ORC Sightlines

July 2009

In this issue:

Withstanding Intensified OSHA Scrutiny of Safety Records

Concerned about allegations that occupational injuries and illnesses are underreported, the U.S. Occupational Safety and Health Administration (OSHA) is embarking on a program to enforce employer recordkeeping requirements. To help employers prepare, ORC’s Western OSH Group recently held a special in-depth training session, ORC Worldwide OSHA Recordkeeping Course: 10 Steps to Achieve “Expert” Status, which included the following advice on how to document and communicate the recordkeeping process:

  1. Identify people, organizations, and things involved in the process (nouns).For example, these might include employees, supervisors, external medical support, safety recordkeeper, workers' compensation coordinator, and industrial health & safety and ergonomics staff.
  2. Identify roles and responsibilities (verbs) of each. For example, the roles and responsibilities of the OSHA recordkeeper might include:
    • Understanding recordkeeping requirements.
    • Establishing and maintaining liaison with medical, safety, and line organizations.
    • Maintaining and updating occupational illness and injury records.
  3. Map the steps and linkages to show who does what and when and under what circumstances. The map below illustrates just the first few steps of a typical reporting and analysis process for on-the-job injuries and illness:

Steps in safety reporting

In the face of increased government scrutiny, employers should make sure that employees involved in the process are well-schooled in the mechanics of recordkeeping, as well as in determining when cases of illness or injury on the job are recordable, preparing records for inspection, and conducting effective self-audits. For more information about OSHA recordkeeping requirements and how to cure any vulnerabilities in your organization, contact Steve Newell or Bill Ament at +1-202-293-2980.

To learn more about ORC’s OSH networks, including the Western OSH Group serving employers on the West Coast of the U.S., contact Judi Freyman, +1-916-626-6820.

Global Organizations Grapple with Diversity Metrics

Diversity metrics in global organizations was the theme of the June 2009 Global Diversity Forum meeting. More than 30 members discussed the topic at GlaxoSmithKline in London and compared practices on the local, regional, and global levels.

The need for metrics is driven by a desire to create accountability for global diversity and inclusion efforts, as well as by grassroots requests. Interestingly, lesbian, gay, bisexual, and transgender (LGBT) employee affinity groups in particular are asking companies to collect and share data on gay and lesbian employees.

Finding measurements beyond the basics (gender, nationality, disability and LGB) that can be applied globally challenges both public and private sector organizations. As a result, leading organizations are looking beyond demographic data to "inclusion metrics”. One of the most challenging issues for global organizations is keeping abreast of local legal restrictions on diversity monitoring and cultural sensitivities. GDF members shared resources and data they have uncovered.

In a highly interactive session, Mary Martinéz, ORC’s Director of Workforce Management Consulting, shared how global strategy—through consideration of both the local business and workforce/workplace issues—can be translated to the regional and country level, accompanied by measurements that make sense relative to the issues to be addressed and the prevailing culture. Mary discussed the most basic types of metrics (e.g., tracking women in leadership positions globally) to more complex measures (e.g., evaluating progress on business-related objectives or subtle aspects of inclusion and access to career development opportunities).Throughout her discussion, she integrated findings of ORC’s research and best practice examples with guidance based on our overall model for diversity change management.

ORC will publish For Good Measure: Diversity and Inclusion Metrics later this summer. One of a series of Diversity and Inclusion Best Practices Guides, For Good Measure will show diversity and inclusion leaders how to measure the impact of diversity and inclusion efforts on the organization and its ability to fulfill its mission.

The Global Diversity Forum is an active community of practice for global diversity and inclusion leaders in multinational companies in the U.S. and Europe. For more information, contact Liz MacGillivray at +1-212-852-0406.

ORC Knowledge Center

Reducing Expatriate Program Costs Under the Balance Sheet Approach, a new article in the International HR Journal by ORC consultant Vince Cordova, gives a thorough, step-by-step explanation of the Balance Sheet Approach to expatriate remuneration and how it can be adapted to changing economic circumstances to help employers manage the costs of doing business internationally.

ORC’s Diversity and Inclusion Best Practice Guides give employers practical, proven strategies and tactics for building and sustaining strong diverse workforces and the work environments in which they can thrive. These Best Practice Guides are available free to members of ORC’s equality, diversity and inclusion Networks and at half price to other ORC Network members:

 

 

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