It’s no secret that humans are all shapes and sizes. All you have to do to see these different sizes is look around you while you are at work, the grocery store, the airport, a sporting event, etc. How do we account for these different sizes of human operators in the work environment? The answer is using anthropometric data.
The American workforce is aging, as workers live longer and postpone retirement. In the face of these demographic facts, the concept of the “age-friendly workplace” is emerging from academic research into implementation.1
The fact that our workforce is aging1 has been viewed with alarm in some quarters—but a realistic assessment accentuates the positive. On the Society for Human Resource Management web site, Dana Wilkie points out that older workers, blue-collar and white-collar, tend to bring to the table experience, professionalism, a strong work ethic, lower turnover, and solid knowledge of the job.2
So to get and hold these valuable workers, these strategies are helpful:
It’s no secret the workforce is aging at a rapid pace. In fact, according to the Bureau of Labor statistics, 1 in 4 of the 164 million labor force will be 55 and older by 2024. There are many reasons for this changing demographic including lower birth rates and the financial and emotional need for workers to stay in the workforce well past traditional retirement age. We are not here to solve the global issue
but rather offer some proactive measures to assist employers in keeping their workforce safe
Every employer wants a healthy, injury-free work force to get the job done. Safety is crucial here.
Recount the last time an employee at your facility had a “sprain” or “strain” incident and off they went to the clinic. They came back after 3 days off, were put on 800mg Ibuprofen and a 10-pound restriction. They were told that if it doesn’t improve, then an MRI was next. Chances are you can count more than one of these sort of incidences.
As a Safety or Risk Manager, have you ever wondered how two separate workers who seemingly have the same injury end up with drastically different outcomes? One is willing to work through it while the other has a surgery and ends up on disability. How is that possible?
Here are 6 recommendations to consider when identifying job/tasks for review via a JSA or JHA.
- A Job Safety Analysis (JSA), also known as a Job Hazard Analysis (JHA), is a technique that focuses on job tasks as a way to identify hazards before they occur. It focuses on the relationship between the worker, the task, the tools, and the work environment. After you identify uncontrolled hazards, you should take these four steps to eliminate or reduce them to an acceptable risk level.
If an employee injury or illness is not recordable, but later becomes recordable, when should it be recorded? If you can’t identify a single event or exposure, the injury should be recorded on the date it becomes recordable, or on the date it is diagnosed by a physician or other licensed health care professional (PLHCP).