Welcome to our Blog where we delve into some of the most interesting aspects of Just Culture.
Objections to Just Culture from Regulators & Lawyers
One of the challenges when implementing a Just Culture is addressing objections from regulators and lawyers, especially in highly regulated industries. These objections can often arise from misconceptions of what Just Culture is or perceived incompatibilities with other needs. It can also come from the challenges Just Culture can present to the presuppositions held by some lawyers. This article talks about some of these objections and how they can be addressed.
Not having a Just Culture could be putting your business at legal risk
A Just Culture has always been a great thing to have, but is fast becoming a must have. New psychosocial hazard laws require employers to safeguard their employees’ mental health, just as they would their physical health.
This article explains these hazards and outlines how a Just Culture can eliminate or mitigate the risks arising from them.
Flexible Work Arrangements and Just Culture
Flexible work arrangements are essentially departures from the traditional 9-5 office hours or from whatever the ‘normal’ work arrangements are for that industry. They can take many forms including job sharing, changes to work hours, or remote work.
How can we navigate the question of flexible work arrangements consistently with having a just and fair workplace culture?