than polished AI output. Be ready to explain how you evaluated, verified and improved the work AI helped you produce.
• Make coursework count: Use AI courses and certifications to build resume-ready skills, then highlight relevant training alongside the projects you completed.

---

It may be tempting to type “AI” or a specific tool into the skills section of your resume and move on. But simply naming a tool tells a hiring manager very little about what you can actually do with it, or whether they can trust what you produce with it.

Detailing your actual abilities is increasingly important as employers expect new hires to already have AI skills. According to the recent Verizon Community Pulse survey, 90% of employers say it’s important that employees have strong AI skills. Only 30% of employees currently feel prepared to use AI at work.

As a marketing professor who studies AI literacy and workforce readiness, I tell my students that I read a resume the way I read an advertisement. Every line is a claim, and my question is always: Where is the proof?

Access to AI is no longer the biggest gap I see. The bigger gap is being able to clearly convey your skill with AI tools in a way that shows benefit to the work you do.

So which AI skills belong on your resume, and how can you show employers that you actually have them?
 

1. Get specific about what you can do with AI

Using AI and having an AI skill are not the same.

In my classes, I often watch two students use the same tool. One might produce a polished but completely generic project. The other explores several directions, questions the output, anticipates problems and produces something sophisticated. Both “used AI.” Only one demonstrated a skill.

For most roles, employers are not hiring “AI people.” They are hiring marketers, analysts, engineers, financial professionals and coordinators who can do their jobs well when AI is part of the work. Your AI skill should make sense inside your profession rather than exist as an isolated label.

A useful test is to finish this sentence:

“I can use AI to ______.”

A strong answer might be: “I can use AI to analyze customer feedback, identify patterns, check them against the underlying data and turn them into recommendations.”
 

2. Back up the skill with evidence

In my classes, students may use AI, but they have to explain what they kept, what they rejected and what they verified. Generating an answer is the easy part. Evaluating it is where AI literacy begins to show.

The following exercise shows the difference between just naming an AI tool on your resume and demonstrating what you can accomplish:

Too vague: “Proficient in [Insert AI Tool].”

More meaningful: “Used [Insert AI Tool] to organize open-ended customer feedback into themes, manually reviewed a sample to check the classifications and developed recommendations for management.”

Do you always need a number, such as hours saved or productivity increased? No. A working prototype, completed analysis or finished project can also be evidence. Never put a number on your resume that you cannot defend in a conversation.

Try this three-step exercise before you put an AI skill on your resume:

Task, proof and check

1. Can you name the task?
2. Can you point to something you produced?
3. Can you explain how you checked the AI’s work?

If not, the skill may not be ready for your resume yet.
 

3. Decide whether the tool itself matters

I often ask students which AI tool they use most and why. A weak answer is, “I like this one.”

A strong answer demonstrates judgment: “I use X tool for this type of work because it is strong with Y, but I know its limitations, so I check the output this way.”

Why does this kind of explanation matter? Because platforms will change. What transfers from one tool to another is your ability to ask good questions, evaluate outputs, verify information, protect sensitive data and recognize when human judgment should override the technology.

So should you list a specific AI tool like ChatGPT, Claude, Gemini or Copilot on your resume?

Use this rule of thumb for listing a specific AI tool:

1. Name the tool when a job posting specifically asks for it or when proficiency with that platform matters.
2. Otherwise, focus on proving what you have accomplished with AI tools. It’s usually more important than the product name.
    

4. Turn coursework into resume proof

One of my students joined our program with no web-development background. Using AI-supported tools to teach himself, he built the program’s website in less than a week and later taught other students how he had done it.

Another student helped build an AI application designed to analyze commercial real estate documents. That project gave her something concrete to discuss with employers rather than simply claiming that she “knew AI.”

The takeaway? The project should come before the title. When considering AI certifications for resumes, a relevant certificate is a useful signal of structured learning. But it becomes much stronger when you can show how you applied what you learned.

Guidance for everyone: Try to finish every AI course with one thing you can show: a project, a prototype, a before-and-after workflow or a short explanation of a problem you solved and how you checked the AI’s work.

Guidance for career-changers or those already employed: Choose a real problem from your current job, apply what you learned and document what you did and how you checked it. Then add that to your resume.
 

5. Put the proof in the right place

Wondering how to list AI skills on your resume effectively? Your strongest AI skills should not exist only as keywords. Back them up somewhere else on the resume with evidence.

And be prepared to describe a time when the AI got something wrong and how you caught it. That story may tell an employer more about your AI readiness than a list of tools ever could.

Here is what I recommend, by section:

• Skills: Specific capabilities, along with specific tools when they are relevant to the position
• Experience: AI applied to real work, with the outcome or contribution
• Projects: Especially valuable for students, entry-level candidates and career changers who may not yet have extensive professional experience
• Education and certifications: Relevant AI training, ideally supported by something you created or applied
   

The bottom line

As AI becomes part of more jobs, the question will increasingly shift from “Have you used AI?” to “What can you do with AI in your profession?” AI can make it easier to produce something that looks polished. But demonstrating professional expertise means knowing whether the work is actually good, recognizing when it is wrong and knowing what to do next.

My one nonnegotiable rule for resumes is this:

Build a skill you can demonstrate. If you cannot explain what you did with AI, what came out of it and how you checked it, it is not ready for your resume. Once you can, it probably is.

Ready to build your AI skills? Verizon AI Skills for America offers free access to AI training, certificates and resources designed to help workers prepare for the evolving AI economy.

An individual user’s experience may vary, and results are not guaranteed.

by John Coleman of Sovereign’s Capital and author of ‘Good Money’

For fifteen years I have written on human flourishing, much of it for Harvard Business Review, including a new book, Good Money: Six Steps to Building a Financial Life with Purpose, which explores how anyone, regardless of faith, can align financial resources in a way that enables rather than impedes the good life. By day I co-lead Sovereign’s Capital, a Christian faith-driven investment firm. In both Good Money and our work at Sovereign’s, I have anchored on mainstream, research-backed frameworks of flourishing. Perhaps the most powerful comes from the Human Flourishing Program at Harvard. It identifies six dimensions: Happiness and life satisfaction; Mental and physical health; Meaning and purpose; Character and virtue; Close social relationships; Financial and material stability.

These domains are reached through a few key pathways — family, work, education, and religious community — at least two of which are shaped directly by the companies and real estate investors own. One of the study’s most striking early findings is that wealth and flourishing diverge. Which raises the question worth asking of any portfolio: how do we use an age of prosperity to build lives that are not only richer, but more purposeful? Our investment portfolios are a key part of that, and an often-untapped source of influence. At Sovereign’s Capital, we believe “all investing is impact investing.” We believe capital is never idle. It is always building something. The only question is whether we’re aware and in charge of what we are building and how.

Read John’s full article and check out a video discussion worth your time – all here – https://greenmoney.com/investing-for-human-flourishing

 

=======

by John Coleman of Sovereign’s Capital and author of ‘Good Money’

For fifteen years I have written on human flourishing, much of it for Harvard Business Review, including a new book, Good Money: Six Steps to Building a Financial Life with Purpose, which explores how anyone, regardless of faith, can align financial resources in a way that enables rather than impedes the good life. By day I co-lead Sovereign’s Capital, a Christian faith-driven investment firm. In both Good Money and our work at Sovereign’s, I have anchored on mainstream, research-backed frameworks of flourishing. Perhaps the most powerful comes from the Human Flourishing Program at Harvard. It identifies six dimensions: Happiness and life satisfaction; Mental and physical health; Meaning and purpose; Character and virtue; Close social relationships; Financial and material stability.

These domains are reached through a few key pathways — family, work, education, and religious community — at least two of which are shaped directly by the companies and real estate investors own. One of the study’s most striking early findings is that wealth and flourishing diverge. Which raises the question worth asking of any portfolio: how do we use an age of prosperity to build lives that are not only richer, but more purposeful? Our investment portfolios are a key part of that, and an often-untapped source of influence. At Sovereign’s Capital, we believe “all investing is impact investing.” We believe capital is never idle. It is always building something. The only question is whether we’re aware and in charge of what we are building and how.

Read John’s full article and check out a video discussion worth your time – all here – https://greenmoney.com/investing-for-human-flourishing

 

=======

Originally published by GoDaddy

 

 

What You’ll Learn 

• How to recover abandoned carts and encourage repeat purchases.
• How to use email, SMS and customer segments to make holiday follow-ups more relevant.
• How AI can help you create timely content and keep your website up to date.

 

 

The holiday shopping season brings new customers to your business, but the opportunity doesn’t end when someone clicks “Buy.” A timely follow-up can help recover a missed sale, build trust and give shoppers a reason to return.

Whether you sell handmade gifts, physical products, digital downloads or services, a simple customer follow-up strategy can help you make more of the traffic and sales you’re already generating. And with AI tools like GoDaddy Airo, you can create and update website content to support your campaigns without adding more work to your plate.

How Can You Turn Holiday Shoppers into Repeat Customers? 

Start by thinking beyond the first transaction. A customer who buys a handmade ornament might return for another gift; someone who purchases a digital planner could be interested in a related download; and a customer who books a service might appreciate a future appointment reminder.

Your follow-up should give people a useful reason to engage again—not just another discount.
 

1. How Can You Recover Abandoned Carts?

   Some shoppers leave before completing a purchase because they’re comparing prices, checking delivery dates or simply get distracted. Abandoned-cart recovery gives you another chance to bring them back.

   Send a timely reminder that links directly to the items they left behind. Answer common questions about shipping, returns or product details, and consider a relevant incentive only if it makes financial sense.

   Before offering a discount, calculate your costs. If a product sells for $40 and costs $18 to make or purchase, the remaining $22 must still cover other expenses, such as packaging, payment fees, shipping subsidies and marketing. A discount that looks small can quickly reduce your margin.

2. How Can You Use Email and SMS to Encourage Another Purchase?  

   Email marketing for ecommerce gives you room to share gift guides, product recommendations and helpful post-purchase information. SMS marketing for ecommerce can work well for concise, time-sensitive updates, such as shipping deadlines or a sale reminder, when customers have opted in.

   Segment your audience so messages match customer needs. First-time buyers might appreciate product-care tips, while repeat customers could receive early access to a seasonal collection. Someone who purchased a service might benefit from a reminder to book again.

   Keep messages useful, respect communication preferences and follow applicable email and SMS requirements.

3. How Can You Create Offers That Protect Your Margins?

   Repeat purchases don’t always require a discount. Consider bundles, complementary products, gift cards or a small bonus with a qualifying order.

   For example, a handmade soap business could bundle three scents, a digital creator could package templates with a guide, and a local service provider could offer a gift certificate alongside a related service.

   Before launching an offer, calculate the total cost of goods, packaging, fulfillment, fees and any discount. Choose bundles that provide clear customer value while preserving a healthy margin.
    

How Can AI Help You Create Better Follow-Up Campaigns? 

AI can help you draft messages, brainstorm offers and refresh website content. GoDaddy Airo can help you create and update website content with AI, making it easier to keep product information, seasonal promotions and messaging aligned with your campaigns.

Try these prompts to get started.

Prompt 1: Create a customer follow-up sequence

“Act as a marketing assistant for my small business. I sell [products or services] to [target audience]. Create three follow-up emails for holiday customers: one after purchase, one recommending a related product or service, and one encouraging a future purchase. Keep the tone helpful, suggest subject lines, and avoid relying on discounts for every message.” 

Prompt 2: Refresh my website for repeat sales

“Review the website content I provide for my [business type]. Suggest improvements that could encourage past customers to return after the holidays. Recommend a relevant offer, a website headline, a short promotional section and a call to action. Keep my brand voice consistent and prioritize ideas that are realistic for a small business.” 

Use AI-generated content as a starting point, then check that product details, prices, policies and offers are accurate before publishing. You can also use Airo to help update the website pages that support your next campaign.

What Should You Do After the Holiday Rush? 

Use this checklist to turn seasonal sales into longer-term customer relationships:

• Send useful post-purchase information and thank customers for their orders.
• Review abandoned-cart and repeat-purchase performance.
• Identify which products, services and bundles generated the strongest results.
• Update your website to reflect current offers and upcoming products.
• Plan relevant follow-up messages for customers who have agreed to receive them.

Your next sale may come from someone who has already bought from you. With thoughtful follow-ups, relevant offers and a website that stays current, you can make it easier for customers to discover what else your business offers.

Try GoDaddy Airo to create and update your website with AI, and keep your online presence ready for what comes next.

 

 

Frequently Asked Questions 

How can you recover abandoned carts during the holidays? 

Send a timely reminder with a direct path back to the shopper’s cart. Address likely concerns, such as delivery timing or product details, and test different messages to see which ones encourage completed purchases.

What should you include in a holiday post-purchase email? 

Include a clear confirmation or helpful next step, relevant product information and an easy way to contact your business. Later messages can offer complementary recommendations or useful seasonal content.

How can small businesses use email and SMS to increase holiday sales? 

Use email for richer content, such as gift guides and product recommendations, and opted-in SMS for concise, timely updates. Segment audiences so customers receive messages relevant to their interests and purchases.

How can you quickly update your website after the holiday season? 

An AI-powered website builder can help you refresh pages and messaging without starting from scratch. GoDaddy Airo can help generate and update website content with AI, making it easier to reflect new products, offers and business priorities.

How can you turn a holiday shopper into a repeat customer? 

Give customers a reason to come back with relevant recommendations, helpful follow-up content, complementary products or timely offers. Use past purchases and customer preferences to make future interactions more useful.

Originally published by GoDaddy

 

 

What You’ll Learn 

• How to recover abandoned carts and encourage repeat purchases.
• How to use email, SMS and customer segments to make holiday follow-ups more relevant.
• How AI can help you create timely content and keep your website up to date.

 

 

The holiday shopping season brings new customers to your business, but the opportunity doesn’t end when someone clicks “Buy.” A timely follow-up can help recover a missed sale, build trust and give shoppers a reason to return.

Whether you sell handmade gifts, physical products, digital downloads or services, a simple customer follow-up strategy can help you make more of the traffic and sales you’re already generating. And with AI tools like GoDaddy Airo, you can create and update website content to support your campaigns without adding more work to your plate.

How Can You Turn Holiday Shoppers into Repeat Customers? 

Start by thinking beyond the first transaction. A customer who buys a handmade ornament might return for another gift; someone who purchases a digital planner could be interested in a related download; and a customer who books a service might appreciate a future appointment reminder.

Your follow-up should give people a useful reason to engage again—not just another discount.
 

1. How Can You Recover Abandoned Carts?

   Some shoppers leave before completing a purchase because they’re comparing prices, checking delivery dates or simply get distracted. Abandoned-cart recovery gives you another chance to bring them back.

   Send a timely reminder that links directly to the items they left behind. Answer common questions about shipping, returns or product details, and consider a relevant incentive only if it makes financial sense.

   Before offering a discount, calculate your costs. If a product sells for $40 and costs $18 to make or purchase, the remaining $22 must still cover other expenses, such as packaging, payment fees, shipping subsidies and marketing. A discount that looks small can quickly reduce your margin.

2. How Can You Use Email and SMS to Encourage Another Purchase?  

   Email marketing for ecommerce gives you room to share gift guides, product recommendations and helpful post-purchase information. SMS marketing for ecommerce can work well for concise, time-sensitive updates, such as shipping deadlines or a sale reminder, when customers have opted in.

   Segment your audience so messages match customer needs. First-time buyers might appreciate product-care tips, while repeat customers could receive early access to a seasonal collection. Someone who purchased a service might benefit from a reminder to book again.

   Keep messages useful, respect communication preferences and follow applicable email and SMS requirements.

3. How Can You Create Offers That Protect Your Margins?

   Repeat purchases don’t always require a discount. Consider bundles, complementary products, gift cards or a small bonus with a qualifying order.

   For example, a handmade soap business could bundle three scents, a digital creator could package templates with a guide, and a local service provider could offer a gift certificate alongside a related service.

   Before launching an offer, calculate the total cost of goods, packaging, fulfillment, fees and any discount. Choose bundles that provide clear customer value while preserving a healthy margin.
    

How Can AI Help You Create Better Follow-Up Campaigns? 

AI can help you draft messages, brainstorm offers and refresh website content. GoDaddy Airo can help you create and update website content with AI, making it easier to keep product information, seasonal promotions and messaging aligned with your campaigns.

Try these prompts to get started.

Prompt 1: Create a customer follow-up sequence

“Act as a marketing assistant for my small business. I sell [products or services] to [target audience]. Create three follow-up emails for holiday customers: one after purchase, one recommending a related product or service, and one encouraging a future purchase. Keep the tone helpful, suggest subject lines, and avoid relying on discounts for every message.” 

Prompt 2: Refresh my website for repeat sales

“Review the website content I provide for my [business type]. Suggest improvements that could encourage past customers to return after the holidays. Recommend a relevant offer, a website headline, a short promotional section and a call to action. Keep my brand voice consistent and prioritize ideas that are realistic for a small business.” 

Use AI-generated content as a starting point, then check that product details, prices, policies and offers are accurate before publishing. You can also use Airo to help update the website pages that support your next campaign.

What Should You Do After the Holiday Rush? 

Use this checklist to turn seasonal sales into longer-term customer relationships:

• Send useful post-purchase information and thank customers for their orders.
• Review abandoned-cart and repeat-purchase performance.
• Identify which products, services and bundles generated the strongest results.
• Update your website to reflect current offers and upcoming products.
• Plan relevant follow-up messages for customers who have agreed to receive them.

Your next sale may come from someone who has already bought from you. With thoughtful follow-ups, relevant offers and a website that stays current, you can make it easier for customers to discover what else your business offers.

Try GoDaddy Airo to create and update your website with AI, and keep your online presence ready for what comes next.

 

 

Frequently Asked Questions 

How can you recover abandoned carts during the holidays? 

Send a timely reminder with a direct path back to the shopper’s cart. Address likely concerns, such as delivery timing or product details, and test different messages to see which ones encourage completed purchases.

What should you include in a holiday post-purchase email? 

Include a clear confirmation or helpful next step, relevant product information and an easy way to contact your business. Later messages can offer complementary recommendations or useful seasonal content.

How can small businesses use email and SMS to increase holiday sales? 

Use email for richer content, such as gift guides and product recommendations, and opted-in SMS for concise, timely updates. Segment audiences so customers receive messages relevant to their interests and purchases.

How can you quickly update your website after the holiday season? 

An AI-powered website builder can help you refresh pages and messaging without starting from scratch. GoDaddy Airo can help generate and update website content with AI, making it easier to reflect new products, offers and business priorities.

How can you turn a holiday shopper into a repeat customer? 

Give customers a reason to come back with relevant recommendations, helpful follow-up content, complementary products or timely offers. Use past purchases and customer preferences to make future interactions more useful.

Key Takeaways

• Workplace violence prevention is increasingly becoming an EHS, human resources, security, and operational priority, not solely a physical security issue.
• An effective workplace violence prevention program starts with understanding potential hazards and creating systems to prevent, report, respond to, and learn from incidents.
• Regulatory requirements vary by jurisdiction, so multi-location employers need to understand both broad organizational risks and location-specific obligations.

Workplace violence prevention, once a narrow security issue, is now an important part of how organizations protect their people, support psychological safety, and meet evolving regulatory expectations.

As workplace violence prevention requirements expand across jurisdictions, employers are challenged to look beyond incident response and take a proactive approach to identifying, assessing, and managing potential risks.

What Is Workplace Violence?

Workplace violence includes more than physical assault. Depending on the applicable regulatory framework, it may encompass threats, intimidation, harassment, verbal or online abuse, and other behaviors that create a risk of physical or psychological harm. It can involve employees, customers, clients, patients, contractors, members of the public, or individuals with a personal connection to an employee.

Because workplace violence can take different forms across industries and work environments, prevention begins with understanding employees’ exposure risks.

Workplace Violence Regulations are Evolving

Over the past several years, workplace violence prevention has moved beyond its status as a leading practice to become a regulatory requirement. In a growing number of jurisdictions, employers are being asked to take a more structured and proactive approach to identifying risks, preparing employees, responding to, and learning from incidents.

In the United States, federal OSHA does not currently have a workplace-violence-specific standard that applies broadly across industries. However, Section 5(a)(1) of the Occupational Safety and Health Act, the General Duty Clause, requires employers to “furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm.” OSHA can use the General Duty Clause in workplace violence cases where the hazard is recognized, could cause death or serious physical harm, and feasible methods exist to materially reduce the hazard.

In addition to federal requirements, states are establishing more specific workplace violence prevention obligations. For example, in California, Senate Bill 553 requires most employers to establish a written Workplace Violence Prevention Plan, train employees, maintain incident logs, and investigate workplace violence events. In New York, the Retail Worker Safety Act requires covered retail employers to implement workplace violence prevention policies and training. Beginning January 1, 2027, retail employers with 500 or more retail employees in New York State must also provide employees with access to silent response buttons. The shift is not limited to the United States.

Globally, workplace violence is being addressed through broader psychosocial risk management requirements. For some countries, such as Australia, Germany, United Kingdom, and The Netherlands, workplace violence and harassment are within the broader legally binding risk assessment frameworks. However, a number of countries, including France, Belgium, and Denmark, have opted for standalone statutory programs that focus on workplace violence, third-part aggression or moral harassment. These programs have direct consequences for employers in the form of monetary fines and leadership accountability, as well as indirect effects such as the erosion of safety culture and brand reputation. And these are not new concepts; Sweden’s Ordinance for Violence and Threats in the Workplace went into effect in 1993.

This global shift is also reflected in the International Labour Organization’s Violence and Harassment Convention, 2019 (No. 190), which establishes an international framework for preventing and addressing violence and harassment at work. For multinational organizations, workplace violence prevention requires both an organization-wide strategy and an understanding of jurisdiction-specific requirements.

Why is the Focus Increasing Now?

Workplace violence risks can emerge from workplace conditions, job responsibilities, interactions with the public, and external circumstances. Many organizations have to navigate a combination of risks, including:

• Political and ideological polarization that enters workplace relationships
• Economic pressures affecting employees in the workplace and at home
• Aggressive or threatening customer interactions
• Online and social media conflicts that spill into the workplace
• Threats directed at frontline, public-facing, or lone workers
• Harassment and intimidation, both online and in person
• Domestic or personal conflicts that extend to the workplace
• Work environments or job responsibilities that increase exposure to violence or aggression

Politics is rarely the sole cause of workplace violence. However, polarized public discourse can heighten tensions, reduce civility, and make conflict more likely.

As a result, EHS professionals are increasingly being asked to consider workplace violence within broader worker health, well-being, and psychological safety programs.

What Does an Effective Workplace Violence Prevention Program Include?

For employers, the takeaway is clear: Workplace violence prevention cannot be limited to emergency response training/evacuation drills or physical security measures. An effective program fosters a culture of prevention, preparedness, response, and continuous improvement.

While program requirements should reflect applicable regulations and an organization’s specific risks, several additional measures can create a more comprehensive approach: Culture and psychosocial assessment:

• Assessing your culture is one of the most effective ways to identify and prevent workplace violence. Many of the same organizational conditions that contribute to injuries and incidents also contribute to conflict, harassment, threats, and violence.
• Leadership engagement: Ensure management and employees understand that prevention is an organizational priority and know their roles in identifying, reporting, and responding to potential concerns.
• Clear reporting systems: Establish processes that are accessible, trusted, and designed to support early intervention, including clear guidance on when and how employees should report threats, concerning behavior, or incidents.
• Psychosocial risk management: Identify and address workplace factors that may increase conflict or harm.
• Practical employee training: Provide training that reflects job roles, work environments, applicable regulatory requirements, and realistic scenarios.
• Coordinated incident response: Define responsibilities and escalation processes across EHS, security, human resources, legal, and operational teams.
• A “speak up” culture: Create an environment where employees can raise concerns without fear of retaliation.
• Incident review and continuous improvement: Evaluate incidents and reported concerns to identify patterns, determine whether controls worked as intended, and update the program when risks, operations, or regulatory requirements change.

For organizations operating across multiple locations or countries, these measures provide a common framework while allowing individual sites to address location-specific hazards and regulatory requirements.

Workplace Violence Prevention is an Ongoing Process

Organizations that recognize workplace violence as a risk to both people and business are better positioned to protect employees and respond to evolving regulatory expectations.

The strongest programs do more than address incidents after they occur; they create conditions for concerns to be recognized, mitigated, reported, and managed before they escalate. That requires an ongoing cycle of risk assessment, prevention, training, reporting, response, and program improvement, rather than a one-time policy or training exercise.

Need help completing a cultural or psychosocial assessment across your operations? Reach out to Antea Group for a consultation and strategic advice.

Frequently Asked Questions About Workplace Violence Prevention

What are examples of workplace violence?

Workplace violence can be committed by both internal and external members of the workplace community. When we discuss workplace violence actions like the following are what we are discussing:

• Physical assault
• Threatening behavior
• Verbal abuse or intimidation
• Stalking
• Domestic violence affecting the workplace
• Brandishing a weapon
• Property damage intended to intimidate others

What should a workplace violence risk assessment evaluate?

A workplace violence risk assessment should evaluate factors such as previous incidents and near misses, interactions with customers or the public, lone or remote work, physical workplace conditions, reporting data, job responsibilities, existing controls, and other circumstances that could increase employee exposure to violence or aggression.

Is workplace violence prevention only an EHS responsibility?

No. Effective workplace violence prevention typically requires coordination across EHS, human resources, security, legal, operations, leadership, and employees. Clearly defining responsibilities before an incident occurs can help organizations respond more effectively when concerns arise.

Key Takeaways

• Workplace violence prevention is increasingly becoming an EHS, human resources, security, and operational priority, not solely a physical security issue.
• An effective workplace violence prevention program starts with understanding potential hazards and creating systems to prevent, report, respond to, and learn from incidents.
• Regulatory requirements vary by jurisdiction, so multi-location employers need to understand both broad organizational risks and location-specific obligations.

Workplace violence prevention, once a narrow security issue, is now an important part of how organizations protect their people, support psychological safety, and meet evolving regulatory expectations.

As workplace violence prevention requirements expand across jurisdictions, employers are challenged to look beyond incident response and take a proactive approach to identifying, assessing, and managing potential risks.

What Is Workplace Violence?

Workplace violence includes more than physical assault. Depending on the applicable regulatory framework, it may encompass threats, intimidation, harassment, verbal or online abuse, and other behaviors that create a risk of physical or psychological harm. It can involve employees, customers, clients, patients, contractors, members of the public, or individuals with a personal connection to an employee.

Because workplace violence can take different forms across industries and work environments, prevention begins with understanding employees’ exposure risks.

Workplace Violence Regulations are Evolving

Over the past several years, workplace violence prevention has moved beyond its status as a leading practice to become a regulatory requirement. In a growing number of jurisdictions, employers are being asked to take a more structured and proactive approach to identifying risks, preparing employees, responding to, and learning from incidents.

In the United States, federal OSHA does not currently have a workplace-violence-specific standard that applies broadly across industries. However, Section 5(a)(1) of the Occupational Safety and Health Act, the General Duty Clause, requires employers to “furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm.” OSHA can use the General Duty Clause in workplace violence cases where the hazard is recognized, could cause death or serious physical harm, and feasible methods exist to materially reduce the hazard.

In addition to federal requirements, states are establishing more specific workplace violence prevention obligations. For example, in California, Senate Bill 553 requires most employers to establish a written Workplace Violence Prevention Plan, train employees, maintain incident logs, and investigate workplace violence events. In New York, the Retail Worker Safety Act requires covered retail employers to implement workplace violence prevention policies and training. Beginning January 1, 2027, retail employers with 500 or more retail employees in New York State must also provide employees with access to silent response buttons. The shift is not limited to the United States.

Globally, workplace violence is being addressed through broader psychosocial risk management requirements. For some countries, such as Australia, Germany, United Kingdom, and The Netherlands, workplace violence and harassment are within the broader legally binding risk assessment frameworks. However, a number of countries, including France, Belgium, and Denmark, have opted for standalone statutory programs that focus on workplace violence, third-part aggression or moral harassment. These programs have direct consequences for employers in the form of monetary fines and leadership accountability, as well as indirect effects such as the erosion of safety culture and brand reputation. And these are not new concepts; Sweden’s Ordinance for Violence and Threats in the Workplace went into effect in 1993.

This global shift is also reflected in the International Labour Organization’s Violence and Harassment Convention, 2019 (No. 190), which establishes an international framework for preventing and addressing violence and harassment at work. For multinational organizations, workplace violence prevention requires both an organization-wide strategy and an understanding of jurisdiction-specific requirements.

Why is the Focus Increasing Now?

Workplace violence risks can emerge from workplace conditions, job responsibilities, interactions with the public, and external circumstances. Many organizations have to navigate a combination of risks, including:

• Political and ideological polarization that enters workplace relationships
• Economic pressures affecting employees in the workplace and at home
• Aggressive or threatening customer interactions
• Online and social media conflicts that spill into the workplace
• Threats directed at frontline, public-facing, or lone workers
• Harassment and intimidation, both online and in person
• Domestic or personal conflicts that extend to the workplace
• Work environments or job responsibilities that increase exposure to violence or aggression

Politics is rarely the sole cause of workplace violence. However, polarized public discourse can heighten tensions, reduce civility, and make conflict more likely.

As a result, EHS professionals are increasingly being asked to consider workplace violence within broader worker health, well-being, and psychological safety programs.

What Does an Effective Workplace Violence Prevention Program Include?

For employers, the takeaway is clear: Workplace violence prevention cannot be limited to emergency response training/evacuation drills or physical security measures. An effective program fosters a culture of prevention, preparedness, response, and continuous improvement.

While program requirements should reflect applicable regulations and an organization’s specific risks, several additional measures can create a more comprehensive approach: Culture and psychosocial assessment:

• Assessing your culture is one of the most effective ways to identify and prevent workplace violence. Many of the same organizational conditions that contribute to injuries and incidents also contribute to conflict, harassment, threats, and violence.
• Leadership engagement: Ensure management and employees understand that prevention is an organizational priority and know their roles in identifying, reporting, and responding to potential concerns.
• Clear reporting systems: Establish processes that are accessible, trusted, and designed to support early intervention, including clear guidance on when and how employees should report threats, concerning behavior, or incidents.
• Psychosocial risk management: Identify and address workplace factors that may increase conflict or harm.
• Practical employee training: Provide training that reflects job roles, work environments, applicable regulatory requirements, and realistic scenarios.
• Coordinated incident response: Define responsibilities and escalation processes across EHS, security, human resources, legal, and operational teams.
• A “speak up” culture: Create an environment where employees can raise concerns without fear of retaliation.
• Incident review and continuous improvement: Evaluate incidents and reported concerns to identify patterns, determine whether controls worked as intended, and update the program when risks, operations, or regulatory requirements change.

For organizations operating across multiple locations or countries, these measures provide a common framework while allowing individual sites to address location-specific hazards and regulatory requirements.

Workplace Violence Prevention is an Ongoing Process

Organizations that recognize workplace violence as a risk to both people and business are better positioned to protect employees and respond to evolving regulatory expectations.

The strongest programs do more than address incidents after they occur; they create conditions for concerns to be recognized, mitigated, reported, and managed before they escalate. That requires an ongoing cycle of risk assessment, prevention, training, reporting, response, and program improvement, rather than a one-time policy or training exercise.

Need help completing a cultural or psychosocial assessment across your operations? Reach out to Antea Group for a consultation and strategic advice.

Frequently Asked Questions About Workplace Violence Prevention

What are examples of workplace violence?

Workplace violence can be committed by both internal and external members of the workplace community. When we discuss workplace violence actions like the following are what we are discussing:

• Physical assault
• Threatening behavior
• Verbal abuse or intimidation
• Stalking
• Domestic violence affecting the workplace
• Brandishing a weapon
• Property damage intended to intimidate others

What should a workplace violence risk assessment evaluate?

A workplace violence risk assessment should evaluate factors such as previous incidents and near misses, interactions with customers or the public, lone or remote work, physical workplace conditions, reporting data, job responsibilities, existing controls, and other circumstances that could increase employee exposure to violence or aggression.

Is workplace violence prevention only an EHS responsibility?

No. Effective workplace violence prevention typically requires coordination across EHS, human resources, security, legal, operations, leadership, and employees. Clearly defining responsibilities before an incident occurs can help organizations respond more effectively when concerns arise.