othm level 7 unit 05 sustainability and ethics in health and safety practice

OTHM LEVEL 7 DIPLOMA IN OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT Sustainability and Ethics in Health and Safety Practice Unit Reference Number T/618/8240

LEARNING OUTCOME 1

• Ensure the business reflects in all its undertakings a strategy and implementation plan for sustainability alongside its core health and safety objectives.

Assessment Criteria • 1.1 Evaluate the extent to which sustainability is understood at all levels of the business and its stakeholders • 1.2 Develop a time bound plan to focus the business on the benefits of improving its approach to sustainability.

• 1.3 Analyse the benefits of an improved approach to sustainability and introduce an effective monitoring and review process to measure progress and benefit.

1.1 Evaluate the extent to which sustainability is understood at all levels of the business and its stakeholders

• Sustainability in business refers to a company's strategy to reduce negative environmental impact resulting from their operations in a particular market.

• An organization’s sustainability practices are typically analyzed against environmental, social, and governance (ESG) metrics.

• Sustainability is a business imperative and should be core to the strategy and operations of every business. The reasons for this are both ethical and financial.

• Employees are increasingly looking for missiondriven, purpose-led employers who care about the planet when deciding where to work. 71% of employees and employment seekers say that environmentally sustainable companies are more attractive employers.

• Consumers are willing to pay a premium for goods from brands that are environmentally responsible. 80% of consumers indicate sustainability is important to them.

• Governments, investors, employees, and customers are demanding new levels of enterprise accountability, including action to address climate change.

• Many of the world’s top economies have or are developing, corporate disclosure requirements around environmental impact, driving businesses to curb GHG emissions.

• The rise of environmental, social and governance (ESG) investment criteria and sustainable investing means that a sustainable business is inherently more attractive to the rising numbers of responsible investors.

Corporate Sustainability Corporate sustainability is a growing concern among investors who seek not only economic profit but also social good.

There are three pillars of corporate sustainability: the environmental, the socially responsible, and the economic.

Companies can improve their environmental sustainability by, for example, reducing their carbon footprint or wasteful practices.

The social responsibility pillar represents practices that benefit the company's employees, consumers, and the wider community.

The economic (or governance) pillar refers to maintaining honest and transparent accounting practices and regulatory compliance.

The Environmental Pillar One of the challenges with the environmental pillar is that a business's impact is often not fully costed. This means that there are externalities that are not reflected in consumer prices.

The all-in costs of wastewater, carbon dioxide, land reclamation, and waste, in general, are not easy to calculate because companies are not always the ones on the hook for the waste they produce.

The practice of benchmarking tries to quantify those externalities so that progress in reducing them can be tracked and reported in a meaningful way.

The Social Pillar The social pillar of sustainability is connected to the idea of social license. A sustainable business should have the backing and consent of its workers, stakeholders, and the community in which it operates.

The methods used to gain and sustain this support may differ, but ultimately depend on treating employees justly and being a responsible and considerate member of both local and global communities.

The Economic Pillar The economic pillar of sustainability is where most businesses feel they are on firmer ground. To be sustainable, a business must be profitable. In fact, profit at any cost is not what the economic pillar concerns. It's about compliance, proper governance, and risk management.

Sometimes, this pillar is called the governance pillar (as in the ESG acronym).

This refers to boards of directors and management aligning with shareholders' interests as well as those of the company's community, value chains, and customers.

• According to the stakeholder theory, business organizations are expected to engage with their stakeholders through various initiatives and activities (Donaldson and Preston, 1995; Barrena-Martínez et al., 2016). A stakeholder-oriented CSR approach emphasizes the role organizations exist within an environment of large networks of stakeholders, all of which might stake claim on the organization (Barrena-Martínez et al., 2016).

• External social responsibility extends towards the community and broader society, as well as environmental concerns, while internal responsibility is related to the business entity’s own workforce (Zwetsloot and Leka, 2008; Aguinis, 2011).

• Internal corporate responsibility covers practices and strategies to improve employees’ safety and health ,human rights ,training, equality of opportunities in business and work–life balance.

• It has been suggested that internal CSR strategies and processes are directly linked to employee well-being, through job satisfaction indicators that assess what employees expect from their organizations • Occupational health and safety (OHS) is a multidisciplinary concept that addresses the promotion of safety, health and welfare of people engaged in work or employment

• It encapsulates the physical, emotional and mental wellbeing of the worker in relation to the conduct of their work and, as a result, marks an essential subject of interest, impacting positively on the achievement of organizational goals.

1.2 Develop a time bound plan to focus the business on the benefits of improving its approach to sustainability • A business sustainability plan is simply something an organization develops to achieve goals that create financial, societal and environmental sustainability.

A business impacts communities and resources, so taking these steps to sustainability is in the best interests of the environment, the business owner and the consumer.

Steps to Sustainability for a Business are • Learn about Sustainability ➢Using the resource widely and internalizing the idea that sustainability within the business means managing the triple bottom line: finaancial,socail and environmental impacts obligation and oppurtunities.

• Assess Areas of Improvement ➢At a minimum, the business should be in total compliance with any laws or standards already in place. Research cost-effective ways to improve compliance, such as through pollutionprevention techniques and innovation.Research issues such as global warming, energy and fuel crises, and ecosystem decline to see whether the practices are a contributing factor. This will guide what business sustainability goals to set in terms of improvement.

• Find Opportunities ➢Bring in employee ideas and support; employees will take responsibility for things like energy efficiency and come up with solutions that will help implement and improve sustainability.Asking few questions can open up numerous opportunities for improvement.

• Create a Vision ➢Create a separate vision for each section of the business, from those on the front lines to those working behind the scenes in different departments.

• Implement Changes ➢Create specific, measurable and attainable written goals, and develop metrics on how to track the success of the changes. This could be as simple as comparing a previous energy bill under the old policies with a new one that comes after implementing the changes.

‘Putting People Back into Sustainability’, research- Capital Global Summit’

The safety and health profession must evolve to advise business on the impact of safety and health performance on human capital and therefore sustainability.

To be a core consideration in sustainability strategy planning, occupational safety and health needs greater prominence in the UN’s sustainable development goals.

• Organizations of all sizes and sectors rely on well-trained and equipped people (their human capital) to deliver environmental, social and financial sustainability.

• Companies are increasing their investment – but most companies do not understand how much they are investing in safety • Harnessing data and technology to improve safety is becoming a major focus • Leadership engagement is key, but leaders need to step up and gain new skills

• Data is powerful in informing the decisions of investors and asset managers.

• Corporate purpose, culture and strategy are an increasingly important consideration for asset managers.

• Companies are being questioned on their human capital management – but the safety, health and wellbeing of employees is often ‘a blind spot’ for many corporations.

• Organizations are now implementing business strategies incorporating OHS elements across the board, rather than a ‘safety strategy.’

• Maintain a robust dialogue with suppliers to ensure safety and health standards are consistent across the business.

• Integrating social and environmental sustainability requires a holistic approach that considers the interconnectedness of these two dimensions. Here are some strategies for effective integration • Collaboration and stakeholder engagement: Engage diverse stakeholders, including individuals, communities, businesses, NGOs, and policymakers, in decision-making processes. Collaboration fosters a shared understanding and ownership of sustainability goals.

• Inclusive policies and regulations: Develop policies and regulations that promote social and environmental well-being.

This can include incentives for sustainable practices, regulations on harmful activities, and measures to address social inequalities.

• Capacity-building and empowerment: Provide resources, knowledge, and skills to individuals and communities, enabling them to actively participate in sustainable initiatives. Empowerment ensures that people are equipped to make meaningful contributions and drive change.

• Impact assessments: Conduct comprehensive assessments to understand the social and environmental impacts of sustainability initiatives. This helps identify potential trade-offs, unintended consequences, and areas for improvement.

• Monitoring and evaluation: Regularly monitor and evaluate the progress of sustainability initiatives, considering both social and environmental indicators. This allows for adaptive management and continuous improvement.

1.3 Analyse the benefits of an improved approach to sustainability and introduce an effective monitoring and review process to measure progress and benefit.

• Sustainability has become a top priority for many businesses in recent years.

• There are several reasons why sustainable business practices are beneficial for companies, employees, and the environment.

• Some of the top five benefits of sustainable business practices are:-

• Reduced Costs ➢Sustainable business practices can help companies save money in several ways. For example, implementing energyefficiency measures can reduce a company's energy bills. Energy efficiency is especially effective for businesses that use a large amount of electricity, such as manufacturers and retailers.

• Increased profits ➢Sustainable businesses enjoy increased profits because they operate more efficiently and have lower overhead costs. According to a review of 56 academic papers by Deutsche Bank, firms with high ESG ratings have lower debt, and equity costs and nearly 90% of the studies examined found that firms with high ESG ratings outperform the market in the medium (three to five years) and long (five to ten years) terms.

• Improved public image ➢As explained before, consumers are increasingly interested in sustainable products and services.

Implementing sustainable business practices can help a company improve its public image, leading to increased sales, profits, and market share. In addition, sustainability can help a company improve its reputation with stakeholders in the community and government officials because it shows them that the business is concerned about environmental protection, social justice and good governance

• Greater employee satisfaction ➢Employees at sustainable businesses tend to be happier and more engaged in their work, which leads to a more productive workforce and lowers employee turnover rates. ➢ Sustainable businesses tend to provide a healthier work environment with good ventilation, natural lighting, and ergonomic furniture.

• These things can help reduce stress and improve employee morale. Additionally, sustainable business practices are associated with the ethical treatment of workers. For example, the company might support worker unions or offer fair wages and benefits to all employees regardless of their position in the company.

• Enhanced social responsibility ➢Sustainable businesses are more likely to be socially responsible, which is vital for many reasons. For example, it makes the company more attractive to consumers who want to support businesses that are helping improve social conditions in their communities. It's also a good way for businesses to build goodwill and strengthen their ties with the communities in which they operate.

Factors that underpin a company’s contribution to society – profit, people, planet • A company's contribution to society is typically influenced by three key factors: profit, people, and planet.

• Firstly, profit refers to a company's financial success and its ability to generate revenue. Profit allows companies to invest in research and development, create job opportunities, and contribute to economic growth.

• By generating profit, companies can contribute to society through taxes, which fund public services and infrastructure.

• Secondly, people are an essential aspect of a company's contribution to society. This includes employees, customers, and the communities in which the company operates.

• Companies can contribute to society by providing fair employment opportunities, promoting diversity and inclusion, ensuring safe working conditions, and supporting employee well-being. Additionally, companies can contribute by providing products and services that meet the needs and preferences of customers, enhancing their quality of life.

• Lastly, the planet refers to the environmental impact of a company's operations. Companies can contribute to society by adopting sustainable practices, reducing carbon emissions, conserving natural resources, and minimizing waste and pollution.

• By prioritizing environmental responsibility, companies can help address climate change, protect ecosystems, and contribute to a healthier and more sustainable future for society.

• Overall, a company's contribution to society is multifaceted and encompasses profit, people, and planet.

• By considering these factors and striving for a balanced approach, companies can make a positive impact on society and contribute to its overall well-being.

LEARNING OUTCOME 2

• Be able to demonstrate improvements in behaviours at all levels of the business and all working relationships as a result of developing and implementing improved business sustainability and ethical practices.

Assessment Criteria • 2.1 Assess and describe the approach to the inclusion of a corporate strategy on sustainability and its impact on behaviours.

• 2.2 Critically evaluate the range of information and guidance that is needed throughout the organisation to support changes in behaviours and relationships in support of a strategy.

• 2.3 Assess and describe the range of benefits as well as potential issues of changes in the business approach to greater sustainability in OHS.

2.1 Assess and describe the approach to the inclusion of a corporate strategy on sustainability and its impact on behaviours

• In today's rapidly changing business landscape, the inclusion of a corporate strategy on sustainability is becoming increasingly crucial. By integrating sustainability into their strategic framework, companies can not only contribute to a more sustainable future but also positively influence behaviors within their organization.

• Aligning purpose and Value ➢ A sustainability-focused corporate strategy starts by aligning the organization's purpose and values with the goal of creating a positive impact on the environment, society, and stakeholders. ➢This alignment acts as a guiding force, shaping the behavior and decision-making processes of employees at all levels.

• Setting clear goals and targets ➢A well-defined sustainability strategy establishes clear goals and targets that reflect the organization's commitment to environmental and social responsibility. These goals help drive the desired behaviors among employees as they strive to achieve them. ➢By providing a sense of purpose and direction, they create a shared vision that unites the workforce.

• Integrating sustainability into business practice ➢To ensure the successful integration of sustainability into behaviors, organizations need to embed it within their core business processes. This includes incorporating sustainability considerations into product development, supply chain management, and operational practices. ➢ By doing so, employees are encouraged to think critically about the environmental and social impacts of their actions, fostering a more sustainable mindset.

• Providing training and awareness programme ➢Education and awareness play a vital role in fostering sustainable behaviors within an organization. By offering training programs and resources that highlight the importance of sustainability, employees become more knowledgeable about the topic and are equipped to make informed decisions.

➢This empowers them to actively contribute to the organization's sustainability goals.

• Promoting collaboration and Innovation ➢A corporate strategy on sustainability promotes a culture of collaboration and innovation. ➢ By encouraging employees to share ideas and work together towards sustainable solutions, it cultivates an environment that values creativity and continuous improvement. This collaborative mindset drives behaviors that are focused on finding innovative ways to address sustainability challenges.

• Recognising and rewarding sustainable behaviours: ➢Recognition and rewards play a significant role in shaping behaviors within an organization. ➢By acknowledging and celebrating employees who demonstrate sustainable behaviors, organizations reinforce the importance of sustainability and motivate others to follow suit. This recognition can take the form of incentives, promotions, or public recognition, further encouraging a culture of sustainability.

Factors affect resourcing for strategies, PESTLE analysis • PESTLE analysis is a framework used to assess the external factors that can impact an organization's strategy and resourcing decisions. PESTLE stands for Political, Economic, Social, Technological, Legal, and Environmental factors.

• Political factors ➢ These include government policies, regulations, and stability. Political changes can impact resourcing decisions by introducing new laws or regulations that affect the availability of resources or the cost of doing business.

• Economic factors ➢ Economic conditions such as inflation, interest rates, and economic growth can influence resourcing decisions. For example, during a recession, organizations may need to allocate resources more efficiently or reduce costs to adapt to the economic downturn.

• Social factors ➢Social factors encompass cultural, demographic, and societal trends.

Changes in consumer preferences or social attitudes can impact resourcing decisions by influencing the demand for certain products or services.

Technological factors

Technological advancements can significantly impact resourcing strategies. Organizations may need to invest in new technologies or adapt existing ones to remain competitive. Additionally, technological changes can affect the availability and cost of resources.

• Legal factors ➢ Legal factors include laws, regulations, and legal frameworks that organizations must comply with. Changes in legislation can impact resourcing decisions by introducing new requirements or restrictions on resource allocation.

• Environmental factors ➢Environmental factors refer to ecological and environmental considerations.

Increasing awareness of sustainability and environmental issues can influence resourcing decisions by promoting the use of renewable resources or requiring organizations to comply with environmental regulations. ➢By conducting a PESTLE analysis, organizations can gain insights into these external factors and make informed decisions regarding resource allocation and strategy development.

2.2 Critically evaluate the range of information and guidance that is needed throughout the organisation to support changes inbehaviours and relationships in support of a strategy • To support changes in behaviors and relationships in support of a strategy, a range of information and guidance is crucial throughout the organization.

• Clear communication: Effective communication is essential to convey the strategy, its objectives, and the desired changes in behaviors and relationships.

Clear and consistent messaging should be provided at all levels of the organization to ensure everyone understands the rationale behind the strategy and the expected changes.

• Training and developmentOrganizations need to provide training and development opportunities to equip employees with the necessary skills and knowledge to adapt to the changes. This may include workshops, seminars, or online courses that focus on the specific behaviors and relationship dynamics required to support the strategy.

• Performance metrics and feedback- Establishing performance metrics aligned with the strategy is crucial to monitor progress and provide feedback to employees. Regular performance evaluations and constructive feedback help individuals understand how their behaviors and relationships contribute to the strategy's success and identify areas for improvement.

• Role modeling and leadership support- Leaders play a vital role in driving behavioral changes and fostering positive relationships.

They should act as role models by demonstrating the desired behaviors and actively supporting employees in adopting them. Leadership support is crucial in creating a culture that embraces the strategy and encourages the necessary changes.

• Collaboration and teamwork-Information and guidance should emphasize the importance of collaboration and teamwork to support the strategy. This includes promoting open communication, fostering a culture of trust, and providing tools and resources that facilitate effective collaboration across teams and departments.

• Continuous improvement and learning-Organizations should encourage a culture of continuous improvement and learning to support behavioral changes. This involves providing opportunities for employees to share best practices, learn from each other's experiences, and adapt their behaviors and relationships based on feedback and lessons learned.

Behaviours that affect – diversity and inclusion, wellness, return to work/rehabilitation.

• Diversity and Inclusion ➢ Respect and Open-mindedness: Behaviors that promote respect for diverse perspectives, cultures, and backgrounds create an inclusive environment where everyone feels valued and included.

➢Empathy and Understanding: Behaviors that demonstrate empathy and understanding towards others' experiences and challenges can help create an inclusive culture where individuals feel supported and included.

➢Collaboration and Teamwork:Encouraging behaviors that foster collaboration and teamwork among individuals from different backgrounds can enhance diversity and inclusion by leveraging diverse skills and experiences.

• Wellness ➢ Work-Life Balance: Behaviors that promote a healthy work-life balance, such as setting boundaries, taking breaks, and encouraging time off, contribute to overall employee wellness. ➢Physical Health: Behaviors that promote physical health, such as encouraging regular exercise, healthy eating habits, and providing access to wellness programs, contribute to overall well-being.

➢Stress Management: Encouraging behaviors that help manage stress, such as promoting mindfulness, providing resources for stress reduction, and fostering a supportive work environment, can positively impact employee wellness.

• Return to Work/Rehabilitation: ➢Supportive Environment: Behaviors that create a supportive and inclusive environment for individuals returning to work or undergoing rehabilitation can facilitate their successful transition. This includes providing necessary accommodations, flexibility, and understanding.

• Empowerment and Encouragement: Behaviors that empower individuals and provide encouragement during their return to work or rehabilitation process can enhance their motivation and confidence

➢Communication and Collaboration: Behaviors that promote effective communication and collaboration between employees, supervisors, and healthcare professionals can aid in developing personalized return-to-work or rehabilitation plans.

2.3 Assess and describe the range of benefits as well as potential issues of changes in the business approach to greater sustainability in OHS.

• When businesses adopt a greater sustainability approach in Occupational Health and Safety (OHS), there are several benefits that can be realized.

However, it is important to also consider potential issues that may arise.

• Benefits of changes in the business approach to greater sustainability in OHS

• Improved employee wellbeing ➢ Prioritizing sustainability in OHS can lead to a safer and healthier work environment, reducing the risk of accidents, injuries, and illnesses. This, in turn, enhances employee well-being and satisfaction.

• Enhanced reputation ➢ Embracing sustainability in OHS demonstrates a commitment to social responsibility and can enhance a company's reputation. This can attract customers, investors, and potential employees who value ethical and sustainable practices.

• Cost savings ➢Sustainable OHS practices often lead to cost savings in the long run. By preventing accidents and illnesses, businesses can reduce medical expenses, workers' compensation claims, and productivity losses associated with absenteeism.

• Compliance with regulations ➢ Many countries have regulations in place to ensure workplace safety and environmental protection. Adhering to these regulations through sustainable OHS practices helps businesses avoid legal issues and penalties.

• Increased productivity ➢A safe and healthy work environment promotes productivity. When employees feel secure and supported, they are more likely to perform at their best, leading to increased efficiency and output.

Potential issues of changes in the business approach to greater sustainability in OHS: • Initial investment: Implementing sustainable OHS practices may require upfront investments in equipment, training, and infrastructure. This can pose financial challenges for some businesses, especially smaller ones.

• Resistance to change: Employees and stakeholders may resist changes in the business approach, particularly if it disrupts established routines or requires additional efforts. Overcoming resistance and ensuring buy-in from all parties can be a potential issue.

Complexities in implementation: Integrating sustainability into OHS practices can be complex, requiring careful planning, coordination, and monitoring. It may involve changes in processes, procedures, and employee behavior, which can be challenging to implement effectively.

Limited availability of resources: Depending on the industry and location, businesses may face limitations in accessing sustainable resources or technologies. This can hinder the adoption of sustainable OHS practices.

• Balancing competing priorities: Businesses need to strike a balance between sustainability goals and other operational priorities. This can be a challenge when there are conflicting demands or limited resources available

Benefits: 3 pillars of sustainability • In order to achieve sustainable development, there are three key pillars that must be taken into consideration: the economy, society, and the environment.

• These three pillars are interconnected and mutually dependent. Economic progress, social justice, and preservation of the environment are all crucial components of a sustainable economy.

• These principles, also referred to as profit, people, and planet, must be balanced and integrated to ensure a sustainable future for generations to come. Thus, sustainability is guided and constrained by ecological, social, and economic principles, and achieving it requires careful consideration of all three pillars.

https://sustrainy.erasmus.site/

LEARNING OUTCOME 3

• Understand the scope for ethical business practices on the part of the health and safety professional and the scope for developing engagement and commitment to ethical behaviours and measures.

Assessment Criteria • 3.1 Analyse the contribution of ethical business practices within an organisation.

• 3.2 Identify the range of considerations by the OHS professional in demonstrating an approach to ethical business practices.

• 3.3 Explain the challenges of how an approach to ethical business practice underpins an overall strategy to implement improvements in sustainability.

3.1 Analyse the contribution of ethical business practices within an organisation • Business ethics is the system of moral and ethical beliefs that directs the behaviors and operations of an organization and its personnel. Business ethics inform a company’s values and goals, as well as how it runs its day-to-day operations.

• An ethical company runs on principles such as honesty, integrity, fairness, trustworthiness, accountability, and respect for others.

Ethical business practices play a crucial role in the success and sustainability of an organization. Here are some key contributions of ethical business practices: • Reputation and Trust • Ethical behavior builds a positive reputation for an organization, fostering trust among customers, employees, investors, and other stakeholders. When an organization is known for its ethical practices, it attracts loyal customers and stakeholders who believe in its values and are more likely to support its products or services.

• Employee Engagement and Retention ➢ Ethical practices create a positive work environment where employees feel valued, respected, and motivated. When employees see that their organization operates ethically, they are more likely to be engaged, committed, and proud of their work. This can lead to higher employee retention rates, increased productivity, and a positive company culture.

• Customer Loyalty ➢ Ethical business practices demonstrate a commitment to customer satisfaction and wellbeing. When customers perceive an organization as ethical, they are more likely to develop trust and loyalty towards the brand. This can result in repeat business, positive word-of-mouth recommendations, and an expanded customer base.

• Legal and Regulatory Compliance ➢ Ethical practices ensure that an organization operates within legal and regulatory frameworks. By adhering to ethical standards, organizations minimize the risk of legal issues, fines, and reputational damage that can arise from non-compliance.

• Long-term Sustainability ➢ Ethical practices contribute to the longterm sustainability of an organization. By considering the impact of their actions on the environment, society, and future generations, ethical organizations strive to minimize negative consequences and promote sustainable practices. This can lead to cost savings, improved resource efficiency, and resilience in the face of changing market dynamics.

Examining how strategies impact on giving clarity to a clear social purpose.

• Examining how strategies impact on giving clarity to a clear social purpose involves understanding how different approaches and actions can contribute to achieving social goals and creating positive societal impact. Here are a few ways strategies can provide clarity to a clear social purpose:

• Goal Alignment ➢Strategies help align organizational objectives with the desired social purpose. By defining specific goals and targets, strategies provide a clear direction for actions and initiatives that contribute to the overall social purpose.

• Prioritization ➢ Strategies help prioritize actions and allocate resources effectively.

They identify key areas or issues that need to be addressed to fulfill the social purpose, enabling organizations to focus their efforts and resources on the most impactful activities.

• Stakeholder Engagement ➢ Strategies involve engaging relevant stakeholders to gain insights, gather feedback, and ensure inclusivity. By involving diverse perspectives, strategies can better reflect the needs and aspirations of the community, enhancing clarity and relevance to the social purpose.

• Measurement and Evaluation ➢Strategies establish metrics and indicators to measure progress and evaluate the effectiveness of initiatives. By setting clear targets and monitoring performance, strategies provide a framework for assessing the impact of actions on the social purpose, enabling adjustments and improvements as needed.

• Communication and Transparency ➢Strategies facilitate clear communication of the social purpose and the organization's commitment to it. By articulating the purpose, values, and intended outcomes, strategies help build trust and credibility among stakeholders, providing clarity and understanding of the organization's social impact efforts.

3.2 Identify the range of considerations by the OHS professional in demonstrating an approach to ethical business practices.

• Compliance with Laws and Regulations ➢ OHS professionals need to ensure that the organization complies with all relevant health and safety laws, regulations, and standards. This includes understanding and adhering to local, national, and international requirements to protect the wellbeing of employees and stakeholders.

• Employee Health and Safety ➢OHS professionals play a crucial role in promoting and maintaining a safe and healthy work environment. This involves conducting risk assessments, implementing preventive measures, providing appropriate training and resources, and regularly monitoring and evaluating workplace conditions to minimize hazards and prevent accidents or injuries.

• Ethical Decision-Making ➢ OHS professionals should demonstrate ethical decision-making by considering the potential impacts of their actions on employees, stakeholders, and the environment. This includes promoting transparency, fairness, and accountability in all aspects of health and safety management.

• Stakeholder Engagement ➢OHS professionals should engage with various stakeholders, including employees, management, unions, suppliers, and communities, to understand their concerns, gather feedback, and involve them in decision-making processes. This helps ensure that health and safety practices align with the needs and expectations of all stakeholders.

• Continuous Improvement ➢ OHS professionals should strive for continuous improvement in health and safety performance.

This involves regularly reviewing and updating policies, procedures, and practices based on emerging best practices, technological advancements, and lessons learned from incidents or near misses.

• Sustainability and Environmental Considerations ➢OHS professionals may also consider the environmental impact of business practices and strive to minimize negative effects on the environment. This can include promoting energy efficiency, waste reduction, and sustainable resource management.

Examining how strategies impact on giving clarity to a clear social purpose Strategies can play a crucial role in providing clarity by aligning organizational goals, values, and actions with the desired social purpose.

Firstly, strategies help in articulating the social purpose clearly. They outline the organization's mission, vision, and values, which serve as guiding principles for decisionmaking and actions. By clearly defining the social purpose, strategies provide a framework for understanding the organization's role in addressing social issues and creating positive impact.

• Secondly, strategies help in setting specific goals and objectives that are aligned with the social purpose.

• These goals provide a roadmap for action and enable stakeholders to understand the intended outcomes and impact of the organization's efforts.

• Clarity in setting goals ensures that everyone involved understands the direction and purpose of the organization's work.

• Furthermore, strategies facilitate the allocation of resources and prioritization of activities.

• They help in identifying the key areas where the organization can make the most significant impact and guide decisionmaking on resource allocation.

• This ensures that efforts are focused on activities that directly contribute to the social purpose, enhancing clarity and effectiveness.

• Additionally, strategies enable monitoring and evaluation of progress towards the social purpose.

• By defining key performance indicators and metrics, strategies provide a means to assess the effectiveness of actions and initiatives.

• Regular evaluation helps in identifying areas of improvement and adjusting strategies to better align with the social purpose.

3.2 Identify the range of considerations by the OHS professional in demonstrating an approach to ethical business practices.

• OHS professionals play a crucial role in promoting ethical business practices within an organization.

• When demonstrating an approach to ethical business practices, OHS professionals should consider a range of factors.

• Here are some key considerations:

• Compliance with laws and regulations: OHS professionals should ensure that the organization complies with all relevant laws, regulations, and standards related to occupational health and safety.

• This includes understanding and adhering to legal requirements for workplace safety, employee rights, and environmental protection.

Employee well-being: OHS professionals should prioritize the health, safety, and well-being of employees.

This involves implementing measures to prevent workplace injuries, illnesses, and hazards.

They should also promote a positive work environment that fosters employee engagement, respect, and fair treatment.

• Stakeholder engagement: OHS professionals should engage with various stakeholders, including employees, management, unions, and external partners, to understand their perspectives and concerns regarding occupational health and safety.

• By actively involving stakeholders in decision-making processes, OHS professionals can ensure that ethical considerations are taken into account.

• Transparency and accountability: OHS professionals should promote transparency in reporting and communicating information related to occupational health and safety.

• This includes providing clear and accurate information about hazards, risks, and control measures.

• They should also establish mechanisms for reporting incidents, near misses, and potential hazards, and ensure that appropriate actions are taken to address them

• Continuous improvement: OHS professionals should advocate for continuous improvement in occupational health and safety practices.

• This involves regularly reviewing and updating policies, procedures, and training programs to reflect best practices and emerging trends.

• They should also encourage a culture of learning and innovation to drive ongoing improvement in safety performance.

• Ethical supply chain management: OHS professionals should consider the ethical implications of the organization's supply chain.

• This includes assessing the health and safety practices of suppliers and contractors, ensuring fair labour practices, and promoting responsible sourcing of materials and resources.

Measurable performance indicators as seen by key agencies such as WHO, IOSH (The Healthy Profit), Centre for Safety and Sustainability, and UN. (Nb review the purpose of the UN Global Compact) • Measurable performance indicators are important tools for assessing the effectiveness of various initiatives and interventions. Key agencies such as the World Health Organization (WHO) often utilize performance indicators to monitor progress and evaluate the impact of their programs. While the specific indicators may vary depending on the context and objectives of the initiative, here are some examples of performance indicators commonly used by WHO:

• Mortality rates Tracking changes in mortality rates can provide insights into the effectiveness of healthcare interventions and public health measures. This indicator helps assess the impact of efforts to reduce preventable deaths from specific diseases or conditions.

• Disease prevalence or incidence rates Monitoring the prevalence or incidence of specific diseases or health conditions helps identify trends and measure the success of prevention and control measures. This indicator can provide valuable information on the effectiveness of interventions in reducing the burden of diseases.

• Immunization coverage Measuring the percentage of the target population that has received recommended vaccines helps assess the effectiveness of immunization programs. High immunization coverage indicates successful efforts in preventing vaccine-preventable diseases.

• Access to healthcare services Evaluating the availability and accessibility of healthcare services, such as primary care, maternal and child health services, and essential medicines, helps gauge the effectiveness of healthcare systems in providing equitable access to quality care.

• Health system performance Assessing the performance of health systems in terms of efficiency, responsiveness, and equity can provide insights into the overall effectiveness of healthcare delivery.

This indicator helps identify areas for improvement and informs policy decisions.

• When it comes to measurable performance indicators, the UN Global Compact is a voluntary initiative that encourages businesses to adopt sustainable and socially responsible policies and practices. The purpose of the UN Global Compact is to align business operations with ten universally accepted principles in the areas of human rights, labor, environment, and anti-corruption.

• While specific measurable performance indicators may vary depending on the industry and organization, some common indicators associated with the UN Global Compact and other key UN agencies include:

Human rights: Indicators may include the implementation of policies and practices that respect and promote human rights, such as non-discrimination, fair labor practices, and freedom of association.

Labor standards: Indicators may focus on aspects such as decent work conditions, occupational health and safety, employee training and development, and labor rights compliance.

• Environmental sustainability: Indicators may include reduction of greenhouse gas emissions, energy and water consumption, waste management practices, and adoption of renewable energy sources.

• Anti-corruption: Indicators may assess the implementation of anticorruption policies, transparency in business operations, and adherence to ethical business practices.

• Stakeholder engagement: Indicators may measure the level of engagement with stakeholders, including employees, local communities, and civil society organizations, to ensure their perspectives are considered in decisionmaking processes.

3.3 Explain the challenges of how an approach to ethical business practice underpins an overall strategy to implement improvements in sustainability.

• Implementing improvements in sustainability requires a comprehensive approach that includes ethical business practices. Ethical business practices involve conducting business in a manner that aligns with moral and social values, considering the impact on various stakeholders, including employees, customers, communities, and the environment. Here are some challenges that organizations may face when integrating ethical business practices into their sustainability strategy:

• Balancing short-term profits with long-term sustainability: Ethical business practices often require investments in sustainable initiatives that may not yield immediate financial returns.

Organizations need to strike a balance between short-term profitability and long-term sustainability goals

• Overcoming resistance to change: Implementing ethical business practices and sustainability improvements may require changes in processes, policies, and organizational culture. Resistance to change from employees, stakeholders, or even within the organization itself can pose challenges.

• Ensuring supply chain transparency: Organizations must ensure that their supply chains adhere to ethical standards and sustainable practices. This can be challenging when dealing with complex global supply chains, where visibility and control over suppliers' practices may be limited.

• Addressing conflicting stakeholder interests: Different stakeholders may have varying priorities and interests. Balancing these interests while maintaining ethical business practices and sustainability goals can be challenging. Organizations need to engage and communicate effectively with stakeholders to find common ground.

• Measuring and reporting sustainability performance: Accurately measuring and reporting sustainability performance is crucial for tracking progress and demonstrating transparency.

However, defining appropriate metrics, collecting reliable data, and ensuring consistency across different areas of sustainability can be complex.

• Navigating legal and regulatory frameworks: Ethical business practices and sustainability improvements must comply with relevant laws and regulations. Organizations need to navigate complex legal frameworks and ensure compliance while striving for higher ethical standards.

• Building a culture of ethics and sustainability: Embedding ethical business practices and sustainability into the organizational culture requires strong leadership, employee engagement, and continuous education and training.

Overcoming resistance and fostering a culture that values ethics and sustainability can be a significant challenge.

Factors that determine the understanding and appreciation of human capital and how this is represented in the advice and guidance.

• Organizational Culture ➢The culture of an organization plays a significant role in how human capital is perceived. A culture that values and appreciates employees as valuable assets is more likely to prioritize their development and well-being.

• Leadership and Management Practices ➢ Effective leadership and management practices can greatly impact the understanding and appreciation of human capital. When leaders prioritize employee development, recognize their contributions, and provide opportunities for growth, it fosters a positive environment.

• Training and Development Opportunities ➢ Organizations that invest in training and development programs demonstrate their commitment to enhancing human capital. Providing employees with opportunities to learn and acquire new skills not only benefits individuals but also contributes to the overall success of the organization.

• Performance Management Systems ➢ The way performance is measured and evaluated can influence the perception of human capital. If performance management systems focus solely on quantitative metrics without considering the individual's skills, knowledge, and potential, it may undermine the appreciation of human capital.

• Employee Engagement and Feedback ➢ Actively involving employees in decision-making processes, seeking their feedback, and valuing their opinions can enhance their sense of worth and contribute to a culture that appreciates human capital.

• Compensation and Recognition

➢ Fair and competitive compensation, along with recognition programs, can demonstrate the value placed on human capital. Rewarding employees for their contributions and achievements reinforces their importance to the organization.

• Work-Life Balance and Wellbeing ➢ Organizations that prioritize work-life balance and employee well-being acknowledge the holistic nature of human capital.

Supporting employees' physical and mental health contributes to their overall satisfaction and productivity.

Evaluation of communication and understanding through stakeholder engagement.

When evaluating communication and understanding through stakeholder engagement, key agencies such as IOSH typically consider the following measurable performance indicators: • Stakeholder satisfaction ➢ This indicator measures the level of satisfaction among stakeholders, such as employees, customers, suppliers, and the community, regarding the communication and understanding of health and safety matters.

Surveys, feedback mechanisms, and focus groups are commonly used to assess stakeholder satisfaction.

Communication effectiveness ➢ Agencies assess the effectiveness of communication channels and methods used to engage stakeholders. This can include evaluating the clarity, timeliness, and accessibility of information shared, as well as the use of appropriate communication tools and technologies.

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• Stakeholder involvement ➢The level of stakeholder involvement in health and safety decision-making processes is an important indicator. This can be measured by assessing the extent to which stakeholders are consulted, their input is considered, and their feedback is incorporated into decisionmaking.

• Understanding of health and safety messages ➢ Agencies may evaluate the level of understanding among stakeholders regarding health and safety messages and information.

This can be done through quizzes, assessments, or interviews to gauge the comprehension and retention of key concepts.

• Compliance with health and safety practices ➢ The extent to which stakeholders comply with health and safety practices can be an indicator of effective communication and understanding. This can be measured through audits, inspections, or incident reports to assess adherence to established protocols and procedures.

• Resolution of stakeholder concerns ➢ Agencies may track the resolution of stakeholder concerns related to health and safety issues. This can include monitoring the timeliness and effectiveness of addressing stakeholder feedback, complaints, or suggestions.

Suggestive Readings • "Sustainable Business: Theory and Practice of Business Under Sustainability Principles" by Fernando Lourenço and Carla Susana Marques • Business Ethics: Ethical Decision Making & Cases" by O.C. Ferrell and John Fraedrich • "Managing Business Ethics: Straight Talk about How to Do It Right" by Linda K. Treviño and Katherine A. Nelson:

• The Power of Ethical Management" by Norman V. Peale • Ethics and the Safety Professional" by Thomas D. Schneid • "Ethics and Professionalism in Occupational Health and Safety" by David L. Goetsch • "Ethics and Risk Management in Occupational Health" by Paul Swuste and René van der Hulst • "Ethics and Governance in Occupational Health" by David Walters and Theo Nichols • "Ethics and the Practice of Occupational Health and Safety" by David Borys and James B. Johnson

• https://www.ibm.com/topics/business-sustainability • https://academic.oup.com/heapro/article/36/3/866/5898392 • https://www.constellation.com/solutions/for-your-small-business/goals/developing-asmall-businesss-sustainability-plan.html • https://www.centershs.org/assets/pdf/CSHS_report_April_2019.pdf

• The Green to Gold Business Playbook: How to Implement Sustainability Practices for Bottom-Line Results in Every Business Function" by Daniel C. Esty and P.J. Simmons

• Strategic Management: Concepts and Cases" by Fred R. David and Forest R. David • Sustainability: A Guide for Boards and Executives" by Mark W. McElroy and Jo M. L. Richardson • Sustainable Business: Concepts, Methodologies, Tools, and Applications" edited by Information Resources Management Association • https://www.ilo.org/wcmsp5/groups/public/--ed_dialogue/--act_emp/documents/publication/wcms_841348.pdf

• Key Performance Indicators (KPI): Developing, Implementing, and Using Winning KPIs" by David Parmenter • "Sustainability Indicators: Measuring the Immeasurable" by Simon Bell and Stephen Morse • "Occupational Health and Safety Management: A Practical Approach" by Charles D. Reese

• "The UN Global Compact: Advancing a Principles-Based Approach to Corporate Sustainability" by Dirk Matten and Jeremy Moon