SINCE THE PROCLAMATION of the Safety and Health at Work Act in 2012 many organisations are still in limbo regarding what is required by them to attain full compliance. Many organisations find it difficult to read the 141-page document that is our legislation and even if they did, the legal jargon can be confusing.
The legislation has piqued the interest of organisations to become compliant but so far that is as far as it has reached – a piqued interest. How do we move from a state of awareness to a state of compliance? What must be done by all parties to ensure that organisations build safety into organisation policies and everyday functions.
The Act provides a guidebook for employers. It offers a higher level of litigious weight than what was in place. The major struggle has been the creation of a workplace culture that is conducive to safe people, place and plant.
I have heard questions such as: how am I to change the traditions of my organisation after it has been in operation for so many years? My response to this always is, safety should have been a part of the business from its inception. The lack of safety procedures usually speaks to the type of management procedures in place.
Some major concerns with the lack of a positive national safety culture include the following: the lack of sufficient manpower within the enforcement agency (The Labour Department); the poor interpretation of major parts of the Act; and the lack of drive to adapt safety in the national occupational customs and practice.
However, once all parties involved fully understand that all the resources are generated directly or indirectly by human work, the idea that a healthy environment equals a healthy worker, equals to productivity will be succinctly understood. Once this is understood the question no longer is where do we go from here, but what must I do to go forward?
The European Agency for Occupational Safety and Health has outlined the following steps as necessary to channel the way forward for occupational safety and health in organisations.
Management leadership: Management must devise a strategy which is both strict and achievable.
Effective documentation: This ensures internal cohesion and effective communication.
Training: This enables the employees to work more safely due to their increase in knowledge
and skills.
Full participation: all members of staff should be made aware that participation is not optional.
With April being the International Labour Organisation’s (ILO) World Safety Month, the Barbados Employers’ Confederation will continue to play its part to ensure the compliance of both its members and affiliate organisations. Such compliance can be guaranteed through our provision of compliance inspections and training to name a few. As a constituent of the ILO, we pledge to ensure decent work for all, which includes safe and healthy workplaces.
The way forward based on the inspection of the current situation is to continue to communicate the importance of working safely in addition to giving the Act the teeth it needs through enforcement. Moreover, organisations need to enforce their safety policies by imbedding infringements into their disciplinary code. Remember, being safe is a journey of continuous improvements.
• Melony James is a labour management advisor and safety coordinator.
