Over the past week I have been having a number of discussions with line managers in relation to the Safety Culture within the Company. In particular one discussion has been about Maslow's Hierarchy of Need and the need for us as a Company to meet the basic level of needs before we can meet other needs and have a positive Safety culture which is imbedded within the Company. The example I have been discussing with one manager relates to PPE and individuals feeling that the basic need for clothing has been met. I have highlighted that to ensure that our Aircraft Handlers feel that their basic needs are being met we need to ensure that we provide them with clothing which is appropriate, meaning water proofed to a high level, different types for Winter and Summer which is cool in the Summer and Warm in the Winter , fire retardant and anti statistic. Myself and the Supervisor then discussed the fact that once people had appropriate clothing which didn't leak they would feel a sense of pride in the clothing and begin to see the interest that the Company does have in ensuring they have clothing which is appropriate to the role they carry out. The Line Manager beginning to understand how this could be utilised to gain the interest of the individuals and motivate the individuals then discussed the training the aircraft handlers are provided with and the need to improve their base knowledge due to them working on Rotary Wing Aircraft which has inherent dangers if they are working under the disc. This then lead onto further discussions about how the aircraft handlers could be engaged to help develop the training therefore achieving their cognitive needs. By engaging in a discussion in this way with the line manager he began to see how the Safety Culture could be developed. It would be great to hear from others with other examples I could utilise ?

Previous place of employment. We held an open meeting (team leaders / grass roots staff), what they felt was missing from all training (both eternally and internally), that would be relevant to their job. Any good ideas, was incorporated into internal training. Also, any training matrix, Safe Working Procedure or RA, had the signatures of Team Leaders as well, so grassroots staff knew 'one of their own' as it was put, were directly influencing H&S...will depend on the Company, but we encouraged our top team management, to walk around the warehouse etc, and speak to the operators (whether about business or general conversation), to help break down 'us and them culture'...we found this too improve morale with staff