From incidentmanagement to
safety culture
80% of safety incidents and accidents in the workplace are caused by human actions (behaviour). Only 20% is directly attributable to the environment, failing equipment or unforeseen circumstances. In almost all cases, the employees involved are sufficiently trained, aware of safety risks and familiar with the safety protocols.
In practice, however, a great deal of attention is paid to training, protocols and the drafting of safety policy to promote safe behaviour in the workplace. And that while the impact is many times greater when there is a good view of relevant influencers of employee behavior. Mental Safety Navigator helps organizations to identify these influencers, to make preventive choices, and thus to take the step towards an effective safety culture.
Innovative and evidence-based
How do you set up a preventive safety policy? And how do you implement effective interventions in the workplace that promote the safety culture? Research shows that safe behavior is strongly influenced by personal factors. Mental Safety Navigator maps these factors (periodically) using evidence-based sets of questions. And translates them into feedback for the individual employee and into practical management information for the organization. It provides insight into opportunities and risks. To make well-founded choices. And to really get a grip on safety behavior in the workplace.
See the possibilities here
The solution to your challenges
About behaviour and safety
In practice, watertight protocols, legislation and regulations, thorough training programs and good incident registration do not guarantee a safe workplace. Employees who are highly aware of safety risks and associated protocols, who are skilled in their work and have sufficient professional knowledge can also (unconsciously) cause safety incidents. In many cases where unsafe situations arise, there are factors at play that influence behaviour, but which cannot be captured with compliance solutions and traditional training programmes. Consider, for example, personality characteristics, environmental influences or personal concerns that are experienced, as a result of which someone is ‘distracted’. It is precisely these apparently 'intangible' factors that have an important influence on behaviour in the workplace. And are the key to effective interventions and (HSE) policy.
