Page 71 - OHS, July/August 2024

reporting hazards, incidents, or safety concerns without fear of re- prisal or blame, knowing that this information will be used to en- hance safety measures. Recognizing employees for their contribu- tions to safety is also crucial.
Additionally, it’s vital to allocate sufficient resources to safety initia- tives. This means not only talking about the importance of safety but also providing the necessary tools and support, whether it’s for equip- ment maintenance, appropriate working hours, or fair compensation. So, these elements become incentives of a kind and are part of the broader resource allocation necessary to sustain a robust safety culture.
Incentives and Technology
How does technology factor into using incentives? Can gamification on training apps and similar appeals improve training and safety cul- ture? Are those considered incentives in the classic sense of the word?
“I think you can consider those incentives,” Epstein says. “It can work when you get awards or you are on the leaderboard when you successfully complete safety training or any type of training.”
Gamification can serve as an incentive by offering rewards or placing employees on leaderboards when they successfully complete safety training or other courses. This approach can be effective for some individuals, akin to a classroom setting where a few students are motivated by being at the top. However, it may not engage every- one, as those who realize they won’t be at the top might lose interest.
But again, Epstein underscores that while gamification and badges can motivate certain employees, the greater incentive lies
in the tangible benefits these achievements offer. If employees un- derstand that their training accomplishments can lead to career progression, better employment opportunities, higher pay, and in- creased safety, they are more likely to be engaged.
Can artificial intelligence reinforce this? One emerging con- cept that’s gaining traction, especially with the advent of AI and larger data sets, is the ability to understand the broader value of safety skills and training, Epstein notes. This technology allows for a more comprehensive view, linking safety skills to opportunities across various industries. Rather than just seeing how safety train- ing benefits a current role, AI can analyze larger data sets and rec- ognize the market value of their safety certificates and skills.
“Now, with AI, you can have these systems look at data across multiple employees and multiple employers, across government sites and job sites such as LinkedIn or Indeed, and see what safety skills or safety training is important,” Epstein explains. “Then you can maybe relay that back to an individual to say, ‘Hey, you have this skill, and if you get this additional skill, you can apply for this type of job, and there’s X amount of these types of jobs available and it will pay you X amount.’ I think that’s a trend we might see more of.”
Besides coming home safely each day, gaining valuable insights into how their safety training could enhance their career prospects might just be one of the best incentives of all.
David Kopf is the publisher and executive editor of Occupational Health & Safety magazine.
www.ohsonline.com
JULY/AUGUST 2024 | Occupational Health & Safety 69
Free Sample Kit & Demo 800.235.2495 www.safetyjackpot.com/ohs724