513175 Safety Culture Assessment in Ten OIL Companies in Trinidad and Tobago

摘要

An assessment of the safety culture often (10) petroleum companies in Trinidad and Tobago was conducted in 2015 with the following objectives: Conduct a comparative study on safety culture Benchmark safety culture results against an international industry benchmark database Identify strengths and weaknesses in the safety culture and provide recommendations for improvement.A Safety Culture Survey was developed using the Health and Safety Laboratory’s (HSL) Safety Climate Tool which adopted eight (8) safety culture elements.The study was conducted for a six month to determine the status of Safety Culture within each of the ten (10) petroleum companies.Ninety percent (90%) of the companies surveyed met the 30% response rate standard.The companies were benchmarked against the international industry benchmark database.Comparing the HSL’All Industry Average’it was seen that only one company obtained benchmarks consistently above the HSL’s average International Benchmark in all eight (8) elements and also obtained the highest benchmark of the ten (10) companies in five (5) of the eight (8) elements assessed.All ten (10) companies exhibited wide fluctuations of benchmarks between the eight (8) elements.These fluctuations between the eight (8) elements within each company and differences in trends between the ten (10) companies illustrate the uniqueness of the safety culture characteristics of each individual organization.It was concluded that for several companies,the employees’perception of safety culture is average and there is room for improvement.Recommendations were provided to improve safety culture in all ten companies as well as the industry in general.Key recommendations for improving safety culture in the companies were provided as follows: Introduce incentive programs,visible leadership by management through participation in inspections,tours,tool-box talks and committee meetings.Provide communication programs geared to all levels of the workforce;implementing hazard identification/risk management programs that are supported by incentives for motivation.Develop and implement a detailed Disciplinary Procedure;recognizing the role of human error during investigations.Make procedures more easily understood through the use of diagrams and pictures and focusing on training to ensure systems and expectations of procedural compliance are clearly understood.Foster a supportive work environment where workers feel empowered,valued and equal and able to challenge each other concerning unsafe behaviors.Ensure systems for incident reporting are clearly communicated,providing feedback to workers concerning the outcome of reports and devoting significant efforts to the collection of near miss data.Word Count: 412