5 Workplace Safety Trends to Watch

Keeping employees safe on the job and minimizing the risk of related accidents and injuries are top priorities. While certain elements of occupational safety remain constant, others may change and evolve over time. It's important for employers to stay on top of the latest workplace safety trends and adjust their safety strategies accordingly.

In celebration of #NationalSafetyMonth, here are 5 Workplace Safety Trends to Watch:

1.    Utilizing Technology to Bolster Safety

The past decade has seen a rapid expansion in workplace technology, motivating many employers to incorporate new digital solutions within their operations. As it pertains to occupational safety, artificial intelligence (AI) and virtual reality (VR) tools have become increasingly popular.

To ensure the successful integration of this technology within existing occupational safety programs and larger operations, employers should consult trusted IT professionals. Employers will need to get their staff on board with such technology by highlighting its advantages and offering detailed guidance on proper usage.

2.    Prioritizing Mental Health  

In recent years, it has become more evident that poor mental health among employees—especially when caused by job-related stressors, heavy workloads or a lack of appreciation from management—is capable of creating occupational safety concerns in the same way that physical hazards can. According to the National Safety Council, instances of both moderate and severe mental health distress (e.g., excess stress, anxiety and depression) have been linked to a greater risk of workplace accidents and injuries. This is likely because employees facing mental health concerns are often less focused, engaged and aware of potential safety hazards, resulting in poor decision-making and unnecessary risk-taking.

Considering these findings, it’s clear that employers need to consciously protect their employees’ mental health by fostering a working environment that makes them feel supported in their overall well-being and comfortable voicing any issues regarding their psychological safety on the job. They can do so by conducting regular check-ins with employees to discuss their workloads and stress levels, training management on how to recognize and respond to signs of mental health distress among staff, and introducing dedicated well-being initiatives and resources for those in need (e.g., stress management programs and allotted mental health days in company leave policies). 

3.    Protecting Remote Workers 

The proportion of remote workers surged during the initial onset of the COVID-19 pandemic. Since then, some employees have gradually returned to the office, but a considerable share either continue to work from home full-time or utilize hybrid arrangements. Over the years, this trend has posed new occupational safety challenges, making it more difficult for employers to monitor remote employees’ working habits and ensure they uphold proper ergonomics.

To better protect these employees, it’s imperative for employers to include proper safety measures in their remote work policies. These measures may include requiring employees to follow traditional schedules or establishing maximum daily working hours, training staff on ergonomic best practices and encouraging them to maintain appropriate workstations (e.g., a supportive chair, a desk with sturdy legs and a flat surface, monitors placed at eye level, and a keyboard setup that permits relaxed shoulder and wrist positioning). If possible, employers should consider allocating a percentage of occupational safety program funding toward remote employees’ workstations. In some municipalities, this may even be required by law. Employers should consult legal counsel to determine their specific compliance needs.

4.    Promoting Safety Through Sustainability    

As stakeholders, regulators and the public continue to hold organizations more accountable for their environmental, social and governance (ESG) practices, many employers are connecting sustainability and occupational safety. Specifically, employers who neglect to address the environmental impacts of their operations (e.g., carbon emissions, pollution and hazardous waste) could leave their staff susceptible to lasting health issues, including respiratory problems, neurological conditions, certain cancers and cardiovascular disease.

In light of these concerns, employers simply can’t afford to ignore sustainability in their occupational safety programs. By regularly reviewing their ESG practices and adjusting them as needed to reflect current environmental developments and regulations, employers can keep stakeholders satisfied while cultivating a healthier workforce. Key sustainability initiatives for them to consider include switching to energy-efficient machinery, tools and technology; leveraging water and air filtration systems that limit both indoor and outdoor pollution; implementing effective waste management protocols; using personal protective equipment made from recyclable or otherwise eco-friendly materials; and taking steps to neutralize carbon emissions generated by their operations.

5.    Adopting a Culture of Safety 

Most employers recognize that successful organizations must promote safety in every aspect of their operations and that doing so comes with a series of advantages, including boosted staff morale, increased stakeholder trust and loyalty, higher productivity and efficiency levels, greater cost savings and bolstered regulatory compliance.

For employees to buy into a workplace safety culture, they need to be engaged. Employers can foster increased engagement among their staff by scheduling regular safety meetings, posting plenty of safety signage on-site and offering a range of written resources (e.g., workplace safety manuals and flyers). Although these efforts may require some initial investments, they will prove well worth the cost over time.

Do you need risk management and safety compliance guidance? Contact Menicucci Insurance Agency at 505.883.3683 or visit mianm.com/contact