How Workers’ Economic Worries Could Undermine Workplace Safety

A large manufacturer with financial problems is forced to lay off 20 workers. And it warns the remaining workers that these layoffs may unfortunately not be the last. After this warning, a worker notices that a part on a piece of machinery is broken. The worker knows that the machine is unsafe to use in this condition. But he also knows that replacing the part is likely to be expensive. Afraid of being blamed for costing the manufacturer money—and thus being targeted in the next round of layoffs—the worker jury-rigs the machine without telling his supervisor or anyone else. Two days later, another worker is seriously injured using that machine when the makeshift repair fails. THE PROBLEM Workers across Canada are sensitive to the current economic situation and concerned for their jobs. This sensitivity may make them fearful of doing anything to draw attention to themselves, such as expressing concern about an unsafe condition, reporting a near miss or safety incident or engaging in a work refusal. Of course, when workers shy away from speaking up about safety matters, hazards may go unaddressed, the workplace becomes more dangerous and the company’s liability risks increase. THE EXPLANATION Under the internal responsibility system on which Canadian OHS laws are based, workers aren’t just passive beneficiaries but active participants in their own safety. If they recognize that a piece of machinery, equipment or condition poses a danger, they’re expected to point it out and, if necessary, refuse work rather than subject themselves or their co-workers to risk of injury. But if workers aren’t willing to step forward and play this role, the system can break down. One of the unfortunate effects of the economic downturn is the chilling effect it has on workers. Reporting hazards, refusing work and other actions that workers take to promote workplace safety require a certain amount of courage and a willingness to assert rights in a way that challenges management. But workers are less willing to be assertive when they’re more fearful than usual of losing their jobs, especially if the company has already laid off some workers. In this environment, workers may go to great lengths to stay off the company’s radar. For example, a study has shown that workers report fewer safety incidents during recessions. Why? Workers may believe that reporting a safety incident makes them an attractive layoff target. After all, the company may conclude that workers who report incidents are more “accident-prone” than other workers. So if the company has to cut its workforce due to economic conditions, it’s more likely to let go those workers who have reported incidents than those who’ve never had a safety incident. Thus, workers may stay silent about safety incidents rather than reporting them and risking unwanted attention. (For more information on the relationship between workers’ worries about the economy and the reporting of safety incidents, click here.) The same arguments may also apply to other safety-related behaviour, such as engaging in a work refusal or reporting an unsafe condition. Workers may similarly feel that such acts may place them on the company’s short list for future layoffs. Of course, you can’t discipline a worker for refusing dangerous work, complaining about a safety problem, joining a JHSC or exercising any other safety right granted by the OHS law. But in these economic times, workers may have little faith in such protections. THE SOLUTION As a safety coordinator, you should be aware of the concerns workers may have about the economy and how those concerns may impact safety in the workplace. Reassuring workers that they won’t be disciplined or fired if they raise safety concerns, report incidents or engage in other activities protected by OHS law is something you should already be doing. But when the economy is in a recession and workers fear for their jobs, you need to go out of your way to ensure that this message gets through. To help you deliver this message and calm workers’ fears, the Insider has put together a notice that you can distribute to workers, post in the workplace and/or publish in your company’s newsletter.