OHS culture begins with the level of risk a management team agrees to expose its employees to. This begins with providing the most hazard-free work environment, equipment and materials possible (elimination and reduction at source)
If it is impossible to eliminate and reduce hazards at the source, roles and responsibilities must be defined (programs, procedures, OHS regulations…). This defines the desired behaviors of the organization.
Roles and responsibilities define who the desired candidates are to be suitable for the roles. These roles therefore define hiring and recruiting criteria.
Recruits must be trained on the organization’s expectations at onboarding and subsequently, continuously through on-the-job training. They must be empowered to perform their roles 100%.
The probationary period and ongoing performance reviews validate whether the candidate is the right fit to perform the expected roles and whether they have specific on-the-job coaching needs.
Information and communication are used to keep the employee in your OHS culture on a daily basis.
Roles and responsibilities must be executed 100%. Rigorous execution is therefore essential to success. This also requires accountability