The Relationship Factor in Safety Leadership by Rosa Antonia Carrillo

Author:Rosa Antonia Carrillo
Language: eng
Format: epub
Publisher: Taylor and Francis
Published: 2020-08-15T00:00:00+00:00

A policy can’t make it safe to speak up

We all know that policy doesn’t change behavior, but companies still expend a great deal of energy getting the right wording in hopes that it will shift an attitude and behavior. It is thought that by gathering a group of peers to give input and write the policy, it will gain wider support. These are important steps, but the intention behind the policy often falters in application. I believe this goes back to what we learned about complex adaptive systems: circumstances and meaning are always shifting.

We can find a perfect example in an organization I have tremendous respect for: the US Nuclear Regulatory Commission (NRC). The NRC is extremely vocal about the importance of leadership’s role in creating a nuclear safety culture, and has many policies and programs to protect an individual’s right to raise nuclear safety concerns.

I selected the Differing Professional Opinions (DPO) policy because it falls in line with the topic of creating a psychologically safe environment in which to speak up. The goal is to support the free expression of differing opinions and maintain trust (Directive 10.159). The purpose of the DPO is:

To ensure that all employees have the opportunity to (a) express DPOs in good faith, (b) have their views heard and considered by NRC management, and (c) be kept fully informed of the status of milestones throughout the process.

To protect employees from retaliation in any form for expressing a differing opinion.

To recognize submitters of DPOs when their DPOs have resulted in significant contributions to the mission of the agency.

To provide for agency-wide oversight and monitoring, to ensure that implementation of these procedures accomplishes the stated objectives, and to recommend appropriate changes when required.

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