The BigLaw Glass Ceiling: This is because Henkel provided the tip-off that led to the cartel investigations.
There were some initial difficulties with investigations because people did not want to admit personal errors. However, once people understood the contribution of unintentional behaviors to safety incidents, receptivity increased. SafeStart is about taking personal responsibility for safety, not accepting blame for unintended errors. For example, as productivity becomes increasingly important, and people do more with less, rushing becomes inevitable.
Rushing can be identified as one of many root causes contributing to incidents that require a solution, not the assignment of blame. SafeStart removes discipline from the equation— the process is not about blame, it is about change. If a condition exists, it is not unique to a particular individual and it needs to be changed or eliminated so that no one is hurt.
Investigations are typically completed within 24 hours or the next shift. During initial assessment, the appropriate person is assigned follow-up responsibility and a deadline is determined for corrective action. Increased incident reporting in the wake of SafeStart training also augmented existing methods of assessment. SafeStart provided a positive means of engagement when discussing incidents. And consistent and constructive communication facilitated a better understanding of which behaviors needed to be addressed to improve prevention.
It is understood that there is a need to report to reduce incidents. Reporting is actively encouraged. Close calls, environmental spills, fire, and electrical are all reported—anything that could have or did result in a safety incident is reported. Those individuals most successful at taking SafeStart home sometimes engage in their own unique incident reporting—they can often be overheard at work discussing personal and family experiences over coffee—in one instance, an employee recounted a story where his grandkids encouraged him not to rush.
Their last recordable was in December of and the current target is zero for the coming year. Based on a principle of shared responsibility, a new program for African-American employees and their managers is creating greater job satisfaction. The five-year SOAR leadership-development program for Hispanic women has helped boost retention and promotion rates. Women held 28 percent of the president positions, including, for the first time, a woman, Kathy Fish, leading the innovation pipeline for this consumer-products company.
Also, 44 percent of those with profit-and-loss responsibility are women. Here are major lessons for organizations and stories of five employees who are flourishing. Gradual-return programs, done right, keep new parents from quitting. View the discussion thread.
Skip to main content. Follow us email facebook twitter pinterest instagram Google Plus youTube rss. Representation Years on the Best list 30 Total number of U. Parental Leave Minimum number of weeks of fully paid maternity leave after one year of service 16 Minimum number of weeks of fully paid paternity leave after one year of service 4 Minimum number of weeks of fully paid adoption leave after one year of service Family Support Reimburses employees or partners including same-sex partners for in vitro fertilization Yes Reimburses employees or partners including same-sex partners for egg freezing No Reimburses employees or partners including same-sex partners for surrogacy expenses Yes Reimburses employees or partners including same-sex partners for other fertility procedures Yes Offers backup childcare, used occasionally when regular childcare isn't available No.
By the Numbers Years on our list 13 Number of U. Being Yourself at Work: More Stories. Minimum number of weeks of fully paid maternity leave after one year of service. Minimum number of weeks of fully paid paternity leave after one year of service. Minimum number of weeks of fully paid adoption leave after one year of service.
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