young workers

At Safety Within, we can offer safety, health and environmental consulting for your needs.

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Flexible solutions for your business needs

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Contact us at theresahughes44@gmail.com for more information.

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Back to My Blog

Posted: June 13, 2018 in Blog Posts

It’s been a few years since I posted anything on Safety Within and now that I have some free time, it’s time to get writing and be inspired.

Theresa

Emergencies happen all the Time. How Prepared are you? Do you pay attention to Safety Demonstrations? Next time, you may remember. I used this at a Safety meeting as an opener to Emergency Planning

http://www.noob.us/humor/the-office-fire-drill/

Video about safety incentives. This was sent to me and I thought I would share. What are your comments and thoughts about Safety Incentives? Do they work?

Video  —  Posted: June 21, 2013 in Blog Posts
Tags: ,

To often we think of bullying amongst children and we forget to look within our own homes, out on the playgrounds and even how we look at bullying in the workplace.

Everyone of us has a story. whether we were bullied as a child, saw bullying going on, saw it in the workplace or even at the local stores. I know a few weeks back, I saw bullying occur in a family at a table across from me. I was aghast at how blatant the action was. I wanted to step up and say something. Did you know that a good percentage of people won’t approach a bully due to the repercussions to the victims, to the public and to the person who steps up and defends!

Take a few moments to reflect on what defines bullying:

Repeated, persistent and aggressive behaviour intended to cause fear, distress, or harm to another person’s body, emotions, self-esteem or reputation.

Recently in Canada there have been several deaths to teens with respect to bullying. This is unacceptable.

There have been numerous incidents in workplaces as well that have caused distress and death. This is unacceptable.

With the new OSH laws in Canada respecting Workplace Violence and Harassment, employers are striving to ensure a safe and healthy workplace. How do we ensure the mental health and well-being of our employees if we tolerate it in our homelife, or see it on the street? Where do we draw the line? We educate and stand up, we express what is and what is not acceptable and we follow through on consequences.

Excellent Resources for Employers:

http://www.ccohs.ca/oshanswers/psychosocial/bullying.html

http://www.workplaceanswers.com/anti-bullying

http://www.employmentlawtoday.com/articleview/16290-british-columbia-targets-workplace-bullying

 

 

 

Excellent resources for Parents:

http://bullyingcanada.ca/content/239900

Too help teens report bullying:

http://www.stopabully.ca/

 

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Excellent community groups:

https://www.facebook.com/pages/BE-BOLD-Campaign/536542519730864

Upcoming Events in BC for Be BOLD:
http://hosted.eventful.com/vancouver/events/bold-campaign-official-launch-gala-/E0-001-057326440-2

Check out ISafety Services for your Alberta Health and Safety needs! http://www.linkedin.com/company/2992627?trk=tyah

Posted: May 9, 2013 in Blog Posts

WorkSafe BC Planning Guide

Just a reminder this week is NAOSH 2013. Check out your local events through your Safety Associations, Corporate Calendars and Public Communities.

There still continues to be incidents across the world that consistently remind us for the need to ask the question, “Are You as Safe as You Think?”

Is it because we are still trying to see “safety” as a separate entity or is there still more lessons to learn? How many lessons do we need to grasp the concept that being safe is part of who you are and to do that you need to learn from the past?

Today, as I drove through the city, I noticed a small act that had big consequences. Imagine being blind and with all the safety devices available (seeing eye dogs, walking canes, traffic lights that indicate noises that it is safe to cross) encountering a barrier that you can’t see. We take things for granted when we have our sight to make observations of hazards or changes to our environment. The simple act I saw, was an elderly person assisting a sight impaired person across a busy intersection that had barricades diverting vehicle traffic. Do we anticipate these things when planning our work? Such a simple gesture touched my heart.

Take a moment this week to reflect on those simple tasks as we usually plan for hazard control on the complicated situations. Close your eyes for a moment and imagine yourself in someone else’s shoes. Now go out and teach what you know to someone else.

I recall a few years back asking a classroom to close their eyes and imagine being 5 or 6 yrs old and working inside a chimney or mine, or dash under a weaver’s loom during the Industrial Revolution before Working Conditions and Age of Workers were addressed by the Factory Safety Act. These children were asked to perform tasks we would not think of exposing our children to today. As I said that day, do they know what the hazards are? Do they know what questions to ask? They are children counting on adults to guide them and they are performing without the skills/knowledge needed.The gift of knowledge can open your eyes to many things.

I challenge everyone to do their part to keep our world safe.

Image In follow-up to Part 1 on dealing with the Aging Workforce, are the challenges associated with young and new employees, this demographic is seeking life in a faster paced environment, technology trends and the need for growth at a rapid pace. They are seeking engagement that utilizes their keen knowledge and awareness of technology, music and growing use of social media. Unfortunately, they also foster some beliefs about what is workplace rights and responsibilities and the need to stay focused on the task at hand is apparent.

New workplace health and safety regulations in the last few years have promoted the development of programs that focus on the risks associate with youth or employees facing new tasks. With their more experienced colleagues moving towards retirement, there is a definite need for mentoring programs that share mutual benefits. To engage young employees in the workforce, there needs to be the “me” factor: what is in it for me?

-Advancement in career and leadership

-New technology gadgets and social media applications

-Networking and educational pursuits

-Healthy lifestyles

Often with this eagerness to pursue higher achievements or meet production, these employees take risks to impress their senior management/supervision to meet the growing requirements.  There is a higher acceptance of risk in performing tasks or tolerance to adverse conditions. Turnover for young employees is much higher as they are willing to take on more challenges or grow weary of tried and true practices. 

Some fundamental practices to engage young employees are:

Development and support of building relationships with new/young employees that support:

1) Mentoring programs to build knowledge, skills and pride of ownership
2) Social and corporate responsibility – young workers today require engagement that incorporates their ability to use social media, new technologies which they can be used to mentor back to their aging workforce co-workers.
3) Review of training and performance against knowledge.

What are your thoughts?

ImageIn Today’s economy, many workplaces are faced with their demographics nearing retirement.  This presents many challenges and opportunities to investigate potential safety and health concerns and look for ways to keep the aging workforce healthy and engaged.

The six benefits are:

  • · Huge knowledge base of direct and indirect required job skills
  • · Developed sound workplace wisdom and people skills
  • · Ability to support a calm work environment due to respect of his/her coworkers
  • · Skilled ability to train, supervise and mentor, younger coworkers
  • · Experience based approach to problem solving
  • · Loyalty and a sound work ethic

 Developing mentor programs for your workforce to share their skills with newer employees allows for  engagement at all levels and provides pride of leadership for their colleagues. It gives them an opportunity to leave a legacy of their knowledge and wisdom to the future generation.

Workplace adjustments:

There are however some modifications to be made to adjust some workplaces for aging employees, who have different requirements than their younger colleagues.

  • · Their senses deteriorate and reflexes slow down
  • · Flexibility and range of motion shrinks
  • · Thinning Bones and shrinking muscles
  • · Flexibility shrinks

 Preventive measures and aging employee friendly workplaces can easily be done without expensive engineering upgrades.

  • · Worker-friendly scheduling
  • · Reduce noise
  • · Proper lighting
  • · High contrast paint
  • · Proper Ergonomics and if possible change packaging to adjust weight
  • · Minor equipment enhancements

 Employers could motivate his employees to implement a healthier life style. This does not only benefit again employees. An employer can introduce a company wellness program:

  • · Gym membership
  • · Company arranged classes in:

Nutrition and Weight control

Stress management

Moderate exercise

Smoking Cessation

Employee Assistance Program ( changing needs such as taking care of elderly parents, financial planning and retirement concerns)

Identifying these challenges in your workforce can help your organization and your employees remain safe and healthy for the future. 

What are your thoughts?

This article was written after thoughtful and insightful discussions with safety colleagues. Thank you.

Workplace Stress and the Effects of Life Events that Contribute to Injuries.