The entity’s culture provides the framework for introducing safety education and safe practices. Organizational culture is not something that you can photograph or download from the Internet. However, you can see traces of it, and you can feel it when you enter some workplaces. Here are some clues that you can use to identify your entity’s “culture”.
Every organization has its own “language”—terms that are part of what goes on within the entity. These words and ideas also signify the way people are expected to behave in your workplace and with members of the community. “Customs” can be described as the routines for giving and obtaining service, and “rituals” describe the events that take place on a regular basis. Is “safety” part of the language of your entity? Or is safety considered something that is just the cleaning crew’s, building engineer’s or safety coordinator’s job?
Group norms describe the ways in which people are expected to work together in groups—what behaviors are OK, what is not OK, and what is taboo. Behavioral expectations are some of the key aspects of organizational culture. What types of behavior are expected in your entity’s realm of safety?
An organization’s mission reflects the public entity’s core values and beliefs. Treatment of members of the community, and the stewardship of resources reflect these values and beliefs. Is safety part of your entity’s value structure? Are people rewarded in a tangible, visible way for promoting safety and working safely?
These are the rules that are not written down, but must be understood if a person is to get along in the organization. These “rules” also indicate what is considered of value within the entity. Are good safety practices among the unwritten rules of your entity?
“Climate” describes the feeling that is conveyed by the physical layout and the way in which members of the organization interact with each other and members of the public. How does the physical layout of your entity make a statement about your commitment to safety? Are safety concerns evident in the interaction among employees and in staff interaction with members of the public?
The ways people are “shown the ropes” of the organization including how problems are identified and solved within the organization illustrate patterns of problem solving. How are newcomers told about the entity’s commitment to safety? Are new employees briefed on safety procedures? Do they know that there are consequences for ignoring safety practices or engaging in unsafe behavior? Are the consequences enforced?