Just after lunch last Wednesday, violence erupted in Milwaukee, WI at the famous Molson Coors factory, when an employee walked in with a loaded firearm and began shooting, leaving 5 victims and the shooter deceased. The violence is another in a string of shootings in the workplace that has corporate leadership wondering what their role is in limiting these acts of violence.
The victims in the Milwaukee Molson Coors shooting were identified as Jesus Valle Jr., 33; Gennady Levshetz, 61; Trevor Wetselaar, 33; Dana Walk, 57; and Dale Hudson, 60. The shooter, electrician Anthony N. Ferrill, 51, is deceased as well. Those victims, Ferrill’s coworkers, are remembered by the dozens of friends and family they left behind, as well as a community rocked by violence. Molson Coors chief executive Gavin Hattersley said in a news conference, “They were husbands, they were fathers, and they were friends. They were a part of the fabric of our company and our community, and we will miss them terribly.”
While many acts of violence in the workplace are perpetrated by former employees, Anthony Ferrill was a current employee of Molson Coors. Ferrill worked in the building’s utilities department. While authorities have not established a clear motive for the shooting, according to the Milwaukee Journal Sentinel, Ferrill had a history of dispute with his coworkers that many have speculated finally came to a head in the events leading up to last week’s shooting. The dispute may have had racial overtones, with Ferrill accusing other employees of discriminating against him in the workplace. He had suspicions that other employees were trespassing at his home, bugging his electronic devices, and disturbing his property. With the exception of one man, Ferrill had previous confrontations with all the victims, yet police have declined to comment on how the shooting occurred.
When shocking incidents of violence like this occur in the workplace, it’s not uncommon to hear from leadership in the organization that they are ‘shocked,’ or ‘astonished’ at the events that have taken place, or that the violence was perpetrated by a member of their organization. The reality is that active shooter events and other forms of violence in the workplace can usually be anticipated and prevented if leadership is not asleep at the wheel.
Most workplace crises, from violence to theft, can be traced back to faulty internal operations. That’s why so many corporations are seeking to have their daily operations evaluated by independent investigators and risk assessment firms. These investigators come into your business and begin examining hiring processes, onboarding materials, employee engagement, and the turnover rate in an attempt to identify the problems that cause frustration within the organization. In the unfortunate example of Molsen Coors, there was obviously room for more supervision with regards to intra-employee conflict. If the alleged intra-employee conflict had been given more attention, it might not have ended in violence.
Corporate Culture Audit investigators can provide leadership with the insight they need to improve their daily operations. Investigators can review hiring protocol, identifying risk factors and lack of oversight. They can review security systems, both in cyberspace, and at brick-and-mortar locations to identify weaknesses that would leave the company vulnerable to attack. These are measures that could have prevented the violence that broke out at Molson Coors, and they can protect your company, too.
If your corporation or organization needs a corporate culture audit, call Lauth Investigations International today for a free quote on our corporate culture audit program. Our program is built to fit businesses of any size and is customizable to fit you investigative needs. Call 317-951-1100 or visit us online at www.lauthinvestigations.com