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Many environmental health and safety professionals are leaning into the new technology and learning as much as they can about both AI’s potential positive and negative consequences in the EHS field.

Though convinced that we have made strides with equipment and safer processes, I am equally convinced that we are stuck on a hamster wheel.

It may be tempting for HR pros to use AI assistance to resolve the more complex accommodation requests of the Pregnant Workers Fairness Act.

To make any permanent significant change to companies’ organizational systems, practices, or procedures, one has to modify the culture.

Almost 70% of safety pros work for corporations with deep pockets, revenues in the billions, resources that run wide and deep, with often large EHS staffs.

Do your employees truly know what to look for and can they recognize the hazards and risks associated with their tasks? Is it psychologically safe to openly recognize hazards and risks and choose safe actions within the culture? 

Final rules for the Pregnant Workers Fairness Act are now published. The following should be your priority actions to ensure compliance and success with the new law.

While most of the following best-in-class tips are not new, they can help an organization become more proactive when it comes to safety efforts.

Another way of feeling safe on your job is in terms of psychological safety. This is mental and emotional safety. Do you feel it’s safe for you to put it out there — opinions and ideas?

The Total Recordable Incident Rate (TRIR) has become a universal metric. For the few that are not familiar with the TRIR calculation, let’s do a brief review.