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Developing Safety Cultures
‘Leading from the Top’
28.03.12
Andy Melachrino
Head of Group Health & Safety
Dairy Crest Products
Dairy Crest
• 6000 staff, 1500 franchisees
• 14 factories
• 2 distribution centres
• 130 depots
• 3570 commercial vehicles
• 376 Trailers
• 3700 commercial drivers
• Manufacturing
• Distribution to retail, wholesale, doorstep
Mission : Going home without injury or
ill-health
BACK TO BASICS AGENDA 2007-2010
• Health and Safety ‘In Your Face’
• Engaging our Employees
• Consistent Standards
IMPROVING OUR H&S CULTURE
Attitudes and Behaviours
Hearts and Minds
Why is Behaviour Key
Safety is the
Responsibility of
Management
Little employee
Involvement
THEY
I can prevent
my own injury
Increased employee
Involvement
ME
I can prevent my colleague
from being injured
100% employee
Involvement
WE
Dependent Independent Inter-dependent
1 2 3 4 5 6 7
Bringing health and safety to life
• Real stories – injuries – lives
• Emphasise families
• Use passion, emotion
• Management Systems complimented by behaviour
• Improving the culture starts with Directors & Managers
• Directors workshops 2007,08
• H&S key part of our Vision and Values : ‘WE Care’
Behaviour Starts with Management
Phase 1- setting the scene
• Workshops focussed on Safety Leadership 2009:
– Get Your behaviours right – lead by example
– Put Safety on the Agenda
– Talk to your staff about health and safety
– Never Turn a blind eye
Be a role model !!
H&S Conference Oct 2009
creating the appetite for change
• 80 x Directors, Senior Managers
• Ken Woodward story
– Workshop to discuss causes / behaviours
• Ken Woodward in person – dramatic effect – opportunity
to ask questions and challenge.
Behaviour Starts with Management
Phase 2- coaching - 2010
• Coaching managers in small groups of 3 – effective observations – 9 step framework to assist :
– observe, introduce, explain, ask, praise, worst accident, probe unsafe, action, commitment
• Role play – avoid a punch on the nose
• Dairy Crest Working Safely DVD- focussed on
behaviours, which starts with management teams,
examined 4 real DC accidents and effects on lives
• Climate Survey – 20 questions
– Senior mgrs, middle mgrs, shop floor
– Views on h&s – culture type questions
– Negative feedback helps generate debate / improvements
Behaviour Starts with Management
Phase 3- create the ‘brand’ - 2011
• Give the program a name ‘STAR’ – Stop Think Assess
Review + establish Key Safe Behaviours
• Formally require managers to complete 1 behavioural
safety observation each week – logged on central d/base
Phase 3 - Shop Floor Workshops
‘I can prevent my own injury’ 2011/12
• Employee engagement workshops :
– What is behavioural safety
– Changing the culture in Dairy Crest
– Preventing my own injury
• Safety Reps and shop floor employees
wanted to report safe / unsafe acts –
not planned but not discouraged
Challenges along the way
• Sceptics
• Talking to staff – behaviour applies to managers as well
• Time to talk and confidence to do it
• Recognise safe not just unsafe
• At some stage continued unsafe behaviours must be addressed
• Depots – used Area Behavioural Safety Champions (managers)
– Roundstaff – short sessions at end of round, bacon sandwiches
– Safety ‘Surgeries’ with roundstaff to discuss issues
• Commercial Drivers – used driver trainers as coaches
• Do managers really buy into this – behavioural change won’t work if your not the real thing and just going through the motions !!
• Are you the mime artist or the real thing ?
What have we achieved in 3 years
2009 to 2011
• Near Miss / hazard reporting has increased by 310% 2009 to 2011 (8156)
• Riddors have decreased by 52% - 2009 to 2011
• Behavioural observations
introduced from April 2011
with 8400 completed (58%
safe) Near Miss / Hazards reported
0
200
400
600
800
1000
1200
Jan
Feb
Mar
Apr
May Ju
nJu
l
Aug
Sep
tOct
Nov
Dec
Month
Nu
mb
er
2008
2009
2010
2011
What next – Phase 4
2012,13
• More coaching for Managers and Safety Reps to support
• Repeat the Directors workshop
• Focus on quality of Behavioural Observations & Near Miss
/ hazard reporting rather than chase a higher target
• Workshops ‘Looking after my colleagues’ – pilot in April
Summary
Going home without injury or ill-health
• Behavioural / Cultural change starts with Managers
• It takes time to change – don’t rush it
• Set the scene – create the appetite and coach
• Real stories – Real Lives – something to remember
• Make it visual
• Create a brand
• Refresh / support
• Examine quality – sense check data
• If it doesn’t feel safe it probably isn’t
• Board support makes a huge difference.
Thanks for listening
Think Safe Act Safe Be Safe