Rank: New forum user 
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I am looking for material to use in a presentation which accentuates the positives of intervention, preferably material which I can reference -- anybody able to point me to some appropriate web sites?
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Rank: Guest 
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There is so much well-researched material on positive effects of interventions that it's not possible to even begin to profile it in the space available.
Perhaps the difficulty lies in the limited amount of evidence about interventions that are categorised simply in terms of 'safety' interventions, although the website of Dominic Cooper at Behavior Management Systems is worth visiting for this purpose.
More broadly, you can view safety as an aspect of organsiational development or change. If you start with the class of intervention, 'Appreciative Inquiry', initiated by David Cooperider, is a useful category.
If you start with authors, 'Michael Pearn' is a good one to start with.
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Rank: New forum user
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Thanks for this -- concur that there's so much to sift through it's difficult to know where to start!
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Rank: Super forum user
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Not sure if this is for academic research or what, but you might like to consider breaking the question down into bite size chunks due to the vastness of the subject. Interventions could be training, planning, supervision, equipment, PPE, recommendations from previous investigations etc.
I suspect that most of the evidence will be either anecdotal or corrective actions from previous incidents. However, you need a starting point and this could be comparing accident and incident statistics (RIDDOR) over the last few decades. These stats will show a steady decline in fatal and non-fatal injuries. It may be possible to isolate types of injuries and look at industry interventions, such as Manual Handling, which has reduced injuries in most industries due to mechanical interventions.
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Rank: Guest
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The point I'm makinig is simply a consequence of what is spelt out in HSG65 and HSG48 names that 'safety at work' takes place within a culture created day by day by what managers and employees choose to do - and choose not to do.
Regrettably, focusing on unsafe events or simply on 'behaviours' as if they can be validly measured without careful study of the system of communications and decisions which either permit or prevent them is the root problem
Arguably, the difficulties expereinced by safety practitioners in turn creates the culture in which even distinguished practitioners fail to recognise the limitations of their own actions as leaders. For example, at the IOSH Railway SIG 2010 annual conference on 23.11.2010, none of the other speakers even mentined the fact (not an opinion) that emotions influence safety levels. When I asked the speaker on culture, Dave Morris (current Chairman of NEBOSH) why he had talked culture for 35 minutes and emphasised 'communications' and 'occupatinal health' without mentioning one single word about 'emotinns', he replied 'I find grief very hard to talk about! - as if 'grief' is the only emotion relevant to safety at work.
If you want to use HSG48 as a starting point, you can see examples of positive interventioins and the underlying cogntive cultural choiceds, and their emotional consequences, spelt out in detail in The Human Contribution: Unsafe Acts, Accidents and Heroic Recoveries by James Reason, Ashgate, 2008.
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