Workplace violence in Asia – Managing the unmanageable

Totti Karpela1
1Peace Of Mind, Hong Kong

Many global corporations are strongly present around Asia. However, global policies might be difficult to implement in Asian culture, due to regional differences and different workplace culture. The presentation covers a cross-section of the challenges and solutions to conducting threat assessment and management throughout Asia. We will also look at the status of threat assessment and management in 30+ Asian countries
as well as some of the latest incidents of targeted violence. What about the status of mental health problems in and around Asia? How to work with local law enforcement? What about stalking laws, restraining orders and the courts? Problems with regional country managers and global workplace violence policies. Issues related to Asian collective culture vs. Western individualism. Solving problems by stepping outside of the box


Mr. Karpela, a graduate of Finland’s Police University College, has a 20-year career in the National Police of Finland where he worked as a unit supervisor and subject matter expert. During his career, Mr. Karpela was part of a team that specialized in managing threats that were directed towards law enforcement and judicial officials. He also spent nine years as a member of the hostage negotiator team in the National SWAT team. For the majority of his career, Mr. Karpela also worked at the National Police University, teaching management of aggressive behavior and conflict resolution skills.

In his current role in the private sector, Mr. Karpela has worked with presidential candidates, celebrities, media companies, banks and insurance companies, aviation industry, educational facilities as well as multi-national corporations specializing in threat assessment and case management. He provides behavioral and security consultation in numerous global corporations on a weekly basis.

Mr. Karpela has worked as a subject matter expert since 1986, consulting and coaching government organizations and corporations on five continents in the prevention of violent crime, security issues, conflict resolution, and risk mitigation. Mr. Karpela is the only person outside of the United States to hold a CTM-accreditation, professional accreditation for security professionals related to the assessment and management of violent behavior. Mr. Karpela is also accredited to provide consultation and training related to the European equivalent, CETAP. He holds numerous professional certifications related to violence risk assessment. Mr. Karpela’s vast experience with threat management is clearly demonstrated in cases where analysis is put into practice, how multi-disciplinary teams of professionals are coached and how to manage low to median and high-risk cases related to violent behavior.

Mr. Karpela is a graduate of U.S. Secret Service Threat Management Program, Gavin De Becker threat management academy and he has done numerous other professional training programs with the FBI Behavior Analysis Unit.

Other relevant NGO responsibilities: Subject matter expert for the European Council and O.S.C.E. in crime prevention projects. Totti is also a member of the Merrick & Company’s Global Biosafety & Biosecurity Consulting Advisory Board since 2017. President for the Association of European Threat Assessment Professionals (AETAP). He is also a senior research fellow at the Association for Counterterrorism and Security Professionals – Centre for Security Studies.

Mr. Karpela has done numerous security audits specifically related to the prevention of violence in educational facilities, health care service providers and manufacturing and production facilities. The audits have covered regions in Europe, South- and Central America as well as the Middle East and Africa.

Mr. Karpela has also authored three books on police operations with organized crime, personal security and case management guide for stalking cases. He has also authored a chapter on the use of social psychology in counter-terrorism operations as well as management guide on persistent and vexatious complainants.

Lessons from a Singapore Campus Sexual Harassment Case: Escalation of Incidents and Implications for Organisational Risk Management

Dr Majeed Khader, MS  Tan Mingyi Eunice1, MS  Charmaine  Lee Siew Ling1
1Ministry of Home Affairs, Singapore, Singapore

Lessons from a Singapore Campus Sexual Harassment Case: Escalation of Incidents and Implications for Organisational Risk Management  Risk  management  is  key  to  complement  the  day-to-day  operations  in  any organisation  in  order  to  ensure  the  sustainability  of  the  operations  and strategic relevance of the organisation. Aside from the immediate impact to the  organisation  post-incident,  at  times,  the  larger  risk  and  subsequent damage to the organisation lies in the potential of an incident to escalate past the triggering event.  As such, it becomes key for organisations to accurately assess the potential of an event from escalating and posing further risks to the organisation.   This  presentation  centres  on  a  recent  case  of  sexual  harassment  of  a  local university  student  that  had  gained  both  local  and  international  media attention.  It  considers  the  risks  faced  by,  and  negative  impact  on,  the institution  due  to  the  escalation  of  the  incident  (e.g.,  negative  publicity following from the perceived failure of the institution in meeting the needs of stakeholders). What were the organisational ‘blind spots’ that had warranted more  attention  and  which  may  have  prevented  or  minimised  the  incident’s escalation?  How  can  organisational  structures  and  response  approaches  be enhanced to better manage risks in similar contexts? The presentation seeks to examine and address these.   The research  adopts a case study approach in combination with a review of relevant  academic  literature  and  organisational  best  practices  on  risk management, as well as the gathering and analysis of case-relevant qualitative data.  Following  from  an  analysis  of  the  case  incident,  implications  for organisations in assessing and mitigating the risk of incident escalation will be highlighted and discussed from a systems perspective (e.g., signal detection, cultural factors).


Dr. Majeed Khader is a forensic psychologist in Singapore and the Director of the Home Team Behavioural Sciences Centre. He is the Chief Psychologist of the  Ministry  of  Home  Affairs  and  also  the  Asian  Director  of  the  US  based Society  of  Police  and  Criminal  Psychology.  A  graduate  from  the  National University of Singapore, Majeed also holds a Masters degree (with Distinction) in Forensic Psychology from Leicester University (U.K) and a PhD in Psychology, (specialising in crisis and personality) from Aberdeen University, Scotland. The first formally trained forensic psychologist in Singapore, Majeed has overseen the development of psychological services in the areas of stress, counselling, resilience,  personnel  selection,  leadership  development,  crisis  negotiations, crime profiling, and crisis psychology in law enforcement settings. For his work in  the  psychology  of  terrorism,  he  was  awarded  two  National  Day  Public Administration Medals (in 2006 and 2014). Dr Majeed is Associate Professor (Adjunct)  and  teaches  forensic  and  criminal  psychology  at  the  Nanyang Technological University.  He is a Registered Psychologist with the Singapore Psychological  Society,  and  a  member  of  the  British  Psychological  Society, American Psychological Association and Australian Psychological Society.   Ms. Eunice Tan is a Principal Psychologist and Senior Assistant Director of the Operations  and  Leadership  Psychology  Branch,  Home  Team  Behavioural Sciences  Centre  (HTBSC),  Ministry  of  Home  Affairs,  Singapore.  She  holds  a Masters  degree  (with  distinction)  in  Investigative  and  Forensic  Psychology from  the  University  of  Liverpool  (United  Kingdom)  and  is  a  member  of  the Society for Police and Criminal Psychology (SPCP), USA. Eunice has twice served as  Head  Scientific  Committee  in  the  Asian  Conference  of  Criminal  and Operations  Psychology  (ACCOP).  Her  research  interests  include  talent assessment and development, crisis leadership, organisational deviance, and more recently, organisational health, change management and employee well- being.   Ms. Charmaine Lee graduated from the National University of Singapore with a  Bachelor  of  Social  Sciences  (Major  in  Psychology),  highest  distinction.  Her thesis research was presented at the Association for Behavioural and Cognitive Therapies  Annual  Convention  and  National  Psychology  Graduate  Student Conference  in  2017,  and  published  in  Psychiatry  Research  in  2019.  She  has since worked as a psychologist with the Operations and Leadership Psychology Branch  of  the  Home  Team  Behavioural  Sciences  Centre,  where  she  has undertaken  research  in  the  areas  of  organisational  deviance,  wellbeing  and crisis  leadership.  Beyond  work,  she  has  been  and  continues  to  be  an  active volunteer  with  the  Victim  Care  Cadre  of  the  Police  Psychological  Services Department.

The Psychology of Ragging: A Multi-level Conceptualisation of Ragging in Institutions.

Dr Majeed Khader, Ms  Charmaine Lee Siew Ling

The Psychology of Ragging: A Multi-level Conceptualisation of Ragging in Institutions  In the context of safety and security where officers operate under high stakes and time pressure, strong trust between team members is often considered requisite for optimal coordination and performance. It is hence unsurprising that the incidence of ragging – activities aimed at fostering unique group identity and assimilation without legitimate operational function – are high in such institutions (Finkel, 2002). Due to the risk of physical and psychological harm, and even death, it is crucial to understand ragging so that it can be detected and replaced with safer alternatives. Hence, a review of the academic literature on ragging and hazing, and anti-ragging best practices from international military agencies was conducted. Additionally, past and incumbent Home Team officers and organisational anti-ragging materials were analysed.  Following from the research, the closely-related concepts of hazing, ragging and bullying are distinguished. The presentation then expands on ten key psychological processes that underpin ragging, some operating at the level of the organisation and others at the level of the people – i.e., the ragger(s), victim(s) and bystander(s). The psychological processes include: (i) social processes, (e.g., power dynamics), (ii) cognitive processes (e.g., biased risk perception), (iii) motivational processes – (e.g., need for affiliation), and (iv) emotional processes (e.g., fear of ridicule).  Linking the various psychological processes implicated in ragging across domains and levels of analysis, this presentation hence narrows a gap in the literature. For institutions, a comprehensive conceptualisation of ragging also informs anti-ragging measures so that cohesive, high-performing teams can be forged without compromising on the institution’s safety culture.  Finkel, M. A. (2002). Traumatic injuries caused by hazing practices. The American journal of emergency medicine, 20(3), 228-233.


Ms. Charmaine graduated from the National University of Singapore with a Bachelor of Social Sciences (Major in Psychology), highest distinction. Her thesis research was presented at the Association for Behavioural and Cognitive Therapies Annual Convention and National Psychology Graduate Student Conference in 2017, and published in Psychiatry Research in 2019.  She has since worked as a psychologist with the Operations and Leadership Psychology Branch of the Home Team Behavioural Sciences Centre, where she has undertaken research in the areas of organisational deviance, wellbeing and crisis leadership. Beyond work, she has been and continues to be an active volunteer with the Victim Care Cadre of the Police Psychological Services Department.

Managing Delusional Employees: Preventing Workplace Violence Attacks From Employees With Paranoid Delusional Beliefs

Dr Russell Palarea1, SSA Kendall Donahue1
1Diplomatic Security Service, U.S. Department Of State, Washington, USA

Abstract TBA


Dr. Russell Palarea serves as the contract Consulting Operational Psychologist for the U.S. Department of State’s Diplomatic Security Service (DS).  He was brought to DS in 2012 to spearhead the creation of the State Department’s Threat Management Program, and currently consults on investigations of threats and targeted violence against State Department leadership and personnel, U.S. Embassies and Consulates worldwide, domestic facilities, foreign diplomatic facilities in the U.S., and visiting foreign dignitaries.  He is assigned to the Office of Protective Intelligence Investigations, and also provides consultation to the DS Insider Threat Program.  Additionally, he is an instructor for the DS Training Academy and a presenter for the Overseas Security Advisory Council (OSAC).  From 2001 to 2011, Dr. Palarea served as a Staff Operational Psychologist with the Naval Criminal Investigative Service (NCIS), where he consulted on threat assessment, violent crime, counterintelligence, and counterterrorism investigations.  From 2011 to 2012, he served as a contract Operational Psychologist with the U.S. Department of Defense.  He has served as an instructor for the Federal Law Enforcement Training Center (FLETC), CIA University, and DoD Joint Counterintelligence Training Academy (JCITA), and has trained a multitude of  local, state, federal, and international law enforcement and security services.  Dr. Palarea holds a B.A. in Psychology from UCLA and a Ph.D. in Clinical Psychology, emphasis in Forensics, from the University of Nebraska-Lincoln. He currently serves as the President of the Association of Threat Assessment Professionals (ATAP) and is a Consulting Editor for the Journal of Threat Assessment and Management.

A Cumulative Behavioural Scale for Identifying Non-Sadistic Ritualistic Rape

Dr Michael Davis1
1Michael Davis Forensic Psychology Pty Ltd

Sexual offenders and the crimes they commit are markedly heterogeneous. Decades of scholarly literature have posited a number of motivations for rape, including power, anger, misogynistic vindictiveness, and sexualisation. Identifying the motivational drive behind sexual offending behaviour can be vitally important for threat assessors, behavioural investigative advisers, and treating clinicians. One particularly important construct is to differentiate between ritualistic offences that are driven by fantasy and those that are not. However, this is often difficult to determine from a clinical interview as it relies on the assumptions that the individual knows why they committed an offence and that their narrative is truthful. Accordingly, it is arguably of great importance for threat assessment professionals to concentrate on actual offence behaviours when formulating hypotheses. This paper will focus upon the identification of ritualistic rape from an analysis of offence behaviour. Sadistic and non-sadistic variants of ritualistic rape will be discussed, drawing attention to the similarities and marked differences between them. Historical conceptualisations of the non-sadistic variant, including biastophilia, raptophilia, and paraphilic coercive disorder will be reviewed. It will be argued that these are of limited applied utility without a valid behavioural anchor. Distinguishing features and salient behaviours of non-sadistic ritualistic rapes will be discussed and a cumulative behavioural rating scale for identifying such offences will be proposed: “The Non-Sadistic Ritualistic Rape Scale.” A sub-scale for identifying poorly understood muted forms of sadism will also be proposed. Pragmatic recommendations for threat assessment professionals and behavioural investigative advisers will be outlined as well as proposals for future research regarding this important construct.


Dr Michael Davis is a Forensic Clinical Psychologist in full-time private practice with adjunct positions at Swinburne, Monash, and Melbourne Universities. He has presented to mental health and law enforcement audiences worldwide on various aspects of sexual and violent crime. He has conducted hundreds of assessments for the courts and in consultation for area mental health services, government departments, and private lawyers. Dr Davis is a member of the Australian Forensic Reference Group (Victoria Police). He has provided behavioural investigative advice to police in several countries across three continents and is the only mental health professional in Australia to be elected to membership of the International Criminal Investigative Analysis Fellowship (ICIAF). Dr Davis serves on the editorial board of the Journal of Investigative Psychology and Offender Profiling.

Understanding ‘moral emotions’ with greater granularity may assist in potential risk and protective factor identification and, the tactical understanding of violent extremists.

Mr David Whittingham1
1Evexia, Brisbane, Australia

Understanding emotions and ‘moral emotions’ with greater granularity may assist in potential risk and protective factor identification and, the tactical understanding of violent extremists.

The combination of anger, contempt and disgust emotions (ANCODI) has been found to a potential precursor to violent events in verbal and non-verbal expressions of emotion (Matsumoto, Frank and Hwang, 2015). A phased emotional process has been offered explaining the movement from outrage based on anger, to moral superiority based on contempt and, then elimination based on disgust (Matsumoto et, al 2012). Further, such emotions have also been considered in both the ‘mindset’ of extremist violence and the process of ideological development, as well as a critical aspect of assessing the risk and protective factors for extremist violence (Borum, 2003 and 2015).

Guilt or shame proneness has been found to act as a protective or risk factor for psychological problems (i.e. substance abuse) and criminal recidivism respectively (Stuewig, Tangney, Heigel, Harty, McCloskey 2010).  Certain types of situations have been known to elicit guilt and shame and shame is known as a more painful, disruptive, maladaptive emotion, associated with externalising blame, anger, hostility and notably experimentally, with aggressive behaviour for those high in narcissism (Tangney, Stuewig & Mashek, 2007; Thomas, Bushman, Stegge & Olthof, 2008).  Guilt prone people however have been found to be disinclined to aggression, not externalise blame and, in prospective research, guilt was found to protective of delinquent behaviour (Stuewig & McCloskey, 2005).

In summary, greater awareness of ‘moral emotions’ across anger, contempt, disgust, shame and guilt and their function in the ‘mindset’ of violent extremism, risk assessment and formulation, may offer tactical and early intervention opportunities (i.e. reducing shame/increasing guilt) attuned to an ‘actors’ emotional profile and it’s granularity (Borum, 2003, 2015 and Feldman Barret, 2017).


David Whittingham is a Director and co-founder of Evexia, a workplace psychology company.

David has worked as a Forensic Psychologist in Australia in the public and private sector, specialising in people risk, threat assessment and safety systems. He has also worked as a Chartered Forensic Psychologist in the United Kingdom in community and secure settings providing tertiary consultation liasion risk assessment and intervention services.

David is an experienced national and international presenter on organisational health and leadership, bullying and harassment, complex workplace conduct and reasonable management actions and, employment and forensic vulnerabilities with autism spectrum profiles. He has presented at several conferences on these topics including  the Australian Association of Psychiatry, Psychology and Law Congresses, Australia’s No 2 Bullying Conference, the Asia Pacific Autism Conference and, the International Conference on Care for Offenders.

David has developed and delivered training programs specific to complex stakeholder engagement for high risk roles in the resources sector, risk and wellbeing leadership in the health sector, reasonable management action processes in the legal and insurance sector and, tactical communication and negotiations in the policing and security sector.

A Tale From Down Under: Targeted Violence Mitigated with International Support

Dr Karie Gibson1, Crime Analyst Jennifer Tillman1, Detective Blake Horder2
1FBI-BAU, Quantico, USA, 2South Australia Police, Adelaide, Australia

In early November 2017 information received by South Australia Police indicated two males (18 yo and 16 yo) were planning to carry out a ‘Columbine style’ attack and subsequent suicide at the Renmark High School (HS) within a few weeks. Both were students at the school in a Flexible Learning Program. At the time of the alleged threat, Renmark HS had 524 students. Renmark is a small agricultural Riverland community of about 10,000 people situated roughly 3 hours north east of South Australia’s capital – Adelaide. Police were made aware of the threats after a student became concerned and informed their parents; subsequently, both males were taken into custody on serious charges. Searches conducted by police revealed journals and diaries in which one had written about committing a mass shooting ‘to be bigger than Columbine, Sandy Hook, Boston Marathon and the Norway Massacre combined’. Social media messages between the suspects were located on mobile phones detailing conversations about committing a school shooting. Additional conversations were found where one suspect was attempting to source firearms for the purpose of committing the shooting. In September 2018, South Australia Police requested FBI-BAU assistance in the prosecution of these two males by reviewing case materials and conducting an investigative analysis. Specifically, The FBI-BAU reviewed the evidence and demonstrated several key points from Making Prevention a Reality: Identifying, Assessing, and Managing the Threat of Targeted Attacks. Both suspects pled guilty and an act of targeted violence was prevented. This presentation will focus on how the suspects were on the pathway to commit an act of targeted violence, where they considered, planned, and prepared to resolve their grievances through violence. This was not a fantasy but rather a high concern case requiring containment and ongoing threat management.


Dr. Karie Gibson has been a Special Agent for the FBI for thirteen years and currently serves as a Supervisory Special Agent with the FBI’s Behavioral Analysis Unit-1 (BAU-1), Behavioral Threat Assessment Center (BTAC) where she is responsible for providing behaviorally based operational support and training to federal, state, local, tribal, and international law enforcement agencies.  In providing operational support for both BTAC and counterterrorism cases, Dr. Gibson completes threat assessments, threat management strategies, statement analysis, interview and interrogation strategies, prosecutorial strategies, and unknown offender profiles. Prior to becoming an agent with the FBI, Dr. Gibson was and continues to be a licensed clinical psychologist.

Detective Horder has served in the South Australia Police for 17 years.  He currently a specialist homicide Detective at the Major Crime Investigation Branch, where he has been stationed since 2013.  In his current role, Detective Horder oversees and provides statewide specialist consultation to other Criminal Investigation Branches on matters such as homicide, police involved death in custody, police shootings, coronial matters and solicit/conspiracy to murder investigations.  His current role also includes leading taskforces for complex homicide investigations, cold case homicide and significant public interest investigations.

As a Crime Analyst assigned to the FBI’s Behavioral Analysis Unit-1 (BAU-1), Behavioral Threat Assessment Center, CA Tillman works closely with Supervisory Special Agents on person of concern cases involving threat assessment and threat management strategies. She provides detailed analytical packages consisting of association charts, maps, matrices, timelines and other database search results to investigators and prosecutors alike.  Due to the impressive caliber of these products, CA Tillman has testified during grand jury proceedings, preliminary hearings and trials.

Staying vigilant: Balancing your operating framework – Predicting the threat, assessing and managing unreasonable complainants at first contact

Ms Kim Herbert1,2, Mrs Lisa Brand1,2
1Cyntropy Pty Ltd, Sydney/Brisbane, Australia, 2nandin (Deep Tech Incubator), Lucas Heights, Australia

Imagine that overnight, your workforce went from 600 to 2,500 and the number of workplaces went from three to 110. How would your response systems cope?

Whilst working at the Department of the Prime Minister and Cabinet, this was our co-presenters reality. The incidence of both external and internal workplace violence increased. The system for protecting workers was inherently unable to respond to the increased complexity, dispersed workforce and risk profile.

Led by the former National WHS Programme Director and National Compliance Manager, we will explore an innovative approach to re-balancing operational frameworks.

Points of Difference
– Eliminating and minimising risks by design. To ensure effective management of risks to workers and organisational performance, an operational framework must be adaptable, scalable and responsive to changes in the operating environment. What happens with we apply academic theory and take a problem-centric approach to re-designing response systems?
– Change your thinking; when Compliance Officers run HR. Human Resources (HR) is rarely seen as providing compliance and enforcement services. It’s perceived as generic, soft and fuzzy. What happens when risk-control practitioners take over a “people-management” function?
– Intervening sooner, better, for greater outcomes. By building risk-controls into our response systems, how far can we move on the intervention spectrum (predict, rather than react)?

– The principles of Moore’s Strategic Triangle were used to assess, rebalance and monitor the framework.
– An agile approach and user-centred design aligned service delivery (balancing compassion and compliance).
– A harms-minimisation approach (Sparrow’s Theory of Operations) introduced best-practice for compliance and assurance work.

Key results (under 12 months):
– $1m saved annually
– 30% reduction in cases
– 79% reduction in the average case duration (504 to 107 days)
– 500 employee interventions
– 20% reduction in operational compliance staff
– 2yrs person-time saved.


Founded in 2017 by Lisa Brand and Kim Herbert, Cyntropy is a 100 per cent female owned start-up and member of the award winning nandin Deep Tech Incubator.

Lisa Brand

Lisa is a transformation management specialist with over 15 years’ experience in strategic design and management of workforce capability, health, business compliance and risk. Lisa is a certified Organisational Coach, qualified trainer.

With a background in psychology, she has diverse risk-control and behavioural analysis experience in private, State and Federal government sectors, including the Australian resources sector.

Lisa is meticulous, agile and pragmatic when it comes to enabling users to self-adopt required change. She has delivered operational transformation in environments ranging from coal mining sites to senior executive boardrooms.

She specialises in resolving complex organisational factors, increasing individual and team performance and ensuring capability uplift. As the G20 Australia National Safety Manager, she designed and implemented the G20 safety management system in under 12 weeks, enabling the management of risks to a workforce of over 7,000.

Lisa is currently studying law and raising two teenage daughters – ask her which is easier!

Kim Herbert

An experienced Project Director, Kim started her career as a software engineer.  She specialises in business transformation, using data science, agile and user-centred approaches to integrate human behaviour and technology.

Kim has over 20 years’ experience working across regulation, systems engineering, compliance and project management. Kim has held senior leadership roles across multiple Federal agencies and led business compliance functions for organisations in Australia, Asia and the US.

As the National Manager of Wellbeing and Analytics at the Department of the Prime Minister and Cabinet, Kim led an agency-wide transformation programme that realised $1m in direct savings annually and improved the health of over 500 employees.

Kim loves governance, risk-control and compliance!!  She has commanded Federal inspectorates and regulated the Australian Intelligence community.

Kim is a certified Scrum Master, qualified trainer, investigator, lead auditor and lecturer at ANZSOG.  She has been a freelance professional in the Australian music industry for over 15 years and held compliance roles at national music festivals. She loves to code and ski (not at the same time) and is a volunteer therapy dog handler.


* Lisa Brand

– MPhil BPsych (Hons) Postgrad Dip (Clin Psych).

– Certified Organisational Coach

* Kim Herbert

– BSc Computing Science (First Class Honours and the University Medal)

– Certified Scrum Master

Lisa and Kim are experienced educators across the public sector. At the continued invitation of Harvard’s Professor Malcolm K. Sparrow (an international expert in regulation and risk control), both Lisa and Kim guest lecture at the executive program Managing Regulation, Enforcement and Compliance.

Let’s put it simply: Lisa debugs people, Kim debugs systems.  Together, they are the “Coach and the Coder” who transform the way people and systems interact.

The Peril of Parallel Investigations in Workplace Violence Threat Assessment: How to Identify and Mitigate Potential Problems

Dr Stephen Hart3
1Protect International Risk And Safety Services Inc, Vancouver, Canada, 2Simon Fraser University, Burnaby, Canada, 3University of Bergen, Bergen, Norway

Whenever a workplace violence threat assessment is conducted, it is possible – and even likely – that other investigations are being considered or already underway. Depending on the nature of the workplace and the incidents that triggered the threat assessment, parallel investigations may include such things as fitness for duty or return to work investigations; workplace climate, disciplinary, bullying, harassment, sexual misconduct, and human rights investigations; and even police or national security investigations. Improperly conducted workplace violence threat assessments can inadvertently impede or render invalid parallel investigations; in the worst-case scenario, they can obstruct justice by interfering with active police investigation of a criminal offence. In this presentation, Dr. Hart will discuss the parallel investigations most commonly encountered in the course of workplace violence threat assessments. He will then outline the steps organizations and threat assessment professionals can take to identify and mitigate any actual or potential adverse consequences stemming from parallel investigations. He will illustrate his major points through the use of case examples and presentation of a case study.


Dr. Stephen D. Hart obtained his PhD in psychology at the University of British Columbia. He joined the Department of Psychology at Simon Fraser University in 1990 and was also appointed a Visiting Professor in the Faculty of Psychology at the University of Bergen, Norway, in 2000. Outside academia, he is a Director and Threat Assessment Specialist at Protect International Risk and Safety Services Inc. He is the Founding Editor of the Journal of Threat Assessment and Management and a recipient of the Distinguished Achievement Award from the Association of Threat Assessment Professionals.

Assessing and Managing Institutional Violence in Singapore Prison Service: Looking Beyond the Individual

Miss  Sarah Lavinia Joseph1, Miss Priyathanaa Kalyanasundram1, Mr Wayne Ferroa1
1Singapore Prison Service, Singapore, Singapore

Abstract TBA


Priyathanaa Sundram is a psychologist who has been working in the Singapore Prison Service for five years. She received a Bachelor of Social Sciences (Psychology) (Hons) (2nd Upper) from the National University of Singapore in 2013. She mainly works with adult male sexual and violent offenders, conducting risk assessments as well as providing psychological intervention programmes.


About provides delegate registration, website and app solutions, and financial management for conferences, conventions and scientific meetings.

Contact Us

Please contact the team at with any questions regarding the conference.
© 2017 - 2018 Conference Design Pty Ltd. is a division of Conference Design Pty Ltd.