If you've read any of my recent blog or LinkedIn posts, you'll know I'm a HUGE fan of ai-driven ergonomics. It's more accurate and cost-effective than the previous systems.

BUT…some companies don't realize the full benefit. I'll outline some reasons for that below.

But first, let's define what I mean by ai-driven ergonomics – so that we're all on the same page.

Introduction to AI-Driven Ergonomics

At the fundamental level, ai-driven ergonomics usually involves a camera-enabled cell phone or tablet and some software. After you take a video of the potentially hazardous work task, upload it into the software. The software tracks body limb segments and calculates joint angles (all without any markers on the body).

Most of these software programs (and there are many of them available) base their calculations on the Rapid Entire Body Assessment (REBA) or the Rapid Upper Limb Assessment (RULA) formulas for calculating an overall risk score for the task. These two assessments are the gold standard in ergonomics for calculating an overall risk score.

After the analysis (typically lasting less than 5 minutes), you will have an overall risk score for the task and individual risk scores for various limb segments. The limb segment scores help you focus your hazard reduction efforts.

The final step is synthesizing the software data, understanding the task being performed, and then making recommendations for hazard reduction. This last step is where expertise in ergonomic risks and countermeasures is critical…something the software cannot do for you.

How AI-Driven Ergonomics Work

ErgoScience has over 30 years of expertise in helping enterprise-level organizations create and strengthen their safety cultures using our proven research-based injury prevention programs. Some of these programs include pre-hire post-offer physical abilities testing; job demands analysis, and AI-powered computer vision ergonomic risk assessment and training. We understand the importance of a strong safety culture and have helped numerous organizations significantly reduce incident rates and operating costs.

Why AI-Driven Ergonomics Doesn't Create Maximum Benefit for Some Organizations

Sounds simple. What can go wrong?

In our experience, there are three main reasons why ai-driven ergonomics doesn't create maximum benefit for some organizations.

Lack of Expertise

It's one thing to upload the video to the software and calculate a risk score. With most programs, only a few minor manual inputs are necessary. But once you get the risk score, what recommendations will you make?

• Will you try to train workers in a different procedure or different body positioning? If so, what is the most effective way to teach them?
• Will you recommend different positioning of materials or supplies? A new racking system? Gravity flow or motorized conveyors?
• An overhead hoist?
• A two-person lift?
• Will you suggest a job rotation? Do you have enough job variability for that? Rotating someone from one shoulder-intensive job to another shoulder-intensive job won't help.
• More proactive equipment maintenance?

The great thing about ai-driven ergonomics is that you can make before and after assessments. If you cut the risk score in half, that's great…but will it be sustainable?

If all of your recommendations are contingent upon employees following a new procedure or using new equipment, will they be able to follow the new processes? If not, your recommendations won't be practical.

Knowing which recommendations work in a given situation dramatically depends on understanding the corporate safety culture. If an organization truly puts safety first, administrative or training solutions might be more effective. But your training and administrative solutions might not make much difference if productivity trumps everything else- even safety.

Some organizations expect their safety people or front-line supervisors or managers to become experts in ergonomics with a brief course of instruction. Others claim their insurance carriers have safety experts that will do their assessments for "free" (not really because the cost is built into their premium cost).

In our experience, these individuals are typically trained in some basic ergonomic concepts in a short course and equipped with the software. Still, they lack the proper expertise that comes with professionals who have extended training in human movement and biomechanics, such as physical and occupational therapists and ergonomists.

Some organizations have found success using a combination of internal associates for ai-augmented data collection, supplemented with consultants who review the videos and reports and collaborate with internal staff on recommendations.

Lack of Budget & C-Suite Support For Ergonomic Changes

AI-driven ergonomic assessments are great. But if there's no budget for training or making ergonomic changes, why do the evaluations in the first place? You need the resources to fix the problem.

Perhaps you'll use the data for the upcoming year's budget rationale or justification?

At any rate, the C-Suite has to be behind the project. And getting C-Suite buy-in can be challenging. They must see that the project will have a positive return on investment (ROI). Research at the Liberty Mutual Research Institute for Safety shows that $3-$6 is saved for every $ 1 invested in safety.

On average, employees who work in pain experience a 10% reduction in productivity if they are working in pain. If an employee earns $50,000/year, as much as $5,000 in salary per year might be lost to discomfort. Not to mention the lost revenue to decreased productivity.

How much more productive could your employees be if you could increase their comfort? How many individuals in your organization are working with pain or discomfort day in and day out?

When indirect and direct costs are considered, one lost-time musculoskeletal injury costs approximately $60,000-$80,000. How many of those injuries does your organization experience each year?

These figures and an estimated project cost can help determine the project's ROI. And targeting the jobs producing the most injuries can help you narrow the project scope so that your organization realizes the most benefit for the least expense.

Ensuring you can align your ergonomic project with one of your organization's strategic initiatives also helps justify the project in the eyes of your executives.

Employees Don't Embrace the Changes

One of the best ways to ensure that your ergonomic assessments and countermeasures won't lead to meaningful change is to fail to ask the employees for input. Employees who do the job day after day have ideas about making the job easier and more efficient. And your ergonomic changes need to be compatible with their ideas.

Every time I've walked into an organization, I'd had a nickel for every time I saw heavy material handling that equipment could minimize. And when I investigated further, I found they already had that equipment. But it was sitting in the corner collecting dust.

Why? Because no one consulted the employees, and for one reason or another, the equipment slowed them down or wasn't effective in reducing the load. If only they'd been consulted…

When videotaping hazardous tasks in the field, it's an excellent time to ask employees what they think. If you tell them you're trying to make their jobs easier and ask for their opinions, they'll likely share valuable information that can guide your recommendations. And their cooperation will be much better when it comes to implementation.

When it comes to ergonomic training, ai-assisted ergonomic assessments can show the difference in hazard scores before and after the recommendations are followed. The dramatic decrease in hazard scores motivates employees to adopt the new, more ergonomic work practice. As the old saying goes…a picture is worth a thousand words!

Success with AI-Assisted Ergonomics

Success with ai-assisted ergonomics hinges on getting three things right:

1. The right level of expertise. Going it alone might not yield the result you desire.
2. The proper support from your executives. Get them on board through ROI and strategic alignment.
3. The excellent cooperation from your employees. Ask for their input.

If you would like more information on ai-augmented ergonomic analysis and recommendations, you can contact ErgoScience. [INSERT LINK to Meeting form?]

What is a Strong Safety Culture?

Safety culture is the values, behaviors, and attitudes an organization and its Industrial Athletes have towards safety and its importance in the workplace. It's a multi-year process that requires commitment from the entire organization, especially at the executive level. Safety is an integral part of daily operations, and a blue-ribbon safety culture is essential for maintaining high safety standards in the workplace.

Defining Safety Culture

A strong safety culture actively promotes and prioritizes safety in all aspects of work. This includes strict processes for reporting, inspections, training, and overall safety management. It also means that coworkers routinely look out for one another and point out unsafe behaviors to each other. It's not just about following rules and regulations but creating a positive work environment where employees feel valued and supported.

Benefits of a Strong Safety Culture

When employees feel that their safety is a top priority, they are more likely to be engaged and motivated, leading to increased productivity and overall job satisfaction. According to the Occupational Safety and Health Administration (OSHA), "employees who feel that their employer cares about their safety and health are more likely to take pride in their work and be more productive." 

According to the National Institute for Occupational Safety and Health (NIOSH), a strong safety culture "can lead to fewer injuries and illnesses, as well as improved overall organizational performance." When an organization has a strong safety culture, it sets high standards for all safety processes. As a result, the organization experiences fewer incidents and related costs, such as medical expenses and lost productivity. But a strong safety culture goes beyond just reducing costs. It also leads to higher productivity, lower turnover rate, increased worker participation, and higher levels of commitment to safety.

How Does ErgoScience Help Create a Strong Safety Culture?

ErgoScience has over 30 years of expertise helping enterprise-level organizations create and strengthen their safety cultures using our proven research-based injury prevention programs. Some of these programs include pre-hire post-offer physical abilities testing, job demands analysis, and AI-powered computer vision ergonomic risk assessment and training. We understand the importance of a strong safety culture and have helped numerous organizations achieve significant reductions in incident rates and operating costs.

Our Proven Programs for Injury Prevention

Our pre-hire testing involves using 1st party-validated research-based tests to determine the physical abilities of the job applicant post-offer but pre-hire. This test is created based on the job analysis, which identifies the most physically demanding aspects of the job: pushing, pulling, lifting, squatting, reaching, or gripping.

We use the job demands analysis to create a one-to-one pre-hire test specific to one job at one individual company. Every test is unique because every job is unique. Tests can even vary from site to site within the same company for the same job based on different procedures or environmental factors. The fact that our testing replicates the job's physical demands makes sure the test remains legally defensible.

Our competitors use machine-based testing, strength and fitness testing, or tests that aren't validated by 1st or 3rd party research and are mostly the same for every company and job. This leaves employers open to lawsuits and violations from their applicants, employees, or the EEOC & ADA.

What Does a Strong Safety Culture Look Like?

So, what does a strong safety culture look like? In a company with a strong safety culture, coworkers routinely look out for one another and point out unsafe behaviors to each other. It's not just about following rules and regulations but about actively promoting and prioritizing safety in all aspects of work. This includes holding regular safety committee meetings and creating recognition programs to reward safety champions. The result is a safer work environment for all employees and decreased incidents.

Characteristics of a Strong Safety Culture

Several key characteristics are omnipresent in a strong safety culture. These include:

• Commitment From The Top: A strong safety culture begins with the organization's leadership, which must be fully committed to prioritizing safety in all aspects of the business. This includes setting clear safety goals and expectations, allocating resources towards safety initiatives, and holding all employees accountable for their safety behavior.
• Employee Participation: A strong safety culture is built on the active involvement of all employees. This means encouraging employees to report near misses and incidents, engaging in regular safety training and drills, and fostering a culture of open communication and transparency.
• Clear Communication: Effective communication is key to a strong safety culture. This includes regularly sharing safety information and updates with employees, providing clear safety protocols and procedures, and actively listening to and addressing employee concerns.
• Continuous Improvement: A strong safety culture is never static – it is constantly evolving and improving. This means regularly reviewing and updating safety protocols, identifying and addressing potential hazards, and continuously seeking new ways to improve safety in the workplace.

Examples of Companies with Strong Safety Cultures

There are numerous examples of companies that have successfully implemented strong safety cultures. One such company is Kroger Manufacturing, which reduced its recordable injury rate by 83% over 10 years by implementing a comprehensive safety culture program. Other examples include Safeway, Toyota, and DuPont, all of which have implemented robust safety culture programs that have significantly improved safety performance.

How Can Your Organization Benefit from a Strong Safety Culture?

So, how can a good safety culture benefit your organization? For starters, it can increase your organization's productivity by reducing time stoppages due to injury. It can also reduce thousands of dollars in operating costs incurred over the lifespan of workplace injuries. In addition, a strong safety culture can lead to higher productivity, lower turnover rate, increased worker participation, and higher levels of commitment to safety.

Reduced Costs and Increased Productivity

A strong safety culture can significantly impact an organization's bottom line. According to the National Institute for Occupational Safety and Health (NIOSH), a strong safety culture "can lead to fewer injuries and illnesses, as well as improved overall organizational performance." A strong safety culture can lead to fewer incidents and related costs, such as medical expenses and lost productivity. When an organization has a strong safety culture, it sets high standards for all safety processes, including strict procedures for reporting, inspections, training, and overall safety management. As a result, the organization experiences fewer incidents and related costs, leading to increased productivity and improved financial performance.

Improved Work Environment and Employee Engagement

A strong safety culture also creates a positive work environment where employees feel valued and supported. When employees feel that their safety is a top priority, they are more likely to be engaged and motivated, leading to increased productivity and overall job satisfaction. According to the Occupational Safety and Health Administration (OSHA), "employees who feel that their employer cares about their safety and health are more likely to take pride in their work and be more productive." A positive work environment can also lead to improved employee retention, as employees are more likely to stay with a company that values their safety and well-being.

Increased Compliance and Legal Defensibility

In addition to the financial benefits, a strong safety culture can help an organization comply with regulations and avoid legal issues. When an organization has a strong safety culture, it sets high standards for all safety processes, including strict processes for reporting, inspections, training, and overall safety management. This helps the organization meet regulatory requirements and avoid costly fines and legal issues. A strong safety culture can also help an organization defend itself during a lawsuit, as it demonstrates a company's commitment to safety and a proactive approach to risk management.

Creating a Culture of Safety: Key Steps for Success

Creating and maintaining a strong safety culture takes time, effort, and commitment from the entire organization. It requires ongoing communication, training, and safety policies and procedures reinforcement. It also requires effective leadership and a commitment to making safety a top priority. Creating a strong safety culture requires a long-term commitment from the entire organization, especially at the executive level. Here are four key steps to help improve performance and productivity through a culture of safety:

Step 1: Commitment from the Top

Leadership must be fully committed to safety and make it a top priority for a safety culture to thrive. This includes setting clear safety goals and objectives, allocating resources for safety initiatives, and leading by example. When leadership is committed to safety, it sets a tone for the entire organization and shows that safety is a core value.

Step 2: Employee Participation

Encouraging employee participation in safety is crucial for building a strong safety culture. This includes giving employees a voice in safety decision-making and involving them in identifying and resolving safety issues. When employees feel that their input is valued and that they have a stake in the safety of their work environment, they are more likely to be engaged and motivated.

Step 3: Clear Communication

Effective communication is essential for building a strong safety culture. This includes communicating safety expectations, providing regular safety training, and encouraging open communication about safety concerns. Organizations can proactively identify and address potential risks before they become incidents by fostering an environment where employees feel comfortable speaking up about safety issues.

Step 4: Continuous Improvement & Training

Creating a strong safety culture is an ongoing process that requires continuous improvement. This includes regularly reviewing and updating safety policies and procedures, conducting regular safety audits, and tracking and analyzing safety performance data. By continuously improving safety processes, organizations can identify areas for improvement and make ongoing progress toward a more robust safety culture.

Conclusion 

When an organization has a strong safety culture, it sets high standards for all safety processes, including strict procedures for reporting, inspections, training, and overall safety management. This is achieved through the use of accountability systems that promote a sense of commitment to safety and encourage employee participation and accountability in workplace safety. As a result, the organization experiences fewer incidents and related costs, such as medical expenses and lost productivity.

But don't just take our word for it. Numerous reputable institutions have recognized the importance of a strong safety culture. According to a study by the University of California, Berkeley, "a strong safety culture is essential for the success of any organization."  The Center for Disease Control and Prevention (CDC) also states that "a strong safety culture can be a powerful tool for improving the health and well-being of workers."

These factors contribute to a positive work environment that ultimately improves employee satisfaction and retention. A strong safety culture can also improve a company's reputation and brand image. Consumers are increasingly choosing to do business with companies that prioritize safety, and a strong safety culture can help attract new customers and business partners.

ErgoScience Can Help

At ErgoScience, we understand the importance of a strong safety culture and have the expertise and resources to help your organization create and maintain one. Contact us today to learn more about our injury prevention programs and how we can help your organization improve its safety culture.

So don't wait any longer. You can start building a strong safety culture at your organization today. The benefits are clear, and the time to act is now. You can contact ErgoScience at jamisonbaker@ergoscience.com to learn more about how we can help you create a culture of safety that will benefit your employees and your bottom line.

If you're involved in the safety industry, you're familiar with the acronym OSHA. But do you know what OSHA is or what they do? Is OSHA the boogeyman, constantly hiding behind the next corner, waiting to pounce on your next mistake?

Well, information cancels out fear, so let's do some education.

OSHA:

The Occupational Safety and Health Administration, more commonly known by its acronym OSHA, is responsible for protecting worker health and safety in the United States. Congress created OSHA in 1971 following its passage of the Occupational Safety and Health Act of 1970 to ensure safe and healthy working conditions for workers by enforcing workplace laws and standards and providing training, outreach, education, and assistance. In 1970, when the Government enacted the OSHA Act, there were 14,000 worker deaths and 2.5 million disabled workers in the United States. The Bureau of Labor Statistics (BLS) reports that by 2017 the workforce in the U.S. had almost doubled, but the number of worker deaths had decreased to 5,000, which, when adjusted for workforce growth, amounts to a nearly 80% reduction in workplace deaths. And it's not just deaths; recordable instances have dropped from 10.9 per 100 workers in 1970 to 2.8 per 100 workers in 2017.

OSHA Coverage:

OSHA coverage extends to most, but not all, private-sector employers and their workers. OSHA rules cover most non-public workplaces, including construction, logging, manufacturing, and many others. The agency also covers some public sector employers and their workers, usually through state OSHA agencies that regulate public sector employers. However, OSHA does not protect self-employed workers or immediate members of farm families who do not employ non-family workers. OSHA extends throughout all U.S. states, territories, and jurisdictions. States can have their own federally approved occupational safety and health regulatory programs (currently, 22 states do), called state plans. The State-Plan States must have regulations as stringent as federal OSHA regulations, but they can also implement stricter rules if they choose.

OSHA Standards: 

OSHA determines which standards and requirements apply to workplace environments and then enforces employer adherence to those standards and requirements. OSHA sets these standards and conditions based on workplace research and input from subject matter experts and other stakeholders. To help employers adhere to its standards and requirements, OSHA offers training and consultation to educate employers and employees. OSHA must explain the procedures, equipment, and training that employers and workers must use to reduce hazards and ensure safety measures specific to the employers' workplace and workers' jobs.

OSHA Enforcement:

In addition to education and training, OSHA is tasked with enforcement. OSHA officials can issue fines ranging into tens of thousands of dollars for violations (even more for repeat violations) and refer violators for criminal prosecution if they deem such action warranted. Recently, OSHA has even referred workplace safety violations to state district attorney offices in fatality cases, allowing individuals (owners, safety managers) within an organization to be charged when willful negligence is found.

OSHA is also tasked with identifying possible causes of job-related injuries, deaths, and illnesses. According to a U.S. Department of Labor release, just last week, OSHA cited Dollar General with four willful and ten repeat violations for "failing to keep receiving and storage areas clean and orderly, and stacking materials in an unsafe manner. These violations exposed workers to hazards associated with slips, trips, and being struck by objects." [1] The company faces $1,682,302 in proposed penalties after these inspections, a portion of the more than $9.6 million total initial penalties the company has received since 2017. To date, OSHA's most significant action has been against B.P. Products of North America Inc., following a 2005 explosion and fire at the B.P. Texas City Refinery, which killed 15 workers and injured 170. The proposed penalties totaled $87.4 million.

OSHA Compliance:

To comply with OSHA requirements, employers must take several specific actions; those include inspecting the workplace for potential hazards, eliminating or minimizing hazards, keeping records of workplace injuries and illness, training employees to recognize safety and health hazards, and educating employees on precautions to prevent accidents. OSHA also requires employees to follow the rules, such as complying with all applicable OSHA standards, following OSHA safety regulations, wearing required protective equipment, reporting hazardous conditions, and reporting job-related injuries and illnesses. OSHA also protects employees by guaranteeing a host of rights. Those include the right to have copies of OSHA regulations and request information about workplace hazards, precautions, and procedures. To request OSHA inspections if they believe hazardous conditions or violations exist in their workplace and to refuse to be exposed to the danger of death or serious physical harm.

Additionally, OSHA and federal laws protect workers who complain or report possible violations to their employers, OSHA, or other agencies against retaliation. Employers are prohibited from taking adverse personnel action against a whistleblower. Employees who feel their legal rights have been infringed upon can file a complaint to OSHA alleging employer retaliation.

Why you need OSHA's help:

Just because OSHA has regulatory and even punitive capabilities doesn't mean they are the bad guy. We all want our team members to go home in the same condition they showed up to work in, and OSHA wants the same thing. Because of this, OSHA offers "no-cost and confidential occupational safety and health services to small- and medium-sized businesses in all 50 states, the District of Columbia, and several U.S. territories, with priority given to high-hazard worksites. On-Site Consultation services are separate from enforcement and do not result in penalties or citations. Consultants from state agencies or universities work with employers to identify workplace hazards, provide advice for compliance with OSHA standards, and assist in establishing and improving safety and health programs." [2]

Conclusion: 

So, use the tools that OSHA has provided, and when you need additional help identifying and remediating the issues, contact ErgoScience. With 30 years of experience in ergonomics and injury reduction, we can help you identify and fix the problems. And if you've engineered out the ergonomics issues but still have injuries, you're hiring the wrong people. We can help with that too. Let us show you how a legally defensible pre-hire physical ability testing program can help you put the right people in the right jobs, and you sit back and watch your injuries drop by an average of 73%.

HURRY! Contact us today for more information.

(1] https://www.dol.gov/newsroom/releases/osha/osha20221017

[2] https://www.osha.gov/consultation/

 Hint… It’s not that weirdo from procurement who steals your Cheetos and then wipes their hands on your chair

You’ve probably heard or read the term PAT in relation to hiring, especially for physically demanding jobs. But, what does the term PAT stand for, and what does it really mean? This blog will help you better understand what PAT is and hopefully inform you how a well-designed pre-hire, post-offer PAT can help you identify candidates who are less likely to end up on your OSHA recordables log and help keep production at your facility running at full steam.