GETTING YOUR DUCKS IN ROW

download.jpgI have been asked, “how do I incorporate indigenous knowledge into workplace health and safety?” I offer two steps:

  1. Educate – learn some basic indigenous cultural values and find traits most common in good safety cultures.
  2. Engage – present your findings to workers. Get your ducks in row and agree which value can be used and which practices can reflect the values. I have not yet designed a way to evaluate steps one and two.

By presenting your findings and agreeing with workers which values and practices are relevant, you not only enfranchise them into safer workplace systems but also make the whole process open and practical.

Education

In this example, I am going to briefly describe tikanga Māori (guidelines for Māori culture). Five common tikanga Māori values and their meanings are:

  • Manaakitanga  –  Reciprocity of kindness, respect, humility, responsible hospitality, and caring for others and the environment.
  • Whakawhanaungatanga – Genealogy connects people through generations, kin, and lasting non-kin relationships.
  • Wairuatanga – Spiritual dimension of thinking, being, and doing, with a spiritual and physical being connected by a mauri—a unique life energy in everything
  • Auahatanga – Creativity, entrepreneurship, problem-solving, learning, confronting challenges, and adapting.
  • Kaitiakitanga – Preserving, sheltering, and protecting in relation to the environment.

There is considerable research describing traits for good performing safety cultures. I have highlighted some and included their meanings:

  • A reporting culture – Cultivating an atmosphere where people have confidence to report safety concerns without fear of blame.
  • A fair and just culture –  Where workers are not punished for actions, omissions or decisions taken by them which are proportionate to their experience and training, but where gross negligence, willful violations are not tolerated.
  • A collective mindfulness – where leaders and workers share common thinking and behaviors in terms of safety values, attitudes and practices.

Engage

The below diagram illustrates how manaakitangi can be incorporated into workplace health and safety. The wording describes how it relates to workers and their safety. Likewise, collective thinking and proactive reporting are traits for good performing safety cultures.

By placing in parallel indigenous cultural values and traits for good safety cultures,  workers especially indigenous, can appreciate where their cultural fits into their workplace health and safety.

CaptureSo what?

The value of this two step process is not limited to improving safer workplace practices.

Its foremost value is recognizing the good things that workers do at home and endorsing their shift to and use, at work.

I see no reason why tikanga Māori could not be supplemented by other values to enfranchise other workers from other cultures.

In New Zealand, I do think a re-think is in order, where safer workplace systems reflect accords between employers, workers and workplace health and safety. With the latter being a third person with all the rights, powers, duties, and liabilities of a legal person or something akin. Granting legal personage to things intrinsic to humans is becoming more common.

Next post? 

In my next post I will be discussing my upcoming research efforts.

SQUARE PEGS AND ROUND HOLES – WHERE AND WHY INDIGENOUS SAFETY

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A very brief “in-between” post in response to queries regarding which workplaces can be made safer if they are attuned with a relevant indigenous culture.

WHERE

In my mind, those workplaces include:

  1. A high proportion of indigenous workers
  2. A mix of indigenous and non-indigenous workers, where the latter can affiliate with an indigenous culture
  3. A mix of the above workers and new migrant workers, where the latter may feel more inclined to participate where an indigenous culture is recognized.

In workplaces two and three, indigenous culture can bring on board and enfranchise non-indigenous workers that are at no less risk. I see indigenous culture as the peg in the ground. I see no reason why other cultures cannot be included in safer workplace systems.

WHY

Reading between the lines, the underlying question is why introduce an indigenous culture into the workplace. I offer four reasons:

  1. Why not? If the worker follows cultural values at home to improve their well-being then why wouldn’t you allow them at work.
  2. Indigenous workers are the most at risk in the world, and other workers in the same predicament usually live in the same communities. They may readily affiliate to notions found in indigenous cultures.
  3. In New Zealand, its a legal duty to engage workers in their health and safety and provide them with opportunities to participate. This can be more effective in some workplaces attuned with a relevant indigenous culture.
  4. Conventional and culturally indifferent safer workplace systems in the kinds of workplaces I have listed can represent square pegs and round holes. They can obscure key safety messages, impede worker participation and thwart a sustainable safety culture from developing. They can inadvertently provide a false sense of safety.

AND WHO

Unsurprisingly, leaders need to set the agenda and workers need to participate but the tipping point may come fast.

That quiet unassuming machinist might just come forward with a wealth of indigenous knowledge and his colleagues may just be able to apply it as a safer practice.

It’s a bold move to legitimately introduce an indigenous culture into a workplace. I take my hat off to leaders who try improve worker safety. After years of being the experts, they have to let go of their inhibitions and expose themselves to skepticism – that takes courage.