Will AI put health and safety professionals out of a job?

There’s a common stereotype when it comes to health and safety managers: the person in the hi-vis, carrying the clipboard, maybe a bit old-fashioned. You might see this person making their rounds, scrawling notes, ready to compile a big, dense file later on.

Don’t get me wrong, this is still the case in plenty of businesses across the UK and beyond, and for the most part, there’s nothing wrong with it. However, the experience should be highly valued, and a trained eye with a risk assessment can be truly powerful, assuming the risk assessment isn’t just filed away into a drawer after.

Every so often, I take a look around and think, ‘Wow, we’re really living in the future. Everything from phones to fridges is starting to look like props from Blade Runner.

And health and safety, too, is entering the future – whether you want it to or not.

The future of health and safety

Being able to stop accidents before they happen is the fundamental goal of risk management. The majority of your time as a health and safety manager is spent identifying the dangers and what can be done to prevent them. Unfortunately, the unpredictability of human nature (the ‘Human Factor’) means even the best-laid plans can go awry.

As I’ve discussed before, overcoming the Human Factor involves putting in the effort to know those working on your site like people, rather than just statistics. By tuning yourself in and identifying potential triggers for risky behaviour, you’ve got a better chance of tackling it.

But you’ve got a million and one thing to do. As much as you’d like to, daily briefings and chats with the team aren’t feasible (and, let’s be honest, they’ll get sick of it pretty quickly, no matter how fun you try to make them.) You’re also limited in the amount of data you can glean from even the most comprehensive risk assessments.

So then, having a magic calculation that can predict the future would be amazing, right? And that’s exactly what AI predictive learning aims to do: input some data and out pops all your answers. According to what you told the machine, there’s a 98% chance of a vehicle collision in the warehouse. A 74% chance inter-office politics could lead to a damaging increase in stress.

You sit back, relax, and watch your near misses and absences plummet while all this is happening. Sounds good.

But could it actually be bad news for you?

Predicting health and safety

Predictive analytics aren’t a new phenomenon in health and safety. For decades, health and safety specialists have tried different algorithms to predict risk management with varying degrees of success.

Even risk assessments are a type of predictive science: you’re inputting potential risk factors and identifying their level and severity. By doing so, you’re predicting the dangers before they appear and hopefully putting controls in place to prevent them. It might not feel like Minority Report, but it’s the same idea.

There are a few standard predictive models in the field of predictive analytics, which all offer variations on ways to forecast safety:

Classification

This is considered to be one of the most simple and widely used types of forecasting. Essentially, the algorithm you use classifies historical data that you’ve collected into various categories, allowing you to ascertain, for example, the likelihood of equipment failure if it’s not recertified or whether a particular department is more likely to suffer a work-related injury.

Forecast

This model takes historical data and assigns it a metric value, identifying the occurrence and regularity of past safety failures to predict the likelihood of future failures.

Outliers

Contrary to the two previous types, outliers modelling focuses not on existing patterns but anomalous data. By identifying anomalies and outliers, areas that need health and safety attention can be identified.

Limitations

Whilst all the above types of predictive modelling have their benefits; they also have their drawbacks. This can be overcome by using different aspects of each model and combining them – but the biggest drawback remains our little brains.

These models can only analyse small to medium data samples because, fundamentally, the human brain isn’t all that powerful. As a result, we struggle to see patterns and often fall into the trap of our own biases.

To allow larger sets of data to be analysed to provide real, in-depth predictions, you need a machine. You need artificial intelligence.

Machine learning in health and safety

Machine learning essentially describes the use of these algorithms without any human intervention. As a result, computers can analyse massive amounts of data far beyond human ability quickly and easily. This could be a serious boon for companies, which could massively improve health and safety predictions and minimise the impact of safety breaches with a little investment in artificial intelligence.

With the right data, an artificial safety assistant could identify the potential for machine failure before a single bolt comes loose based on past failures. Likewise, it could identify a clash between two personality types before office politics triggers a spiral of stress that impacts efficiency.

Most importantly, it could identify the smallest gaps in your safety control measures before it triggers a chain reaction leading to injury or worse.

It sounds like a dream for managers terrified of on-site injuries and their costs in human and financial terms. But as a health and safety manager, you might be wondering: where do I come into this, and is a robot about to take my job?

Not quite Blade Runner

Although artificial intelligence is undeniably powerful in predictive modelling, the good news is that we’re a long way from a dystopian future where health and safety professionals are a thing of the past.

Although humans remain one of the biggest drawbacks of truly effective predictive modelling, they also remain crucial. The effectiveness of these AI predictions relies on the quality of the data collected and inputted. Therefore, these models are most effective when health and safety managers work in tandem with them.

As a risk manager, you need to know your site and business. The machine – for now – relies on you to collect the right data from the right places. For all the talk of science fiction, even the most complex AIs are useless without a human on the other end telling it what to do and giving it the right information to work with.

AIs also need training, much like a human assistant. All businesses and industries are different, and what goes in one might not work for the other. A safety professional with a piece of real, personalised business knowledge is needed to ensure the machine models are accurate.

So, don’t worry about losing your job to the machines. Instead, take advantage of these impressive advances and think about how implementing machine learning into your risk management processes could benefit you. By gaining a deeper understanding of the science behind predictive modelling and streamlining your information-gathering, you can massively improve the safety of everyone under your care.

The potential for AI within health and safety is massive, but health and safety professionals remain a crucial part. So tell Harrison Ford he can stand down.

I’ve been working closely with businesses and health and safety managers for two decades to identify ways to improve their health and safety processes. Can I help you? Get in touch via the contact form below or message me on 07814 203 977.

How Can Safety Managers Minimise Stress In The Office?

It’s been a stressful year for most of us. Between the constantly changing coronavirus situation and a majority shift to working from home, many of us have likely found our stress levels rising.

Alternatively, the shift to homeworking may have helped relieve the stresses of office working, and now the idea of returning to the office may have employees anxious and worried.

Whatever the cause, managers and those with a responsibility for workers’ health need to be prepared for stress to make its way into the office following return to work. Although the focus might (rightly) be on ensuring the office is COVID-safe or that risk assessments consider all potential physical dangers, the stress in employees must be identified and managed before it becomes a problem.

COVID stress

We all get stressed once in a while. Whether it’s because of a change in life circumstances, too much work, or lack of support, stress is a natural bodily response. During the COVID-19 pandemic, however, the levels of stress rose dramatically due to uncertainty about job losses, confinement, and more.

Following the almost overnight shift to home working, 1 in 5 people said their work had been affected because they found working from home ‘difficult’, according to the ONS.

During the first lockdown, 37.4% of adults in the UK stated that the pandemic had affected their well-being. Though normality is resuming, it is still an uncertain time, and another shift in the way people are used to working could trigger more stress and anxiety yet.

Managers need to be eagle-eyed in spotting stress and anxiety in returning workers before it takes root.

How stress impacts work

In recent years, greater emphasis has been placed on tackling stress and anxiety at work. However, nurturing employee mental health remains a low priority in many businesses across the country, despite the impact of poor mental health amongst employees on efficiency and quality of output.

According to Chris Parker, CEO of employment coaching firm TalkingTalent, work-related stress accounted for almost half of work absences and cost British businesses upwards of £26bn in 2019. This will have surely only risen over the past year.

High levels of stress aren’t good for anyone, and businesses need to consider the cost stress has, both in terms of the human toll and the bottom line.

However, more concerning for those with health and safety responsibilities is how high levels of stress can seriously hamper risk management and make it more difficult to achieve a culture of collaborative safety.

Morale and motivation: Even the best workers can get burned out. If they don’t feel like what they’re doing is impacting, then where’s the motivation to try? This can be particularly dangerous in the area of safety and risk management, with employees cutting corners and even ignoring carefully thought out procedures to get the job done faster.

Substance abuse. Stress can trigger mental ill-health and drive people to substance abuse in an attempt to get through the day. In serious cases, employees may start coming to work under the influence, putting themselves and others at real risk of injury or worse.

Absenteeism. When burnout gets bad enough, employees may start missing work. This can obviously impact their performance and output and make the jobs of risk managers more difficult, as you might not have a correct account of who’s in and who’s not. In addition, if an emergency strikes, it can be harder to do your job of keeping everyone out of harm’s way.

High staff turnover. If stress levels are too high or are not being mitigated properly, staff turnover rates can rocket. Not only does this contribute to poor work culture, but it also means trouble for health and safety managers. Each new worker means extra training, and it can be difficult to keep track of who’s up to date and who’s not. That’s not even considering the extra cost – both financial and in terms of precious time – to the health and safety budget.

Stress is bad for everyone, and it pays dividends to both employees and managers to nip it in the bud. So, what can you do as a health and safety manager to identify and minimise it before it becomes a problem?

Identifying and tackling stress at work

According to the HSE, employers have a duty to identify and assess stress as they would any other risk to health. The most obvious signs of stress in the workplace are:

arguments
higher staff turnover
more reports of stress
more sickness absence
decreased performance
more complaints and grievances

Signs specific to employees themselves are:

absenteeism/lateness
nervousness or ‘twitchy’ behaviour
mood swings
being withdrawn
loss of motivation, commitment and confidence
increased emotional reactions: being more tearful, sensitive or aggressive

One of the most straightforward ways of identifying how much impact stress is having is with a risk assessment. First, identify potential stress triggers and assess how likely they are to cause trouble as you would with physical risks. I’ve talked previously about how risk assessments don’t need to be big exercises in paperwork – use your initiative and record the important stuff.

According to the HSE, there are six main triggers for stress at work. By identifying the trigger, you can begin working with the employee, colleagues, and managers to ensure the issues are resolved before they cause real problems. You must be active rather than reactive, so always be on the lookout for the signs above.

Overly demanding roles or overwhelming workload

This is one of the main triggers of ‘burnout’, where the employee can’t deal with the amount or type of work they have. This can be common in smaller businesses where workers do the work of several people or where management systems have broken down and work is being passed on without regard for capacity.

In these cases, you should work with both the employee and their manager to modify the employee’s role where possible, to either minimise or adjust their work to make it more manageable.

Encourage managers to bring in additional resources or implement job enrichment and task rotation. Workloads must be managed properly, and employees shouldn’t be regularly working with unrealistic deadlines. Similarly, employees must be empowered to reject work if they do not have the capacity.

Lack of control

It’s crucial that employees feel that they have control over their job and that their concerns are taken seriously. I’ve blogged previously about how important psychological safety at work is, and this can be encouraged by regularly requesting input from employees about how work could be better managed, and ensuring that these ideas are passed up the chain to decision-makers.

It would help if you worked with managers to encourage them to trust and empower employees to manage their own workload and avoid micromanagement. Steering employees in the right direction is far more powerful than ordering them to do something. Regular training can also be highly beneficial in giving employees a greater sense of control.

Lack of support

This can be a big one, especially in larger businesses with many employees or big teams. Nonetheless, employees mustn’t be left to fall through the cracks and get the support they need. Work closely with managers to foster a supportive atmosphere: a few small changes can go a long way.

Managers should always make time for praise and acknowledge employee efforts and be on hand to help when an employee highlights an issue. Conversely, any criticism must be constructive and followed up with solutions. Managers should also be conscious of outside pressures on the employee, such as family or financial trouble, to ensure criticism isn’t simply adding to the pile. Finally, where necessary, managers should always be flexible and allow for time off when needed.

Issues with other colleagues

Humans nearby will always have conflicts; it’s just a fact of life that we don’t get along well with everyone. However, you can minimise the impact these conflicts have on the workplace by partnering with managers to ensure issues are properly handled and that employees feel comfortable talking about the problem without judgement or bias.

Managers must listen objectively to both sides of the conflict and properly investigate complaints rather than ignoring problems and hoping they’ll go away. Prevention is always the best treatment.

As a third party, you can often assist by ensuring the discussions remain positive, unbiased and that everyone stays calm. Once a dialogue has been opened, you can also be on hand to ensure any changes promised are implemented.

Conflicting/unclear job demands

No one likes to be left in the dark. If employees are regularly tasked with projects without the right context, information, or training, it will eventually lead to stress. It is crucial that managers are clear in what the objectives of each role are and clearly communicate any changes to these roles.

Similarly, in fast-paced businesses, care should be taken to ensure employees are not being overloaded with tasks from other managers or are not being given projects that conflict with existing objectives. Again, regular meetings and open lines of communication are crucial here.

Unexpected/constant change

It’s only natural to fear change, especially when change can impact us negatively, and fear of change can become a serious stress trigger when it is constant.

Thankfully, it’s relatively simple to minimise the effect change has on your employees. Simply keeping them in the loop with regular communication can be powerful. No one likes to hear big news on the grapevine, and rumours can spread quickly. By ensuring team leaders clearly communicate potential changes and offer support where needed, the potential impact can be minimised.

How can I help?

Stress can have a major impact on proper risk management and health and safety, but real solutions are all too often ignored to favour quick results or more immediate concerns. As a health and safety manager, you are in a unique position to help tackle stress in the workplace before it causes serious problems.

With over two decades in the health and safety sector, I’ve worked with plenty of businesses to minimise stress and ensure the wellbeing of employees and, subsequently, the bottom line. So if you think I might help you, get in touch on 07814 203 977 or use my online contact form.

Competent or Not: Who’s Working on Your Site?

To most right-minded individuals, ‘incompetent’ is quite the insult. Incompetence implies uselessness at a given task, possibly even dangerousness, and most of us – quite rightly – would take serious offence.

In health and safety, however, competence is actually a technical term. Describing someone as competent in a health and safety sense clearly states they have the right training, skills, experience, and knowledge to carry out a given task that could be risky safely. Someone without the required amount of any of the above, or lack of physical ability to do the job, wouldn’t be considered ‘competent’ to do the job. No insult intended.

Competence is vital to health and safety and managing risk safely, especially on construction sites or in potentially dangerous industrial settings. Employers and those with a health and safety remit are responsible for ensuring anyone hired to carry out tasks – including contractors – is competent.

Competence to carry out a job should not be confused with assigning a competent person. This is a different but less important part of risk management and involves assigning someone in a general sense – not for a specific task – who has the skills, knowledge and experience to manage health and safety. It’s worth noting that this person doesn’t need to be an employee of the business. Veritas Consulting offers several cost-effective external Competent Person packages for almost any budget if that’s what you’re after.

In this blog, I’ll be discussing competency and what you as an employer or health and safety manager can do to ensure those working for you are competent, to keep your workers safe and your company out of legal hot water should things go awry.

Ensuring competency

Health and safety legislation states that employers and those with health and safety responsibilities must ensure that workers are competent before allowing them to commence work.

There are a few ways to guarantee a competency, but these will differ depending on whether the worker in question is an employee or a contractor.

Ensuring employees are competent

According to the Health and Safety Executive: ‘someone’s level of competence only needs to be proportionate to their job and place of work’. Essentially, the person doing the job at hand needs to illustrate they are equipped with everything they need to do that job safely. Someone who has spent their life working in an office will (probably) be competent at their own job but won’t have the first idea where to start when asked to tile a roof. The reverse is also true.

Hopefully, when employing the person, you will have already been able to determine that they possess the right level of physical ability and the best attitude to perform at a safe level so that you can build on that foundation.

Of course, while it’s always a point in their favour, you can’t expect candidates – especially newer, younger ones – to have on the job experience or the exact qualifications or certificates. Hiring candidates who have already completed courses relevant to the job does mean that they can hit the ground running, as it were, but on-the-job training should be a priority for everyone. By training employees yourself or using a trusted safety trainer, you know for sure that they’ve been taught what they need to know and are getting the right qualifications.

Another vital part of competency, experience, comes with time and practice. None of us was born with a hammer in our hands, of course. However, with the right foundation and temperament, employees can learn the ropes on smaller, safer jobs or by shadowing more experienced employees before taking the reins themselves.

Regular risk assessments are key to ensuring workers without the right skills or experience aren’t left out of their depth. They will allow you to identify any training you need to offer or improvements you need to make.

Ensuring employee competence isn’t a matter of checking off a checklist. It’s an ongoing joint task between you and your employee, in which you provide the training and access to skills they need, and they implement what they’ve learned safely and sensibly.

Ensuring competency in contractors

With contractors, guaranteeing competency is a little bit different.

Although the contractor isn’t your employee, you become responsible for their safety by bringing them onto the site. This potentially makes you equally liable for accidents caused by their poor behaviour or lack of skills.

Luckily, it’s a little more straightforward to identify competency in contractors. Here, there is a checklist to follow. According to the HSE, you should ask any potential contractor the following questions to ensure they’re competent enough to carry out work on your site.

How will work be managed? Who will be responsible for each task, who will supervise, and what checks are carried out on equipment and materials?
Will subcontractors be used? How will the contractor check that they are competent? This will vary based on the risk and complexity of the work.
Can they show a record of recent health and safety performance? E.g. a number of accidents, ill health, HSE enforcement action etc.
Do they have a written health and safety policy? If the contractor has fewer than five employees, this isn’t legally required.
Do they have any independent assessment of their competence, or are they members of a trade association or professional body? Both of these are great ways to show competence.
Do they have examples of existing risk assessments? Again, the contractor will likely only have this if they have more than five employees.
Do they have a safety method statement? This isn’t a legal requirement but shows positive investment in health and safety.
Can they show relevant qualifications or proof of skills and experience?
Do they have relevant liability insurance?
Vitally, what health and safety information and training do they offer their employees, and can they provide records of this training?

Any contractor worth their salt will be happy to provide all the above to guarantee their ability to do the job. They should, in theory, also be happy to provide testimonials from other clients who have had positive experiences. The contractor wants to work for you and know that minimising any concerns is crucial.

By following the above checklist when working with contractors, you can minimise the risk of those who aren’t equipped properly to set foot on your site and make you liable for any incidents.

The experience paradox

Let’s say you’re required to carry out a specific type of work at height. You have a number of highly skilled and very competent workers, but none of them has experience carrying out this type of job. Instead, you seek out contractors who can do the work for you.

You have two options. A friend of a friend recommended company A. They haven’t provided any record of qualifications, training, method statements, and risk assessment consisting of a quick run around with a clipboard. They’ve got their CSCS cards, but not much else. Their reasoning? They’ve been in business for forty years. They’re experienced.

Option A, meanwhile, are happy to provide everything you need. They’re registered with CHAS and ConstructionLine. Their workers recently completed a Work at Height refresher course, PPE training, rescue training, and training in mobile elevated work platforms (MEWPS) and PASMA. Unfortunately, they’ve only been in business for a year.

Of course, seeing it laid out like that makes the right choice obvious.

Option B, despite their lack of experience compared to A, are more competent. But too often, those in a position of hiring subcontractors put a huge emphasis on experience alone rather than all factors. Of course, experience is important, but being able to prove that ability, with external, relevant, independent proof – is much more important.

Remember: just because someone has been doing the job for 40 years doesn’t mean they’ve been doing it right. Luck can be powerful, but it runs out.

The final word

Competency is crucial, but it can often be an afterthought. It’s important to consider all factors when determining competency and remember that just because someone is sensible and highly experienced in one particular area does not mean they are competent in another.

It’s up to you as an employer or health and safety manager to always check for and monitor competency, as it’s one of the most vital tools in ensuring the safety of those on-site and minimising your own liability.

I have two decades of experience in safety and risk management, including advising on competency and more. Can I help you? Please send me a message on 07814 203 977, or use the contact form below to book a 15-minute virtual call. To talk things through.

Risk Management During COVID-19

Almost one year on from the start of the COVID-19 pandemic, it’s safe to say the world has changed. One area seriously impacted by the pandemic is risk management and health and safety in the workplace.

Working practices have shifted dramatically, and health and safety managers and those charged with risk management have found themselves in a new and challenging environment.

How has risk management been affected by COVID-19, and what can those with safety responsibilities do to counter it?

Impact of COVID-19 on risk management

We are all painfully aware of the changes COVID-19 has had on the workplace in general. Most people not in front-line roles are now confined to their homes, with living rooms, conservatories, and spare bedrooms becoming offices.

But not everyone has been affected by the pandemic in the same way when it comes to working. Health workers are still required to face the public every day, as are other vital workers such as those in the food, shopping, and service industries. Important building and infrastructure works remain ongoing.

These workers are continually exposed to the risks posed by COVID-19 and the general dangers of their particular profession. This is even more concerning now that supervisors, health and safety professionals, and others in charge of keeping them safe are tasked with tackling the new challenges posed by COVID. It is a delicate balancing act to ensure COVID-specific measures are implemented, without neglecting standard, vital health and safety provisions.

Risk management during COVID-19

What steps can you take to identify and manage risks during COVID-19?

Remember people

People can often get so caught up in the other factors of health and safety/risk management; they can forget the most important part: PEOPLE.

Factoring in the constantly changing COVID-19 situation alongside standard risk management means you can lose sight of the people involved. When managing risk, you should always keep in mind that you are dealing with real people, not statistics.

Whether your employees are home-based or working on-site, remember that they are individuals, and their safety is paramount.

Conversely, as I discussed in my recent ‘Human Factor’ blog, human behaviour is the most unpredictable part of safety and risk management. COVID has made this even more apparent: people are stressed, balancing work and childcare, and fearful of the future. It may be more difficult to predict and mitigate risky behaviour. When carrying out your role, remember to be sympathetic and allow for these new factors.

Identify new risks, but don’t forget the classics

As mentioned above, the pandemic has brought with it a host of new challenges. Many businesses neglected to develop robust work from the home policy before the pandemic. These businesses had to scramble to align the new world of home working with health and safety policies as best they could.

Those managing risks in frontline fields faced an even greater challenge. COVID brought a host of new challenges including social distancing and sanitisation, to a greater degree than ever before. Things which were comfortably standard before – such as the number of workers on-site or the length of time between cleaning – became major considerations. The constantly shifting nature of the virus, and sometimes vague government guidelines, made tackling these things difficult and time-consuming.

Despite these new dangers, other risk considerations remain. Work at height on building projects still requires the correct training, equipment, and planning. Human behaviour still needs to be managed. The health of employees needs to be maintained with regularly enforced breaks and ergonomic management.

If you are overwhelmed in your risk management role trying to tackle everything, make sure you communicate. If necessary, ask to recruit support staff, or seek out the help of a professional consultant.

Communicate, communicate, communicate

Sometimes it feels like we’re further apart than ever before. No amount of Zoom calls, quizzes, and Slack chats can make up for real face-to-face interaction. Even those not working from home feel the disconnect, with masks and social distancing making banter a thing of the past.

With the rigid structure of video calls and email chains, it’s easy for things to get lost in translation or forgotten about completely. When it comes to risk management, this can lead to serious consequences: and fast.

Make communication a priority. Ensure all safety provisions are properly communicated to everyone in the company. If you have risk management responsibilities, you should have a direct line to everyone, and regularly be communicating important updates regarding COVID and beyond to keep everyone in the loop.

The new world of risk management

There’s been a lot of talk about the ‘new normal’, which goes for risk management. Constantly identifying and mitigating risks has never been an easy job, and it’s only gotten harder thanks to the pandemic.

I have 20 years of experience in risk management, helping safety managers, supervisors and businesses keep people safe. If you need health and safety support during this strange time, don’t hesitate to reach out via the contact options below.