Do traditional approaches unintentionally blame front-line workers instead of fixing broken organisational systems?
This Safe As Quickisode on YouTube unpacks how an international energy company redesigned its Just Culture (JC) framework to shift focus from individual culpability to systemic weaknesses.
This company found that traditional approaches relied on judgement terminology, like violation or negligence, and frequently misapplied as disciplinary tools.
Their redesigned JC tried to address these limitations, including:
a. decoupling the analysis from discipline
b. separating the evaluation of system conditions from HR disciplinary actions
c. neutral language by removing terms like violation
d. evaluating supervisory influence and management decisions alongside worker actions
Based on this case study, they found that 90% of non-conformances stemmed from underlying system weaknesses, like from unclear procedures, resource constraints, or task complexity.
The revised tool led to 55% of corrective actions being tied to system improvements, whereas disciplinary action occurred in only 5% of cases.
Check out the vid – and please help share with your network! 🙏
#safety #justculture #restorativejustice #restorativeculture #blame #accidents
