Workplace health and safety boils down to having an escape plan—a concept that’s been around for ages. Think of it as “always be prepared,” “the five Ps (prior planning prevents poor performance),” or even the military’s six Ps; the extra p is a vulgarity that elicits humour. It’s about survival. Why undertake any task if the risk outweighs the potential reward? You need to manage those risks effectively.
A health and safety management system (HSMS) offers a proven, principle-based approach that’s universally applicable. Its framework provides a structure to incorporate other important business considerations. An HSMS is a highly effective way to organise any organisation, as it’s designed to track and mitigate change. Implementing one demonstrates ethical business practices to your customers.
Every company deserves a positive H&SMS, not just the large organisations.
My dream is to help small businesses develop and help run their H&S management systems as a consultant.
You may not be able to afford an employee for that position, but a Fractal Chief Safety Advisor you only pay for the work done.
I love Google Gemini, I asked it the following question.
Why was the ILO established? Was it to ensure that through social justice, war would not occur on such a large scale again, or was it to ensure peace to increase profit or both?
This is its answer.
That’s a very insightful question that gets to the heart of the ILO’s mission! The answer is a bit nuanced, but essentially, both preventing large-scale wars through social justice and fostering peace for economic prosperity were key motivations behind the ILO’s establishment.
Here’s a breakdown:
* Social Justice as a Foundation for Peace: The devastation of World War I made it clear that social and economic injustices could fuel unrest and conflict. The ILO’s founders believed that lasting peace could only be achieved if it was built on a foundation of social justice. By promoting fair labour standards, decent working conditions, and social protection, the ILO aimed to address the root causes of social unrest and, in turn, contribute to preventing future wars. This is reflected in the ILO’s Constitution, which states that “universal and lasting peace can be established only if it is based upon social justice.”
* Peace as a Condition for Prosperity: While social justice was a primary goal, the ILO also recognized that peace and stability are essential for economic development and prosperity. Wars disrupt trade, destroy infrastructure, and displace workers, hindering economic growth. By promoting peaceful industrial relations and social harmony, the ILO aimed to create an environment conducive to economic progress. In this sense, peace was seen as both a goal in itself and a means to achieve broader economic and social objectives.
Therefore, it’s not an either/or situation. The ILO’s founders understood the interconnectedness of social justice, peace, and economic development. They believed that by promoting social justice, they could contribute to both preventing wars and fostering a more prosperous world.
It’s also important to remember that the ILO’s motivations were not solely altruistic. While the desire for peace and social justice was genuine, there were also pragmatic considerations. Addressing labour issues and improving working conditions could help to:
* Increase productivity: Healthier and more motivated workers are generally more productive.
* Reduce social unrest: Governments could prevent strikes and other forms of social unrest that could disrupt economic activity by addressing workers’ grievances.
* Promote fair competition: International labour standards could help to level the playing field and prevent countries from gaining unfair competitive advantages by exploiting their workers.
In conclusion, the ILO was established with a complex set of motivations, including a genuine desire to promote social justice, a belief that social justice is essential for lasting peace, and a recognition that peace and stability are necessary for economic prosperity.
My takeaway is that the AI called me Insightful – I knew it along!!! lol.
Sooo. I subscribed to the UK Health and Safety Executive news. This article is about working alone. Quite similar in Canada as well as the UK. Also, Worksafe BC makes references to the UK HSE, in many of its manuals and policies.
Lone working: are your employees safe?
Sooo. I subscribed to the UK Health and Safety Executive news. This article is about working alone. Quite similar in Canada as well as the UK. Also, Worksafe BC makes references to the UK HSE, in many of its manuals and policies.
THE 2024 Impact Report from SoloProtect sheds light on a troubling rise in physical attacks and weapon-related incidents reported by workers over the past three years.
The Partners Program, also known as the Certificate of Recognition (COR), is a voluntary employer certification program that encourages employers to take a proactive role in occupational health and safety. The COR program recognises and rewards employers who go beyond current legal requirements, implement an effective occupational health and safety management system (OHSMS), and pass a certification audit to the standards set out by the Board.
This certification meets provincial standards across Canada, so a company can align itself with another company also in good standing to do business with.
If you’re a small business, you may not need COR, but it’s a good idea to develop your own health and safety management system (HSMS). WorkSafe BC has information available for this. Or you could contact me, and I’ll help you through the process. Each HSMS will be different to suit the needs of your business. It is principle-based for that very reason. There is also an opportunity to meet the international standards for ISO 45001 and 14001, which means your HSMS meets international standards, but that’s another story.
