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Safety Culture: It’s Not Just Tools but Whether They’re Used
While the concept of the self-assessment test (measuring whether organizations empower employees to build a safety culture) in Wednesday’s issue of SafetyXChange is a good one, I think it’s misstated. The organization that promotes all of these activities is creating an atmosphere for employees TO BE involved and TO HAVE a safety culture. However, this doesn’t necessarily mean they will. Just because the trappings exist doesn’t mean the safety culture does.
Our organization does all of the things listed in the self-assessment survey. But member participation is lackluster at best. It could be better but so many elements depend on others (training restrictions, budgetary cuts, IT for a website that could provide info and interactive links, etc.) that are beyond the control of our safety and risk management departments and that each have their own separate agendas.
In short, employee involvement is not a "given" even when the resources exist, any more than having the right to vote means that everyone does vote. Too many of us take this right for granted and don’t exercise it. Similarly, they don’t utilize the safety tools we put at their disposal.
Name withheld by request
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First, that is a great response, one I'm sure several folks would like to submit. Thanks! Now, let me take the bull by the horns.
We are talking about a Culture where Safety is a fundamental part of the corporate worldview. What you are describing is a 'crisis of faith'. Remember the comment in the original article that standing in a garage doesn't make you a Chevy?
Somewhere in your system (probably at the highest management level, but I don't know enough to assure that), someone is likely functioning on the idea "If I DO these things, then a safety culture will develop". My friend, that is wrong.
Management must FIRST incorporate safety as a fundamental value in their worldview: the described actions COME OUT of that worldview, rather than creating it. Then, when the actions are seen to reflect the philosophy, others (down the line) will 'buy in' to the philosophy.
For these 'secondary participants', the culture is acknowledged to exist, and they decide to include themselves in the culture. And personally, I've never seen the situation where 'lower' management and employees would not do that (obviously, with individual exceptions).
But remember that you're asking people to change a fundamental part of their thinking/acting: it is a slow process, and they usually need assistance and support in making the change.
Try this: someone in your organization (maybe several) have a good personal relationship with the folks that haven't 'bought in'. Informally interview them, and ask why. If the relationship is solid, they'll tell you. And I'll bet the answer is basically "I don't believe them". They don't yet trust this expression of culture.
My job in building a safety culture is to teach and to persuade, then to support. I have to tell them, then show them, then help them. But believe me, once they trust Management's commitment, they'll run you down to jump onboard.