Steve McKay is the safety manager for SEA, Inc., a company that manufactures a wide range of agricultural products, including herbicides, pesticides, and fertilizers. Since accepting this role, Steve has worked long hours to improve the company's safety record and has become a role model for how to get things done. Still, he believes more can be done to establish a company-wide safety culture and has presented some of his ideas to management. Simply put, what is a safety culture? By definition, a safety culture is the common and general whole. accepted way people behave in the workplace. But literally, there is no single definition of a safety culture. What may be considered the best standard in safety is being disrupted to reform its own “definition” of a safety culture. In simpler terms, a safety culture is an atmosphere within a company or organization where safety is understood and also accepted as the top priority. In an effective organization, this is seen in the attitudes, behaviors and systems within the organization. This must include the commitment of every individual, from the top down. Once this culture is established, the company must also ensure that the focus on safety does not diminish and that the culture remains intact. Who should Steve recruit to help develop a safety culture? Who are the main participants? Security in SEA, as in any other organization, must start with commitment from the top. It starts with senior leaders and stakeholders who must share the same motivation and commitment to safety as Steve. These senior managers must in turn ensure the performance of middle managers, the quality of...... middle of paper...... and review the OHSA 300 log to see what trends are being reported. If the log is empty, then you need to find out why employees are not reporting injuries. Is there a culture that frowns upon reporting accidents, or are employees simply not informed of proper procedures? Finally, I think we need to get back to enforcing policies and holding employees accountable for their actions. If employees know they can act unsafely and without fear of recourse, they will act accordingly. Policies set fourth must be followed and progressive disciplinary action must be taken to show employees that safety is a top priority. In most cases, this is one of the most difficult areas to implement because you are changing employee attitudes, but by establishing negative consequences for your actions, attitude changes will follow..