Shared Accountability for Workplace Safety: IRS (Internal) and CSR (External)

Playing the blame game at the workplace is, more often than not, counterproductive. It does not amount to anything, and everyone walks home dissatisfied with the happenings of the day. 

A more effective approach is open and honest communication, which can only take place when all the members of a workspace exercise caution in their language, and at the same time feel secure enough to voice their opinion without fingers being pointed at them. 

Act First Safety encourages transparent communication at Ontario workplaces with its comprehensive JHSC training program. Our course covers both the roles of the IRS and CSR in workplace safety, emphasizing how they share responsibility for the same. 

In light of their joint authority in the safety department, we have discussed how the IRS and CSR can contribute positively by maintaining a strong distinction between accountability and blame. Let’s explore. 

Drawing The Fine Line Between Accountability and Blame

When we think of accountability, we usually think about who is responsible. But this approach often involves the element of blame. Unfortunately, with blame comes negative judgment, finger-pointing, and so on. So whether you have given or received blame, you know it can be a reactive and regressive force.

Accountability, on the other hand, is proactive and progressive – especially when managed right, as it leads to positive outcomes. The following chart draws a clear line between accountability and blame:

Why the Distinction Between Accountability & Blame Matters

They might feel like two sides of the same coin, but as you can see from the table above, accountability and blame are chalk and cheese. Distinguishing between the two is important for multiple reasons.

• Accountability is a proactive and predefined allocation of responsibility. It means being answerable for the outcomes of your actions or duties. For example, a manager is accountable for meeting a deadline. When they don't, accountability focuses on why the system or process failed and what steps they will take now to improve.
• Blame is a reactive, negative judgment often applied after the fact and with the benefit of hindsight, minus any realizations. That means it's simply the act of pointing a finger at someone. When blame is the primary response, people become afraid to report mistakes or near-misses, which ultimately hides systemic problems and prevents learning.

In a strong safety-first environment, the goal is to establish a Just Culture, which replaces the search for a person to punish with a comprehensive investigation into what failed in the system that allowed the mistake to occur in the first place. This separates an honest human error from gross negligence, maintaining accountability without resorting to counterproductive blame.

Internal Responsibility System or IRS & Its Contribution To Workplace Safety

Safety is everyone's business in all workplaces and should be managed collectively. This is the core philosophy of the Internal Responsibility System (IRS). The IRS is centred on the cooperative responsibility of the employer, management, supervisors, and employees to maintain a healthy and safe work environment for everyone.

Precautionary corrective action by the management at the earliest possible moment, whenever safety discrepancies are identified, is fundamental to the success of the IRS. Such precautions may be the result of hazard identification, safety risk assessments prompted by observations or by accidents and near misses, which are then followed up with a comprehensive report submitted to management. 

In fact, reports play a very critical role in the IRS. They allow for the solidification of the company’s commitment towards safety. In addition, they depict a devotion to safety from the employer that demonstrates good leadership practices. Oftentimes, this coordinated effort from hazard identification to reporting is driven by members of the Joint Health and Safety Committee, which cannot be formed without JHSC training.

For now, let’s explore more specifically who should be responsible for internal safety within the workplace among key stakeholders.

Employer Responsibilities

Employers are responsible for establishing a health and safety program that will serve as the entire organization’s safety system for all. In this regard, employers are responsible for:

• The employee’s protection and the provision of relevant safety information
• Provision of proper training to employees, along with safe and secure facilities to work in
• Establishment of a culture of hazard identification and correction of potential hazards
• Appointment of a competent supervisor in the workplace

It’s important to note here that a corporation's safety culture will be directly influenced by the caliber of its management and leadership – i.e,. how much they care about prioritizing compliance and adhering to it.

Supervisor Responsibilities

The responsibilities of supervisors in workplace safety include:

• Implementing safety measures within their scope of authority
• Complying with safety protocols
• Enlightening workers about their jobs and the dangers they can face
• Spending ample time with the workers as necessary for their safety
• Continuous oversight for all things safety, like hazards and risks and safety behaviors

In Ontario, much of this understanding is achieved in Supervisor Health and Safety Awareness in 5 Steps – a Ministry of Labour Immigration Training and Skill Development (MLITSD) training course that is mandatory for all workers.

Though compulsory, the 5 Steps training alone will not be enough to ensure maximum workplace safety. More comprehensive training is required – especially for supervisors. For them to fulfill their responsibility in a competent manner, they need to undergo Competent Supervisor training.

The knowledge achieved in competent supervisor training expands on the fundamentals found in the 5 Steps program and digs deeper into the role of supervisors, the skills they require, communication techniques they must use, legislation they should understand, due diligence, and much more.

Worker Responsibilities

While employees are the greatest asset of any organization, they are also critical in maintaining safety in the workplace. Their responsibilities include:

• Complying with established safety norms
• Wearing appropriate personal protective equipment (PPE) on the job
• Reporting unsafe conditions when they happen
• Knowing their rights, such as receiving information about potential hazards, participating in health and safety activities, and not participating in work that puts them or others at risk 

In Ontario, much of this understanding is achieved in the Worker Health and Safety Awareness program’s fundamental 4 Steps that are offered as a part of the Ministry of Labour Immigration Training and Skill Development (MLITSD) training. It is mandatory for all workers. However, very few places offer certified Worker Safety Awareness Training.

Corporate Social Responsibility (CSR) & Its Contribution To Workplace Safety

Corporate Social Responsibility (CSR) has become a fundamental part of modern firms in recent times. That said, its scope is much broader than the legal compliance and additional processes adopted by the employer. By embracing CSR, companies aim to:

• Enhance their environmental impact
• Contribute positively to society and community
• Practice morality and accountability
• Ensure employee protection by establishing a safe workplace

Meanwhile, the commitment to Occupational Health and Safety (OHS) and its inclusion in CSR helps to bring the best outcome for the company overall. OHS is not only a legal obligation, but it also helps to foster a positive, safe, and sustainable corporate culture. Hence, the outreach of CSR extends beyond OHS and becomes prominent, effective, and long-lasting. The benefits a company experiences as a result of CSR include:

• Strong safety compliance
• Protection of the workers
• Ethical commitment
• Enhanced productivity
• Improved corporate reputation
• Increased employee morale
• Positive social impact

Fundamentally, the Internal Responsibility System facilitates a partnership signifying a progressive safety culture where the employer, management, supervisor, and worker responsibilities converge into one focus.

Complementary to the IRS, a Corporate Social Responsibility strategy, along with safety compliance in an organization, protects its employees and enhances corporate reputation, performance, and societal impact. This approach is key for every employer to attain an ethical and sustainable success for their organization.

Generally, we see that the employer has the greatest responsibility, but the roles of management, supervisors, and workers cannot be overlooked in any way to achieve overall success for the corporation and its objectives. The roles of all workplace stakeholders and their adherence to their unique responsibilities create an entire workplace that is safer while improving the overall culture and effectiveness of the organization. 

Conclusion

As we can see, safety at the workplace is everyone’s responsibility. However, employers, employees, supervisors, and other key organizational members need to play their part well so everyone can bear the fruits of a carefully constructed culture of society. This requires comprehensive training. 

Act First Safety offers numerous courses and training programs geared towards ensuring worker safety in Ontario. Our JHSC training in particular covers all the basics of workplace safety – from the roles of IRS and CSR to relevant legislation and more. Contact us to learn about available course dates and their details. 

FAQs

Why is shared IRS and CSR accountability important in workplace safety?

Shared accountability divides the onus of safety and ensures every person or department does their job to keep the workplace safe. Moreover, it encourages open communication and proactive hazard reporting across teams and departments.

How can JHSC training help reinforce IRS and CSR principles?

JHSC training – especially the course offered by Act First Safety – aims to educate all participants about key safety topics such as hazard recognition, their legal rights and duties, and effective communication. This combination, in turn, ensures that the principles of both IRS and CSR are put into practice every day.

How long does JHSC training take?

Trusted JHSC training programs, such as those offered by Act First Safety, are typically divided into two parts. The first part is a 3-day course with 8 hours of learning each day. The second part is a 2-day course with 8 hours of learning. We also offer a refresher program that takes only 8 hours.