Round Table 2021 a huge in-person success

This year’s Executive Health and Safety Council Round Table was very well received by nearly 50 members and guests.  Held at the Vancouver Club in downtown Vancouver, members gathered to learn, teach, and share from their experiences.  As in previous years, there were four sections to the Round Table: a safety story, table discussions, keynote address and the networking event.

This year’s safety story was presented by Technical Safety BC and reminded members that it is often decisions that are made (or not) that cause safety incidents.  Titled “Leadership at the Margins”, TSBC noted that there can be both direct and indirect consequences of not making the correct decisions, and that there can be serious disconnects between those on the floor and those making the key decisions.  The presentation was recorded and will be shared with members for future viewing.

 

The Table discussions this year were centered on safety culture.  Three questions were posed to each table and tables shared their findings.  More will be shared on this later this year, but as a reminder to all, the questions were:

• How would you describe a good safety culture?
• How do/would you measure safety culture in your organization?
• How could we as members hold each other accountable so we can tell we are “walking the walk”?

 

The Keynote address was done in a different format this year.  Rather than a speech from the podium, keynote speaker (and EHSCBC Member) Tamara Vrooman, President and CEO of YVR, and George Higgins (EHSCBC Executive Director) had a “fireside chat” on safety and safety culture.  Starting with a discussion on why safety is so important to Tamara, the discussion moved on to public safety and finished with leadership thoughts on where safety and safety policy is heading moving forward.  This session was recorded and will be made available for members to review.

The final networking session was a great way for members to chat informally, get to know each other and “trade business cards”.  Many new connections were made, and old friends were finally able to connect – in person.

Many thanks are expressed to all Round Table sponsors: Air Canada, Ampco, Kerry, KPMG, Murray Latta, SureWerx, Technical Safety BC, and WorkSafeBC.

 

At today’s Breakfast Forum we enjoyed reconnecting with members, having a good discussion on Vaccine Passports.  Members reported feeling challenged on how to handle unvaccinated staff, whether to invite them back to the office, or to require them to work from home, what type of work they will do, etc.  Some members found that while their teams in the office are predominantly vaccinated, their teams in the field are widely not. This becomes an issue where more and more job sites are requiring contractors and sub-contractors to show vaccine passports when working on site.

Leaders are now facing challenges bringing people back into the office, even with safety protocols that remain in place. We need to ask our employees what is the concern: is it actually safety? Or is it simply that they prefer working from home? One tip that was offered is to try to focus on outcomes rather than where they’re working. One member reported that when COVID began, they flipped their entire office space into transient desk space, where employees need to now reserve a desk to come in to work, rather than have an assigned desk.

Labour shortage seems to continue to be a problem in some industries. Temporary workers can be fickle, choosing to move on to better paid gigs. Leaders must get creative to incentivize workers to join their teams, to stay engaged and make them feel like family. With taking on temporary workers, we must not lose sight that Health and Safety remains the utmost concern. These workers may not be familiar with the site, and we all need to be vigilant to stave off dangerous practices.

Tim Croyle of BC Transit reported that one of their biggest H&S challenges are MSI’s.  As part of their “Recover at Work” program, BC Transit has recently instituted onsite physio services in both of their transit depots. As their workers start to feel something they can book an appointment at work, allowing a more preventative approach with injuries that build over time.  Interesting timing for our October 7^th Virtual Breakfast Forum, where we welcome WorkSafeBC, discussing Musculo-Skeletal Injuries. We hope to see you and a guest join us there.

At this month’s Virtual Breakfast Forum, we were pleased to have Lynn Ferrari Director of People and Change at KPMG, sharing her thoughts on Leadership Culture; what it is, why it’s important, and the ways to achieve it. Leadership Culture is not something you can implement, or buy, but rather a conscious decision to purposely model behaviour, decisions and actions, every day. Lynn shared an eye-opening statistic: each of us, over our lifetimes, will work on average of about 90,000 hours.  With this in mind, it is imperative that we, and our employees, try to make the most of our time in the workplace.

What is “leadership”? It is the ability to influence a group towards the achievement of goals.

What is “management”? It is the use of authority inherent in a designated formal rank to obtain compliance from organizational members.

What is “culture”? It is the working environment created by an organization’s values, strategic vision, and mission, and sets the tone for relationships between people in an organization. A healthy organization is able to attract, obtain and grow talent.

“Leadership Culture” is the way things are done: it’s the way people interact, make decisions and influence others.

A winning culture today focuses on empowerment vs management.

The absence of a Leadership Culture contributes to disengagement costs, such as 37% higher absenteeism, 49% more accidents, 60% more errors, and up to 50% turnover. However, companies with strong cultures can enhance engagement by 30%, resulting in 19% increase in operating income, and 23% increase in earnings growth.

Lynn shared the 5 different types of leadership that exist within organizations today:

• Directive Leadership – a culture of consistency.
• Transformational Leadership – a culture of inspiration.
• Participative Leadership – a culture of innovation, works to build consensus among team members.
• Servant Leadership – a culture of inclusion, focus on serving organizations stakeholders and the larger community.
• Autocratic Leadership – a culture of compliance, decisions that affect the business are made without consulting employees and their opinions.

Behaviors that leader’s model in a leadership culture would include:

• Integrity, Self-awareness, authenticity, teachableness, relationship building, valuing others, inclusiveness, accountableness, consistency, courage, respect, and humility.

You can assess culture by reviewing policies, interviewing leadership, survey stakeholders, focus groups and data analysis.

Click here to see the 1-page summary of how to build a culture of leadership within your organization

 

 

Leading through Crisis: The Critical Importance of Psychological Health & Safety (PH&S)

A big EHSCBC thank you to Dr. Joti Samra for a compelling presentation today, Leading through Crisis: The Critical Importance of Psychological Health & Safety (PH&S).

Dr. Samra kicked off the meeting by defining one important impact that COVID has had to us all: every aspect of our life has been colliding since the pandemic began. Home has become where we work, sleep, eat, spend family time, meet with our friends virtually, etc. With this in mind, Dr. Samra shared some very interesting statistics:

• It is predicted that by end of 2021, the estimate is 40% of people will meet the criteria of a diagnosis of a major mental health issue.
• 1/3 of our households have some level of abuse or violence.
• As Senior Leaders, 20% will suffer from anxiety, depression, and alcohol misuse.
• Since covid, leaders are 50% more likely to report negative impacts on their mental health.
• 25% of leaders will say loneliness impacts them.

Psychologically Healthy & Safe Work Environments results in increased employee well-being and job satisfaction, resulting in greater employee engagement, better workplace relationships and a reduction in disability, absenteeism, and employee turnover.

As leaders, we want thriving, successful organizations. With this data, we have an imperative to take care of our teams.

Nov. 2^nd is our 2021 Round Table, which we are hoping to have in person, in Vancouver, hosted at the Vancouver Club. We are happy to announce the Keynote speaker: Tamara Vrooman, CEO at YVR, Chancellor of Simon Fraser University, and Chair of the Board for the Rick Hansen Foundation.

 

 

 

 

Great Discussion At Virtual Breakfast Forum

On today’s call, we welcomed our newest member Michael Hall, Executive VP Operations of Viking Air, an aircraft and parts manufacturer based in Victoria. Viking Air employs 400 people and manufactures the iconic Twin Otter aircraft.

All members agreed that everyone seems to be feeling the “languishing” – people are fed up, burn out, trying to do everything to keep morale up, and this is all taking its toll. Workforces are no longer looking forward to Zoom meetings, and mental health is still at the forefront of everyone’s minds. If it’s not dodging the actual disease, it’s keeping your mental health in check.

The question on everyone’s minds: what does work look like when this is “all over”? It was agreed that it’s a good idea to communicate and clearly lay out the plans for any reopening, to allow for certainty for employees.

While some employees are chomping at the bit to come back to the office, members agreed that we will probably never go back to 100% presence in the office. Depending on the industry, some require in-person working environments such as manufacturing, and others can function remotely, such as mostly administrative organizations. Most organizations are planning a hybrid approach, using “hot desks” and a part-time presence both at home and in the office.

Recently, WSBC has communicated that employers should take a cautious approach to the words used when discussing vaccinations with employees.  It is a slippery slope if employers are perceived as aggressively promoting getting a vaccine in order to come to work or supporting even minor consequences if they don’t.

We are all wrestling with similar issues. It’s clear that members are benefitting from belonging to an organization such as the EHSCBC, sharing issues, strategies and solutions, and celebrating successes, together.

A brief reminder of some upcoming events:

June 3^rd  – Join us for a mental health check, and presentation on resiliency by Dr. Joti Samra. Members will participate in a Q&A session and round table following the presentation.

Nov. 2^nd is our 2021 Round Table, which we are hoping to have in person, in Vancouver, hosted at the Vancouver Club. We are happy to announce the Keynote speaker: Tamara Vrooman, CEO at YVR, Chancellor of Simon Fraser University, and Chair of the Board for the Rick Hansen Foundation.