BS :- Safety Culture & Characteristics of a Safety Culture

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Chapter : Behavioral Safety

Safety Culture & Characteristics of a Safety Culture

Safety culture is a people based safety process. The safety culture of an organization is the product of individual and group values, attitudes perceptions, competencies and patterns of behavior that determine the commitment to, and the style and proficiency of an organizations health and safety management.

The organization's culture provides the framework for introducing safety education and safe practices. Organizational culture is not something that you can photograph or download from the Internet.

However, you can see traces of it, and you can feel it when you enter some workplaces. Here are some clues that you can use to identify your organization's "culture".

Safety Culture Assessment:

There are a few key ingredients to creating a successful safety culture within an organization. Commitments on a management level, employee level and personal level are all key elements of an effective safety culture.

Management Support for Safety 

Managers need to be seen to demonstrate their commitment through their actions and lead by example and when it comes to health and safety. Without an active commitment from management to achieve a safety culture, there will usually be lower levels of motivation or concern for health and safety throughout the organization. Management commitment can be indicated by the resources (time, people, money) and support allocated to health and safety management. If management is not sincerely committed to safety, employees will generally assume they are expected to put business interests first, and safety programs will be undermined.

Employee Support for Safety

Active employee participation and good communication between employees at all levels is key to developing a safety culture. In a positive safety culture, questions about health and safety should be part of everyday work conversations. This can include observations, feedback, open communication and accountability. It is important to build ownership and use the expertise and unique knowledge each employee has. In companies with a strong safety culture, you will find that both management and employees feel that their safety program and achievements are the result of a joint effort.

Personal Responsibility for Safety 

It is vital that every individual, regardless of their position or job, has a personal commitment and responsibility for the safety of themselves and others. Safety is a value that needs to be held by everyone. Ask yourself:

• What is my attitude towards safety?
• What is my company's safety culture?
• What prevents employees, supervisors, managers and company owners from achieving total safety in the workplace?
• How can I improve our safety culture today?

Language/customs/rituals

Every organization has its own "language" Â \ terms that are part of what goes on within the nonprofit. These words and ideas also signify the way people are expected to behave in your workplace and with clients. "Customs" can be described as the routines for giving and obtaining service, and "rituals" describe the events that take place on a regular basis, such as an annual volunteer recognition event, a fundraiser or a board retreat. Is "safety" part of the language of your nonprofit? Or is safety considered something that is just the cleaning crew's, building engineer's or safety coordinator's job?

Being part of a team A \ group norms
Group norms describe the ways in which people are expected to work together in groups? What behaviors are OK, what is not OK, and what is completely taboo. Behavioral expectations are some of the key aspects of organizational culture. What types of behavior is expected in the realm of safety?

Values and beliefs
An organization's mission reflects the nonprofit's core values and beliefs. Treatment of clients, community outreach and the stewardship of resources all reflect these values and beliefs. Is safety part of your nonprofit's value structure? Are people rewarded in a tangible, visible way for promoting safety and working safely?

Rules of the game

These are the rules that are not written down, but must be understood if a person is to get along in the organization. These "rules" also indicate what is considered of value within the organization. Are good safety practices among the unwritten rules of your nonprofit?

Climate

"Climate" describes the feeling that is conveyed by the physical layout and the way in which members of the organization interact with each other, clients, donors and members of the public. How does the physical layout of your nonprofit make a statement about your commitment to safety? Are safety concerns evident in the interaction among employees and volunteers and in staff interaction with clients, donors and members of the public?

The Way Things Are Done  \ Patterns of Problem Solving

The ways people are "shown the ropes" of the organization including how problems are identified and solved within the organization illustrate patterns of problem solving. How are newcomers told about the nonprofit's commitment to safety? Are new employees briefed on safety procedures? Do they know that there are consequences for ignoring safety practices or engaging in unsafe behavior? Are the consequences enforced?

Safety culture is not enforceable, but an effective health and safety management program is. Improving workplace safety procedures, programs and systems can positively impact a company’s safety performance and safety culture. It is important to ensure safety manuals, on site documentation are always readily available to employees. Audits, inspections, policies, procedures, training, safety committees and incident reporting can be used to improve these tools and enhance your safety culture.

Characteristics of a Safety Culture

Introducing change within an organization can be challenging. Effective and lasting change generally comes about when the board and senior management not only commit to adopting safety as a top priority, but at the same time provides compelling evidence that change must be made now. Evidence is usually provided as the amount of money accidents are costing the nonprofit or as a threat of program reductions. 

Change comes about more quickly when the reward structure is changed to compensate those managers, departments, employees and volunteers whose behavior contributes to safety goals. Similarly, immediate and meaningful consequences need to be applied when careless behavior or negligence causes an accident or injury. 

Just as every organization has its own unique " culture," there is no specific set of standards for a safety culture. However, there are some observable characteristics that identify a safety culture.

Employees and volunteers observe and correct hazards

In a safety culture, employees and volunteers are able to observe and correct hazards. Once a hazard is identified, the correction is made and reported. This level of documentation facilitates an ongoing safety program within the nonprofit.

Correct personal protective equipment is worn

In a safety culture, employees and volunteers always "dress for success" by using the appropriate protective gear and equipment. Employees and volunteers know how to use the appropriate equipment to do the task, and how to keep tools and machinery well maintained.

The safety committee is respected

In a safety culture, there is an active safety committee. The committee meetings are scheduled on a regular basis and well-attended. The overall agenda of the committee is clear with goals and performance expectations presented on at least an annual basis. The committee offers regular training in basic safety methods, and also specialized in-service training to deal with safety issues specific to the nonprofit.

There is buy-in from bottom to top

In a safety culture, the process has been worked within organization over time. Because individual motivations are different, the process of infusing a safety culture needs to address an array of motivations. Management will want to see the safety culture reduce the cost of insurance, and employees and volunteers will want to feel safer and less prone to injuries. Employees and volunteers will want to feel valued for their contributions in terms of identifying and correcting hazards. In determining if you have a safety culture, it is important to have staff at various levels measure activities versus performance.

Checklist

Answer "Yes" or "No."
"Safety" is part of the language of the nonprofit.
Safety is part of your nonprofit's value structure.
Safety is considered something that is the cleaning crew's, building engineer's or safety coordinator's and everyone else's job.
People are rewarded in a tangible, visible way for promoting safety.
Safe practices are part of the unwritten rules of your nonprofit.
Safety concerns are evident in the interaction among staff and volunteers and in their interaction with clients, donors and members of the public.
New employees are briefed on safety procedures.
New employees know that there are consequences for ignoring safety practices or engaging in unsafe behavior.
Consequences for ignoring safety practices or engaging in unsafe behavior are enforced.