The strategy to achieve zero harm at EDF has been implemented through management training, internal communications and dialogue created through their health and safety campaigns (posters, intranet and meetings) and through wellbeing programmes. The wellbeing programmes have involved employee support programmes, physiotherapy and ergonomics, stress resilience training, toolkits and a healthy lifestyle programme. The strategy has been developed along with a cost analysis toolkit at EDF to align spend with impact, ensuring resource is invested for maximum impact. Often spend is targeted at training for managers as it has been found within EDF that this is very cost effective, achieving substantial coverage resulting in a large number of referrals to OH now being made by line managers.
All of these steps have helped to create an ambitious culture change throughout the organisation, stemming from the clear vision of zero harm. Boardroom commitment for this strategy is key and this is enacted through the Company Health Safety & Environment Committee (CHSEC) which is chaired by the CEO, Vincent de Rivaz, and is attended by executives from across the organisation. Senior leaders act as role models for the initiative by leading workshops, engaging their teams in the Daily Safety Message and attending Stress and Resilience Awareness sessions to help them put their knowledge into practice. These steps have helped to eliminate the stigma attached to mental health within the organisation and encouraged employees to seek help if they need it before it becomes a larger issue.
The Zero Harm campaign and objectives are publicised through notice boards around the company which people do pay attention to as these are factors within every employee’s annual bonus. Quarterly review meetings, regular stakeholder consultations and training ensure continuous improvement within EDF.
The programme at EDF has led to increased job satisfaction and staff retention, with only 43% of staff saying they enjoyed their jobs in 2003, to 70% in 2007 and 83% in 2010 saying they would recommend EDF as a good place to work. 81% of EDF employees in 2010 agreed with the statement that “I am proud to tell people where I work” against a UK benchmark of 77%. 73% of employees also agreed with the statement that “Management of this company is interested in the well-being of employees” in 2010, this is up from 67% in 2009 and against a UK benchmark of 61%.
