Following Manhattan shooting, employers wonder what more they can do

The recent deadly shooting at an office building in midtown Manhattan was a grim reminder for HR leaders that even in heavily secured workplaces, employees may still be vulnerable to violence.

Even though the Park Avenue building was protected by security guards and required employees to scan their badges to enter, a gunman was still able to enter with an assault rifle and kill four people on July 28. Shane Tamura, 27, who had driven from Las Vegas, shot an off-duty police officer, a security guard, and Blackstone Real Estate Income Trust’s CEO before making his way to the elevator and going up to the 33rd floor. He then shot and killed an associate with the real estate firm Rudin Management.

Security consultants told HR Brew they’re receiving calls from employers expressing concerns about avoiding a tragedy like the one that occurred at the Park Avenue building, which houses offices for companies including KPMG, Blackstone, and the National Football League (NFL). The shooter claimed to suffer from chronic traumatic encephalopathy, a brain disease caused by repeated head injuries, and targeted the NFL.

An evolving approach to workplace safety. Given the prevalence of active shooter incidents that occur in workplaces, some employers have invested in training to prepare staff to respond to violent incidents like this in recent years.

In addition to preparedness, HR teams are thinking about physical security as well. They may coordinate with teams including legal, facilities management, and environmental health and safety, according to Fred Burton, a former police officer and special agent who’s currently executive director of protective intelligence at Ontic, a security management software company.

One common approach Burton said he sees big companies take is forming a working group that meets regularly to discuss potential security threats. HR might flag a former employee, for example, who could present a potential risk for the company (likely in a case of retaliation). “It’s very important that corporate America today coordinates on incidents, and makes sure that everybody’s in the loop as to what kind of problems are persistent,” he said.

Balancing security risks with budget concerns. When making the case for these types of investments, HR leaders may have to balance security with budgetary concerns. Security can be costly, and it’s not a revenue generator. Hiring an armed former or off-duty police officer to work in an office lobby could cost upwards of $200 an hour, security executives told Business Insider.

High-profile incidents like the one that occurred on Park Avenue, though, may convince corporate leaders that such investments are worth it. The killing of the United Healthcare CEO Brian Thompson in December, which occurred just blocks from the Park Avenue office, was a “wake-up call” for corporate America, Burton said. In the aftermath of his death, many companies hired security detail for their executives.

The July 28 shooting seems likely to prompt increased interest in additional measures that could prevent an armed shooter from entering a building and accessing spaces where employees are working, as Tamura did.

John Torres, president of security and technology consulting with Guidepost Solutions, said he’d recently met with companies inquiring about gun-detection systems. Such software monitors security camera footage to alert building management and the police department when an individual walks in with a gun.

As employers’ workplace safety policies evolve, perhaps the toughest takeaway is realizing no one measure is sure to prevent tragedies from occurring. Tamura entered a building with heavy security, in a state with strict gun laws, and still took the lives of four people.

“People that want to create this type of harm will find a way to get towards the path of least resistance,” Burton said. “As security evolves, the threats evolve.”