What does a Code of Conduct have to do with Safety?
More and more we are seeing the Regulator re-enforcing the position that organisations must take proactive steps to create a workplace that is free from bullying, harassment and unlawful behavior. As part of their duty of care, organisations need to make their expected behaviour, values and culture in the workplace clear.
A succinct way of doing this is to have a Code of Conduct, a policy outlining the company’s values and principles, including expected standard of behaviour for all workers. The Code of Conduct needs to be communicated to all employees, monitored and enforced to ensure it is aligned with all workplace activities.
Businesses can include a Code of Conduct within their Safety Management System, and it should contain as a minimum:
1. Company values including those relating to safety and wellbeing of workers. These should be aligned with the organisations Culture and Vision.
2. Prohibited practices/ behaviour such as bullying, harassment, misconduct, drugs, and alcohol use.
Traditionally businesses have separate policies & procedures to outline the details of each prohibited practice e.g. process regarding worker use of prescribed medicine within the Drug and Alcohol policy. The Code of Conduct summarises the critical elements for each of these prohibited practices to ensure staff and visitors are aware they exist.
3. Core safety standard/ Golden Rules
Best practice businesses establish a set of Golden Safety Rules, which are rules which relate to management of critical risks within the business e.g. potential fatality risks or rules which align to the company values e.g. committing fraud, bullying, harassment etc.
Golden Safety Rules are universal and apply to all staff with such severity that, if breached, may result in dismissal. These often include: only to use equipment you are trained and authorised to use, never tamper with safety devices or guarding etc.
4. Disciplinary process for breaches.
Staff need to be clearly aware of the process that will be implemented if a breach of the Code of Conduct occurs, including their rights to ensure a safe and fair process.
Businesses may have additional elements within their Code of Conduct from other areas of the business, such as conflicts of interest, acceptance of gifts in the course of work etc.
All staff should be provided a copy at the time of their employment and the Code of Conduct discussion should be included in the company induction, with regular refreshers to ensure staff are reminded of the companies values, behavior and reporting process.
Managers should be trained to model the values and Code of Conduct for the organization, understand effective communication and engagement tools & techniques to ensure they can engage with workers on the expected behaviours and ensure their importance to the organization is clearly understood. They should also undertake periodic activities such as safety walks, staff safety moments and conversations to check the expected Code of Conduct is being followed by all staff and visitors at all times.
