the future and safety : no easy road asse symposium energize your safety management program frank...
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THE FUTURE AND SAFETY:NO EASY ROAD
ASSE SymposiumEnergize Your Safety Management Program
Frank WhitePresident
ORCHSE Strategies, LLC
Denver, ColoradoOctober 23-24, 2014
©Copyright ORCHSE Strategies, LLCOctober 23, 2014 2
• Introduction: Extraordinary Global Challenges• The Global Landscape of Workplace Injury and Illness• The Workforce of the Future• The Jobs of the Future• The Work Relationships of the Future• Stressed Out At Work?• Six Future Focus Issues From the EU• The Professional Resources of the Future• Future U.S. Safety and Health Policy: Leader or
Laggard?• The Tools of the Future• Systems Questions For Your Consideration
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INTRODUCTION:EXTRAORDINARY
GLOBAL CHALLENGES
Sustainable Development and Climate Change
Clean Water
Population Growth and ResourcesGlobal Convergence of IT
Threat of New and Reemerging Diseases
Changing Status of WomenGrowing Energy Demands
Ethical Market Economies
Peace and ConflictRich-Poor Gap
www.milleniumproject.org
Challenges in a “VUCA World”• Volatility
– The challenge is unexpected or unstable and may be of unknown duration
• Uncertainty– Unpredictability of issues and events with
info about past and present less useful• Complexity
– Multiple, interconnected parts and variables, difficult to sort• Ambiguity
– Lack of precedents; causal relationships unclear• For military, business and other leaders, the doctrine underscores
the importance of strategic decision-making, readiness planning, risk management, and situational problem-solving.
Courtesy of John Howard; Forbes 10/8/13
October 23, 2014 ©Copyright ORCHSE Strategies, LLC 4
The Ebola Crisis• Current outbreak in west Africa (first cases notified in
March 2014) is the largest and most complex Ebola outbreak since the Ebola virus was first discovered in 1976.
• There have been more cases (8399) and deaths (4033) in this outbreak than all others combined (as of 10/12).
• Starting in Guinea then spreading across land borders to Sierra Leone and Liberia, by air to Nigeria, and by land to Senegal.
• Now 2 in the U.S, with a strong likelihood of future cases in U.K., France, Spain, Belgium, etc.
WHO; CDC October 2014
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Ebola’s Unprecedented Rise• If conditions continue without scale-up of interventions,
cases will continue to double approximately every 20 days, and the number of cases in West Africa will rapidly reach extraordinary levels (potentially 1.4 million by end of January)
• “For the medium term, at least, we must face the possibility that [Ebola] will become endemic among the human population of West Africa, a prospect that has never previously been contemplated”
MMWR; New England Journal of Medicine - September 2014©Copyright ORCHSE Strategies, LLCOctober 23,
2014 7
Global Worker Deaths and Diseases• World Safety Congress, August 26, 2014:
– “Work claims more victims around the globe than does war: an estimated 2.3 million workers die every year from occupational accidents and diseases,” said ILO Director- General Guy Ryder
– 350,000 are fatal incidents and close to 2 million are work-related diseases.
– In addition, a conservative estimate of 300 million serious (4 days away from work) work-related injuries a year
– “Ebola and the tragedies it is causing are in the daily headlines – which is right. But work-related deaths are not. So, the task ahead is to establish a permanent culture of consciousness”
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An Elusive Challenge• For 40 years, many of us in the US have asked ourselves:
– “Why doesn’t the toll of workplace injuries, illnesses and fatalities in the U.S. and many countries abroad resonate with the general public and spur action in the same way that other public health and environmental issues do?”
• Many socio-cultural, economic and political reasons too lengthy and complex to discuss today• But, despite the considerable barriers, the safety and
health professions should not shrink from taking up the ILO Director-General’s challenge to find ways to establish that permanent culture of public consciousness about workplace injury and illness around the globe
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THE GLOBAL LANDSCAPE OF WORKPLACE INJURY
AND ILLNESS
Global Estimates of Fatal Incidents
Region Fatal Incidents
High Income Nations (US, Can, Western EU, Aust, NZ, Japan, S Korea)
11 396
Africa 59 301 Americas 18 433 Eastern Mediterranean 19 229 Eastern Europe 14 609 Southeast Asia 114 732 Western Pacific 115 069 TOTAL 352 769
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ILO – 2013; WHO Regions; World Bank Income Categories
Major Global Fatal IncidentsSome major factory fires and explosions, 2011–2013
Date Location Industry Incident type Number of deaths
13 Apr. 2013 Texas, USA Fertilizers Explosion 15 (160 injured)
24 Nov. 2012 Dhaka, Bangladesh
Garment making Fire 112
11 Sep. 2012 Karachi, Pakistan
Garment making Fire 289
11 Sep. 2012 Yegoryevsk, Russia
Garment making Fire 14
11 Sep. 2012 Lahore, Pakistan Shoe making Fire 25
5 Sep. 2012 Sivakasi, India Firework Explosion 37(60 injured)
25 Aug. 2012 Paraguana, Venezuela Refinery Explosion 48 (151
injured)
6 May 2012 Rayong, Thailand
Synthetic rubber Explosion 12 (100
injured)
20 Nov. 2011 Shandong, China Chemicals Explosion 14
17 Oct. 2011 Raidighi, India Firework Fire 42(11 injured)
ILO – 2014©Copyright ORCHSE Strategies, LLCOctober 23,
2014 12
A Modern Tragedy
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Rana Plaza – Greater Dhaka, Bangladesh – April 20131129 Deaths; 2500 Injured
Efforts at Reform• 3 separate initiatives
– The Accord, which involves more than 150 largely European brands;
– The Alliance, set up by US brands; and – A joint effort by the UN and the Bangladesh government
• All three are meant to bring all the Bangladesh factories into a system of auditing and inspection to enforce agreed standards.
• Many brands have refused to become involved and the initiatives collectively have many flaws.
• Nonetheless, international trade unionists say, taken together the package represents "an unprecedented chance to put all this right.”
NYT April 2014; The Guardian April 2014; ILO August 2014
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Death in the Mines – An Ongoing Struggle • China leads the world in coal-mining fatalities.
– The government said 1,049 people were killed or missing in coal-mining accidents in 2013
– In comparison, 52 people were killed over the last decade in U.S. coal-mining disasters
– Accidents at China's coal mines have caused more than 33,000 deaths in the last decade, according to data from the State Administration of Coal Mine Safety
• Yet, heightened official attention to safety regulations and efforts to consolidate smaller coal mines under state-owned operations have cut the death toll each year since 2000
WSJ 4/18/14; NYT 9/3/12
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Global Estimates of Fatal Occupational DiseaseHigh Income
AfricaAmericas
Eastern Med
EasternEurope
SE Asia Western Pac
WORLD
Communicable Diseases
11 031
85 740
6 972
19 964
4 542
85 743
16 525
230 517
Non- communicable Diseases
376 451
100 809
85 729
104 777
205 674
408 731
466 574
1 748 745
Malignant neoplasms
211 890
30 078
43 931
24 734
56 527
94 834
204 215
666 210
Neuropsy-chiatric conditions
22 565
3 533 2 945 2 496 1 009 6 505 3 933 42 986
Circulatory diseases
110 399
54 188
46 232
46 563
139 181
223 872
207 025
827 460
Respiratory diseases
24 964
7 128 7 649 9 444 5 364 68 419
46 688
169 657
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Often-Hidden Toll of Disease• Even though fatal diseases are estimated to account
for about 85 per cent of all work-related fatalities, more than half of all countries do not provide official statistics for occupational diseases.
• In terms of concerted government and stakeholder action, occupational disease remains largely invisible compared to fatal incidents.
• Woeful lack of credible data makes occupational diseases present a particular challenge
• Even in the U.S., there is much doubt about the validity of the estimates of work-related disease
• Public ignorance, low prioritization and the under-reporting beget a “cycle of neglect”
ILO 2013 ©Copyright ORCHSE Strategies, LLCOctober 23,
2014 17
Growth in the Working-Age Population
Deloitte Research/UN Population Division (http://esa.un.org/unpp/)
Mexico Brazil India China South Australia Canada US Netherlands Spain France UK Russia Italy Japan GermanyKorea
1970-2010
2010-2050
October 23, 2014 ©Copyright ORCHSE Strategies, LLC 19
Job Growth Patterns by Age
Age of Workers
Percent Growth in U.S. Workforce by Age: 2000-2020
U.S. Census Bureau
1. Few younger workers entering 2. Declining number of
mid-career workers
3. Rapid growth of over-55 workers
October 23, 2014 ©Copyright ORCHSE Strategies, LLC 20
All Hail the “Chronologically Gifted”John Howard
• By 2020, workers age 55+ will account for 25% of the U.S. labor force– Up from just 13% in 2000
• Number of workers 55+ is projected to grow 5.5 times the rate of growth in the overall labor force
• BLS projects that by 2020: – 28% of women age 65-74 will be working, up from 15% in
2000, and – 35% of men age 65-74 will be working, up from 25% in 2000.
Stanford Center on Longevity – July 2013©Copyright ORCHSE Strategies, LLCOctober 23,
2014 21
Sectors With Oldest and Youngest Workers
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U.S. Bureau of Labor Statistics, Current Population Survey 2012
Aging Workforce: Bad News/Good News
• Possible Limitations– Cognitive Limitations– Chronic Medical Conditions– Diminishing Physical Capacity
• Compensating Factors– Even Attitude– Experience and Judgment– Flexibility– Interest in Learning
NIOSH
Hispanic Population Growth• The US civilian population of Hispanics:
– 23.9 million in 2000– 46 million in 2020
• The Hispanic share of the total civilian population will have increased from:– 11.3 percent in 2000 to – 17.5 percent in 2020 to– 30 percent in 2050
• In 2013, 49.7% of the more than 22 million employed Hispanics were immigrants, down sharply from the pre-recession peak of 56.1% in 2007
BLS; Pew Research – 2014; BLS Monthly Labor Review January 2012
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Where US Jobs Will Be
• The health care and social assistance sector will account for almost one-third of the projected job growth from 2012 to 2022.
• Employment in the construction sector is expected to see a large increase, while still not reaching prerecession levels.
• Manufacturing is projected to experience a slight decline in employment over the projection period.
BLS, Monthly Labor Review December 2013
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Future Job Growth Occupations• Occupations with the highest projected numeric change in
employment – 2012-22 (BLS 1/9/14)• Personal care aides 580,800• Registered nurses 526,800• Retail salespersons 434,700 • Home health aides 424,200• Combined food preparation and serving workers,
including fast food 421,900• Nursing assistants 312,200• Secretaries and administrative assistants,
except legal, medical, and executive 307,800• Customer service representatives 298,700• Janitors and cleaners, except maids
and housekeeping cleaners 280,000• Construction laborers 259,800
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Job Replacement Needs• Between 2010-2020, an anticipated 33.7 million job
replacement needs – 77% in the following sectors:
• Production Occupations projected to replace 1.7 million jobs*Service includes healthcare support occupations, protective service workers,
food preparation and related occupations, cleaning and maintenance occupations, and personal care occupations. BLS
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SECTOR PROJECTED JOBSService* 7.7 million
Office and Admin Support 4.9 million
Sales and Related 4.6 million
Education, Legal, Community Service, Arts, Media
3.4 million
Management, Business, Financial 3.2 million
Transportation & Material Moving 2.3 million
Growth of Contingent/Temporary/Contract Jobs
• The use of “contingent workers”, as defined by BLS, by US employers has soared over the past two decades – In 1990, there were about 1.1 million such workers; – As of August 2012, the number was 2.54 million, down
slightly from pre-recession levels, but climbing.– That’s roughly 2% of the U.S. workforce; but could be up to
4%, according to BLS• BLS defines contingent employees as "those who do not have an
implicit or explicit contract for ongoing employment.”
BLS
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Definitional Uncertainties• BLS defines 4 other categories of “alternative work
arrangements,” including:– 10.3 million independent contractors (7.4% of total employment)– 2.5 million on-call workers (1.8 %) – 1.2 million temporary help agency workers (0.9%)– 800,000 workers provided by contract firms (0.6%)
• Estimates of the total number of US “contingent workers” range widely, depending on how they are defined.
• Recent data suggest that roughly 20-30 percent, and perhaps up to 40 percent, of American workers are in “freelance, temporary, contract, part-time, or other non-standard” jobs.
BLS – 2005; WSJ; CBS Moneywatch©Copyright ORCHSE Strategies, LLCOctober 23,
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A Global Perspective• The Manpower Group’s Contingent Workforce Index (CWI)
measures the relative ease of sourcing, hiring and retaining a contingent workforce in competing labor markets around the world
• The CWI compiles over 50 key data points around the availability, cost, regulation and productivity of each country’s contingent workforce
• Hong Kong is the highest ranked for contingent workforce engagement, followed closely by the United States and China
• The United States stands out for having a substantially large contingent workforce, at more than 9 million workers, minimal regulatory impact, and high productivity.
Manpower Group - 2014
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A Fundamental Shift?• "What's changed in the last 20 years is that there's been:
– an unraveling of job security in the labor market, – a diminishment of benefit packages and – a deterioration of stable, reliable wages and promotion
pathways," said Katherine Stone, a law professor and labor specialist at UCLA
• "There's been a really fundamental shift in the nature of employment -- it's a sea change”
• “Whether you're talking about the expanded use of short-term employees, temporary workers, project workers, contractors or on-call workers, the use of workers who don't have regular jobs has increased a lot”
CBS MONEYWATCH, March 7, 2013
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A Strategic Business Fit• Over the last decade, companies have changed how they
tap into the “extended workforce” • Initially, a tactical response to an immediate need• But then they began making this workforce a key
component of corporate strategy• This shift has enabled organizations to achieve two of the
most sought-after competitive capabilities:– Agility in the face of a highly turbulent business environment, and – Access to high-performing, highly skilled talent
Accenture Institute for High Performance 2013
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Specialization and Mobility• Increased specialization in the workplace and heavy
reliance on project work in knowledge-based organizations mean that:– Highly-educated specialists and professionals are serving as
contingent workers – E.g., engineer, information technologist, healthcare worker and
accounting professional• Almost a third of contingent workers are in managerial
and supervisory roles• The new extended workforce is also increasingly mobile,
global and borderless, thanks to technology advancements
Accenture Institute for High Performance 2013; Randstad Workforce360 Study, 2012©Copyright ORCHSE Strategies, LLCOctober 23,
2014 37
A New Business Model• The new forms of work organization that have emerged in the shift
from an industrial mass production to a knowledge-intensive/service-based society include:– Move away from the single enterprise with full-time employees
and a recognizable, enduring hierarchy – An increase in decentralization in organizations with a low
‘human factor orientation’ such as in lean production– An increase in network-based organizations - companies have
retreated to their core competencies and outsourced other functions and formed chains of suppliers and subcontractors
– Companies will increasingly be comprised of formal employees and an ever-shifting global network of contractors, temporary staff, business partners, outsourcing providers
Vulnerable Workers – Health, Safety and Well-being, Sargeant, Giovannone, 2011; EU Agency for Safety and Health at Work 2002; The Rise of the Extended Workforce, Accenture, 2013
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Contingent Work – Safety Vulnerabilities• Studies reveal 3 sets of factors appearing to link
“precarious employment” with increased safety risks:– First, economic and reward systems result in greater economic
pressure in terms of competition for jobs as well as pressure to retain a job; more likely to ignore and less likely to report risks
– Secondly, workers are liable to be less experienced and performing unfamiliar tasks; similarly, they are likely to be less familiar with OSH rules
– Thirdly, there is an increased likelihood of regulatory failure - OSH regulatory regimes are designed to address full-time and secure workers in large workplaces; enforcement processes encounter hurdles such as identifying those with legal responsibility in multiemployer worksites.
Quinlan, M., Mayhew, C. and Bohle, P. (2000); Quinlan and Bohle (2004)©Copyright ORCHSE Strategies, LLCOctober 23,
2014 39
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STRESSED OUT AT WORK?NEED A VACATION?
FUGETABOUTIT!
The American Way• Richard Branson, CEO of Branson's Virgin Group, just announced
that employees can take unlimited vacation if they work at one of the main offices – "Treat people as human beings, give them that flexibility and I
don't think they'll abuse it. And they'll get the job done," Branson told CNN
– "The amount of holidays people are given in the States is dreadful. How can you find time to get to know your children if you're working with very very little holiday time?”
• The sum of the average paid vacation and paid holidays provided to workers in the US private sector ― 16 in total ― would not meet even the minimum required by law in 19 other rich countries• On average, U.S. employees with paid time off left 3.2 days of
unused time on the table in 2013 Center for Economic and Policy Research 2013; US Travel Association; Oxford Economics
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Work Stress High and On the Rise• The 2013 annual Work Stress Survey, conducted by Harris
Interactive on behalf of Everest College, polled 1,019 employed Americans.
• The results showed a marked increase in stress from the 2012 survey, which found that 73 percent of Americans were stressed at work. In 2013, that number jumped to 83 percent.
• Poor compensation and an unreasonable workload were tied as the No. 1 stressors, with 14 percent of workers reporting low paychecks as their main source of work-related stress. 14 percent also ranked a heavy workload as the top stressor -- up from 9 percent last year.
• In terms of age, the Baby Boomer generation and older Americans were the least likely to be affected by work stress, with 38 percent of American workers age 65 or older reporting that nothing about their job stresses them out
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Increased Risks• Work stress has been identified as a risk factor for hypertension,
diabetes, upper extremity musculoskeletal back problems, and cardiovascular disease
• High demands and low decision control have predicted heart disease in white collar workers (Kuper & Marmot, 2003)
• Job strain has been shown to increase blood pressure in men of low socioeconomic status (Landsbergis, Schnall, Pickering, Warren, & Schwartz, 2003)
• Exposure to cumulative job strain in white collar workers revealed modest increases in systolic blood pressure (Guimont, 2006)
• Fatigue and sleep deprivation are correlated to mandatory and voluntary overtime and are also associated with work-related accidents in blue collar workers (Cochrane, 2001; Barger et al., 2005)
American Psychological Ass’n
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The Top Workforce Risk
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A 2013/2014 Towers Watson Staying@Work Survey was completed by 892 employers in North America, Latin America, Europe and Asia:
The EU Takes Action• 2014 EU Campaign:
– Healthy Workplaces Manage Stress: Managing Stress and Psychosocial Risks at Work
– Over half of European workers report that stress is common in their workplace.
– Stress is thought to contribute to about half of all lost working days, along with other psychosocial risks.
– Around 4 in 10 workers think that stress is not handled well in their workplace.
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Total Worker HealthTM
Comprehensive organizational strategy that:
Integrates occupational health protection with wellness promotion
To advance worker well-being in life and work.
Total Worker Health• Today, emerging evidence recognizes that both work-related
factors and health factors beyond the workplace jointly contribute to many safety and health problems that confront today’s workers and their families. – Health protection programs have focused squarely on work,
reducing worker exposures to risk factors arising in the work environment itself.
– And most workplace health promotion programs have focused exclusively on lifestyle factors off-the-job that place workers at risk.
– A growing body of science supports the effectiveness of combining these efforts through workplace interventions that integrate health protection and health promotion programs
CDC; NIOSH
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EU Study Identifies Key OSH Focus Areas• New EU scoping study on “new and emerging OSH risks and
challenges” identifies 6 key areas of focus:1) Impact of financial crisis on the nature of work and OSH
• Changes in the nature of work and structure within existing firms,
2) Potential impact of information technology on work and OSH • how technology enables organizations to structure themselves and to organize
work
3) Impact of globalization on work and OSH • Work pressures are greater than they were 10-15 years ago due to organizations
adopting strategies to achieve better, faster, cheaper and more efficient production
European Agency for Safety and Health at Work, Risk Observatory - 9/11/14
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2014 49
EU Scoping Study (con’d)4) Impact of changing locations of work on OSH
• Rise of telework and remote working, where public spaces, homes, and temporary office environments are used as work environments
5) Trends in Human Resource practices affecting how workers are managed affecting worker well-being
• Trend towards developing leaner, flatter management structures affecting the organization of work and the design of jobs, giving individual workers greater autonomy and responsibility, but also added work pressures
• Rise in non-standard employment contracts, outsourced or subcontracted services, and home/remote working arrangements
6) Service sector growth • OSH impacts on low-skilled, low-waged occupations made up of workers who
deliver operational and process transactional aspects of such services
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2014 50
Health and Safety Specialist Job Outlook• Employment of occupational health and safety specialists is projected
to grow 7 percent from 2012 to 2022, slower than the average for all occupations (11 percent) and than for “Other healthcare practitioners and technical occupations” (13 percent)
• “Despite slower than average employment growth, job opportunities for individuals with advanced degrees are expected to be good. Candidates with certification may enjoy more job opportunities. In addition, a large number of currently practicing occupational health and safety specialists are expected to retire over the coming decade, creating opportunities for new specialists.” BLS – January, 2014
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Employment 2012 Projected 2022 Change
Percent Numeric
62,900 67,100 7 4,200
A Closer Look at Prospects• 2012 BLS safety and health specialist job projections
in 2022 by industry
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Industry Sector Percent of Occupation 2012
Projected Percent Change 2022
Construction 5.6 30
Manufacturing 16.6 - 6.4
Wholesale Trade 1.5 10
Retail Trade .2 9.3
Transportation, Warehousing 3.7 3.7
Educational (State, Local, Private) 5.1 11.8
Health Care, Social Assistance 5.5 21.5
Government 32 -2.7
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FUTURE U.S. SAFETY AND HEALTH POLICY:
LEADER OR LAGGARD?
The US Congress
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Tom Harkin – Retiring 2014
George Miller – Retiring 2014
For 30+ years, fierce crusaders for workers and worker safety
Where are the future congressional safety leaders?
Lions of the Senate and
House
Ted Kennedy, Robert Byrd, Jim Jeffords, Lynn Woolsey, Mike Enzi
The Essential Safety Advocate
• Organized Labor – The one relentless, effective “stakeholder”-champion for worker safety and health in Congress, OSHA, NIOSH, the States over the last 50 years – Seminario, Frumin, Wright, Mirer, Nowell, Borwegan and
their predecessors
• In the face of waning membership and resources, can the next generation of labor leaders sustain their historical level of influence?
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Alt Labor:The Non-Union Workers Movement
• With unions in decline, new kinds of worker collectives springing up to fight for better pay and conditions
• Growth of community-based worker organizing projects, particularly in immigrant communities:– 1992—5 – 2003—137 – 2012—214
John HowardOctober 23, 2014 ©Copyright ORCHSE Strategies, LLC 57
OSHA’s Prospects• OSHA – Can the agency any longer able to translate
Bold Ideas and Innovative Approaches into regulatory, enforcement or other action?– 14 Carcinogens, Lead, Cotton Dust, Hearing Conservation,
Hazard Communication, Voluntary Protection Program, Egregious Penalty Policy, Process Safety Management
– Even the bold failures had an impact – Cancer Policy, PELs, Ergonomics, Cooperative Compliance Program (Maine 200)
• Or does the political environment of increasing partisanship and stalemate forebode a future where guidelines, advisories and limited enforcement initiatives constitute the best policy outcomes OSHA can muster?
©Copyright ORCHSE Strategies, LLCOctober 23, 2014 58
OSHA’s Prospects (con’d)• Not just that the regulatory process is broken; we are
(and have been for a decade) living in a post-regulatory political environment; no signs of change
• True in much of EU as well• OSHA can still be effective – strategic, targeted non-
regulatory initiatives can have an impact– More risk-based targeting– Updated Safety and Health Program Guidelines– Re-institute a (legal) Cooperative Compliance Program
based on management system incentives– A multi-pronged OEL initiative
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“Doing OSHA”• So what? Does OSHA really matter? Aren’t we as safety professional
at the point where we should be “doing safety” instead of “doing OSHA” anyway?
• Ignores or disregards the positive impact of public policy actions on worker safety by the agencies charged with contributing to the prevention of injuries and illnesses
• My almost unfailing observation over 35+ years of working with and in industry is that a major factor in corporate leadership’s attention to, decision-making about, and allocation of sources to, safety (especially in challenging economic times) is often the perceived vigor with which the federal and state regulators are taking action to address serious safety and health issues
• True with enterprises of all sizes• WE ALL HAVE A STAKE IN AN PROACTIVE, EFFECTIVE OSHA
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Do We Have the Tools?• The historical underpinnings
– Heinrich and the Hierarchy – batting .500 or .333?• The importance of the Hierarchy of Controls is, if
anything, becoming more firmly rooted• Heinrich is, of course, 2-pronged: 2/10/88 and 1/29/300
– The former, with its causation focus on “unsafe acts of persons” is being widely deconstructed, denigrated and debunked
– The Pyramid, with its undifferentiated focus on all unsafe acts/near-misses, is today being refined to focus more squarely on the risks that represent “precursers” for potentially serious/fatal incidents
©Copyright ORCHSE Strategies, LLCOctober 23, 2014 62
PROMISING NEWER APPROACHES TO MANAGING RISK/SAFETY
• If Plan-Do-Check-Act Management Systems have become the underpinning for managing safety, several interrelated supplementary or complementary approaches will help refine and improve performance:– James Reason’s “swiss cheese” model – multiple defensive
layers to reduce the likelihood of an incident– Applying “Just Culture” principles to safety management and
incident reviews – Sydney Dekker– Applying Human and Organizational Performance techniques
and “learning teams” in risk reduction efforts – Todd Conklin– Emulating characteristics of High Reliability Organizations –
Earl Carnes, Karl Weick, Kathleen Sutcliffe©Copyright ORCHSE Strategies, LLCOctober 23,
2014 63
©Copyright ORCHSE Strategies, LLCOctober 23, 2014 64
FOR YOUR CONSIDERATION:
WILL OUR OHS MANAGEMENT SYSTEMS BE ADAPTABLE TO AND EFFECTIVE FOR
THE WORKFORCE, WORKPLACES, WORK ORGANIZATIONS AND SAFETY
CHALLENGES OF THE FUTURE?
©Copyright ORCHSE Strategies, LLCOctober 23, 2014 65
• What can/must we do to best assure that OHSMSs:– Will be “VUCA-ready” to meet the unexpected and unpredictable
risks of the future?– Will be effective in identifying and addressing the often-hidden,
ignored and misunderstood risks of occupational illness?– Will be effective in protecting an increasingly “mature” and
diverse workforce?– Will be embraced by and effectively applied in the rising service
sectors of the economy not traditionally safety-focused and that have not traditionally relied on safety professionals?
– Will recognize the important role that often hidden factors such as stress play in contributing to risk
– Will be effectively applied to the increasing numbers of workers only loosely or temporarily tied to the organization?
• How can we help OSHA be an effective advocate for OHSMSs and risk-based compliance efforts?