Safety Culture

Safety Culture is commonly used term, but can be difficult to define.  However, we can recognise an optimal safety culture when we experience it.  An organisation would certainly consider it had a good safety culture if the following conditions were in place: 

Employees:

• Follow OHS rules and procedures because they believe it is in their best interests to do so, and it is the only way to do their job;

• Actively participate in the safety programme;

• Fix hazards themselves, and report hazards they can’t fix;

• Assist other employees to work safely, by lending a hand, looking out for inexperienced employees, and watching out for the safety of others.

 Supervisors:

• Integrate OHS rules and procedures into training and supervision;

• Ensure that OHS rules and procedures are implemented and pursued with the same level of vigour as productivity and quality objectives.

 Managers:

• Lead OHS activity within their department or branch;

• Prompt staff managers and Head Office personnel to provide assistance and resources to reach their OHS goals;

• Maintain continuous improvement within their department or branch without Head Office prompting.

Directors and Senior Management:

• Provide the necessary resources to enable managers to maintain continuous improvement in OHS including

• Financial resources;

• OHS expertise;

• Training;

• An OHS Management system;

• Recognise and reward OHS achievement at least as well as achievement in other areas of the business. 

Achieving an Optimum OHS Culture

These elements are in place, wholly or in part, in most organisations.   

How can an organisation foster an optimum safety culture, assuming that the directors and senior management are already committed to achieving this aim?

OH&S Attitude Surveys - Employees

A safety attitude survey can be used to determine employee’s attitudes and perceptions regarding Occupational Health and Safety and management, supervision, training, their fellow employees, and themselves. 

 

These surveys are conducted using a structured interview with selected groups.  The interviews take approximately one hour, and the answers will be recorded as they are given, without comment, and the results then be analysed.

 

The surveys provide very useful information in determining strategies to improve employee participation in the OH&S programme; and provide a useful baseline for determining progress if the surveys are conducted again after twelve months. 

OH&S Attitude Surveys – Supervisors

A “pen & paper” safety attitude survey can be conducted amongst all supervisors.  The purpose of the survey will be to determine respondents’ attitudes and perceptions regarding Occupational Health and Safety. 

 

Management are then provided with an analysis of the results for the group and a comparison by location.

 Employee Competitions

Employee OHS competitions, geared to rewarding participation in the OHS programme, and demonstrating OHS knowledge, provide an excellent way of lifting the profile of the OHS programme amongst the workforce. 

Special Emphasis Programmes 

The concept behind special emphasis programmes draws upon the marketing concept of media saturation.   Using a range of media for a short period of time makes maximum impact by reinforcing the message through repetition. 

A simple “message” or single issue is selected.  This could be a very simple idea such as get help when manual handling, or a single issue such as housekeeping.   This message is then promoted with a high degree of intensity, but for a limited period of time.   

We can assist you in identifying the message and the medium to establish cost effective special emphasis programmes that make direct impact on employee OHS awareness and, more importantly, reduce targeted safety exposures.  

Identifying Safe Behaviours

Most employees are able to perform their tasks without injuring themselves.  They do so because they have their own ways of working safely.  These can be identified and distilled into a simple set of rules.  The power of these rules is that they come from the employees themselves and are recognised as such by the employees. 

We can conduct structured interviews and assess the results to develop an effective list of safe behaviours that will have the active support of your workforce. 

Toolbox Topix

Chris Jones Risk Management can develop organisation specific support material so that your supervisors can maximise the effectiveness of their toolbox meetings. 

Support materials give supervisors the confidence they need to hold the meetings effectively.

 

 

 

Employees: 

"Follow OHS rules and procedures because they believe it is in their best interests to do so, and it is the only way to do their job;"

Supervisors:

"Ensure that OHS rules and procedures are implemented and pursued with the same level of vigour as productivity and quality objectives."

Managers:

"Lead OHS activity within their department or branch"

Directors & Senior Management:

"Recognise and reward OHS achievement at least as well as achievement in other areas of the business." 

Services to improve your organisation's safety culture:

• Employee OHS attitude surveys

• Supervisor OHS attitude surveys

• Competitions

• Special emphasis programmes

• "Safe Behaviour" programme

• Toolbox Topix

• Management Training