Journal of Research & Scholarly Output 2006 - Grimsby Institute of ...

harnessed the vast reservoir of untapped
knowledge and experience possessed by
the workforce? This question is difficult to
answer, particularly in consideration of the
irrefutable benefits of worker involvement.
Recent research conducted by the HSE
(HSE, 2005) suggests that the prevailing
safety culture within an organisation is a key
determinant of the extent of worker
involvement, yet this perspective may seem
somewhat paradoxical as effective worker
involvement is fundamental in supporting a
positive safety culture. In addition, issues
such as a lack of understanding of the
importance and meaning of health and
safety, perceived complexity of health and
safety legislation, and the associated time
and costs incurred in implementing new
practices, were all cited as substantial
barriers to involving the workforce in health
and safety.
Indeed, effective involvement of the
workforce in health and safety is vital. The
workforce know about their job and working
conditions and will have insights into how
they impact upon their health and safety.
They have the potential to identify key
issues and may already have suggestions
for improving health and safety at work. The
management of occupational safety and
health is always more successful when it
involves workers and their representatives
than when it is pursued unilaterally by
management. This assertion is backed up
by a growing body of evidence which
indicates that effective WISH has a positive
impact on both individual workers and
organisations as a whole. Research collated
by the HSE (Health and Safety Executive
n.d.) demonstrates that workers who are
involved are more committed and feel more
valued. This is reflected in greater job
satisfaction and a lower likelihood of leaving
the organisation.
Further research illustrates that those
organisations which encourage WISH, in all
its various forms, experience significant
improvements in health and safety
performance. In particular, empirical
evidence (Reilly et al., 1995) has shown, that
where trade union safety representatives
work together with employers, accident
rates can be up to 50% lower than where
managers alone make decisions over health
and safety.
One of the main problems lies in the fact
that current legislation does not support or
encourage effective WISH, nor is it relevant
to the ‘changing world of work’. The current
legal provisions within the UK promote
WISH founded upon the principle of
‘consultation’. The limitation here is that
consultation is an extremely weak form of
worker involvement, with many employers
establishing mechanisms to consult with the
workforce to meet minimum standards, but
more often than not failing to take heed of
suggestions and recommendations arising
from the consultation process.
Within the UK, we also have to be aware
that worker involvement operates within a
continually changing socio-economic
landscape. In particular, the number of
small firms continues to grow unabatedly,
most of which do not have trade union
recognition and may never even have heard
of the Health and Safety (Consultation with
Employees) Regulations 1996. In addition,
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