Plural View of Worker Safety

The employee/employer relationship surrounding safety encompasses many facets. On one hand, the employee is mandated to adhere to safety policy for their protection and on the other, the employer is responsible for the continual welfare of their employees. That is great on paper, but what are the underlying factors impacting true safety policy and its adherence? For if you cannot enforce policy, then you really have no policy at all. And, employees have to “buy in” to a safety culture or it is “wet paper” holding it in place. Here are three (3) areas that need to be examined to ensure your safety policy is in good shape:

Employer Policy

Most companies have safety practices in place in order to protect their employees in the performance of their official duties. In fact, most companies have policies that impact employee safety in numerous ways. However, if honest, some of these companies have physical safety policies in place to protect themselves from liability and to adhere to local, state, and federal law. From a safety culture perspective, they want their employees safe because they care about their investment in their employees and it reduces cost. But how is that communicated? It is critical to the creation and maintenance of healthy safety culture for the employer to genuinely get the message to the employee that they care for their safety. It is also just as important to be able to enforce safety policy especially in industry verticals where job efficiency is strongly enforced. The rush to get the job done from a performance measurement perspective can have a direct impact on performing that job safely.

However, that is safety from a physical standpoint, but what about the mental aspect of your employees feeling safe while performing their job responsibilities? Instilling the trust in their employer that they really care about their well being is a critical mental aspect related to job performance and confidence. There are multiple risk factors most employees face and social risk is a key component in this mix. In today’s world, employees face risks both inside and outside their workplace. According to the US Department of Labor, in 2016 workplace violence injuries increased by 23 percent, making it the second most common cause of workplace fatalities.*  Things like active shooters or disgruntled irrational employees are now in employees minds due to recent tragic events. Employer policy related to dealing with and mitigating some of these social risks is a very important element that needs to be incorporated into every employer’s safety policy and culture.

Employee Adherence

Let’s be real…employees adhere to safety requirements mostly in part because they have to. Although they may understand and agree to follow procedure, it sometimes gets in the way (in the employee’s mind) of getting their work done, especially as mentioned above if their performance is tied to a measurement of efficiency with a time element included. They may have tools or instruments they need to perform their work, but they will use them in a manner they feel comfortable with, not necessarily what may be the most safe way to use them. Training is a key component, but the goal of continuous improvement is normally the best practice. What about when faced with a social risk? What does policy dictate? Employees want to know that their employer has their safety and care at the forefront of their mindset. When the employee truly feels that their employer has gone out of their way to protect them regardless of risk, then they are truly empowered and motivated to get their work completely both efficiently and effectively. It also assists with lowering employee turnover or attrition when the employee feels the company truly cares about their well-being. And most companies would love to have the majority of their workforce show up to work with an attitude of “wanting to work there”. Putting things in place that can accommodate that mindset can go a long way in retention and more importantly an efficient and effective workforce.

Workplace Safety Enforcement

Some companies have made strong enforcement of safety policy a priority, especially in those companies where occupational or industrial law related to safety is a mandate. It’s kind of sad we have to have laws related to worker safety but this is a combination of worker and employer issues which is a matter of conversation for another discussion. But to have a truly solid safety policy, both parties have to make it a priority, law or not. It is fairly simple to adhere to standard policy related to items like the usage of tools, equipment, etc. or posture at their desk, height of their monitors, and vehicular safety. The hardest enforcement is related to social risk. This is due to two basic factors. First, it doesn’t happen very frequently and second, it is not normally incorporated into the workplace policy. What happens if someone confronts an employee in the parking lot? What about a disgruntled customer who is becoming very agitated and is causing concern for the employee? How do we enforce policy and ensure the right thing from a consistency perspective. And even if a policy is in place and tools are used to mitigate exposure or risk, how does the employer monitor whether or not it is adhered to?

These are but a few items to create thought in your current safety culture/policy. But while policy can dictate measures to try and increase safety, a true culture of safety is the most important of measures because it defines an organization’s view on importance and can proliferate everyone’s thought process in everything they do while performing their official duties. In the end, this creates a feeling of inclusion from the employee that their employer cares and creates a safer work environment with employees who are more likely to want to work for said employer. And what company doesn’t want employees who want to work for them? Have a great day and “Think Safe”.

*Statement from OSHA Regarding Fatal Occupational Injuries in 2016, United States Department of Labor, 12/19/2017 11:35 AM EST, Trade Release from OSHA