Formation and Development of the Institute of Safety Culture Representatives

From Ambassadors to Representatives: The Evolution of Safety Culture

The development of a safety culture at high-risk enterprises requires not only administrative decisions but also the involvement of the employees themselves. The presentation details the experience of the Rosenergoatom concern, where the initiative to create an institute of "safety ambassadors" grew into a large-scale system of safety culture representatives. This approach helps build trusting relationships within the team and makes safety a conscious value rather than just a set of rules.

The Role and Tasks of Safety Culture Representatives

The speaker analyzes the key differences between safety culture representatives and HSE specialists. The main difference is the absence of inspection functions. Their task is not to punish, but to help, advise, and demonstrate a commitment to safety by personal example.

• Promoting safety culture development: involving new employees and youth in safety assurance processes.
• Developing communications: creating an atmosphere of trust where workers can openly discuss problems and suggest improvements without fear of punishment.
• Identifying informal leaders: people who enjoy authority in the team become representatives, which increases the effectiveness of their work.

Structure and Work Organization

The institute of representatives has a clear vertical structure, headed by a general representative — a top management delegate. This ensures support for initiatives at the highest level.

• Election and rotation: representatives are elected by the team and approved by the manager. Rotation occurs regularly, preventing burnout and attracting new personnel.
• Training and methodological support: a special training program has been developed at the technical academy, and a unified regulation governing the activities of representatives has been created.
• Experience exchange: annual rallies (including online formats) allow representatives from different regions to share best practices and discuss common issues.

Motivation and Engagement

The speaker uses an example to show how important it is to maintain the motivation of representatives, as this role requires additional effort and time.

• Financial incentives: a fixed monthly bonus has been introduced, equal for all representatives, regardless of their base salary.
• Non-financial motivation: participation in specialized conferences, forums with top management, and awarding the best representatives at the industry level.
• Implementation of own projects: representatives have the opportunity to initiate and implement safety improvement projects at their enterprises.

What you will learn from this webinar:

• How to properly select and train safety culture representatives?
• How does the functionality of a safety culture representative differ from the tasks of an HSE specialist?
• How to build a motivation system for informal safety leaders?
• What tools help create an atmosphere of openness and trust in the team?
• How to organize an effective exchange of experience between representatives from different branches?