Want Better Worker Safety? Try Empathy

Orlando, FL (WorkersCompensation.com) -- When it comes to increasing safety in the workplace, it's probably not immediately obvious that DEI and empathy are way to do it.

But that's why at WCI, Elise White, who is the President of Change Forward Industries, LLC and serves as Director of Education at Diversity and Talent Alliance, presented the results of a study conducted along with Dr. Steven Haynes, Professor of the Risk Management Program at University of Texas at Dallas, that showed that psychological safety in claims could produce better outcomes.

Why Empathy?

"Being celebrated means being seen, secure, and safe at work," White explained, noting that those feelings are relevant before, during, and after a claim.

As an example, White presented the case of a worker who fell at work and was loaded into a van on a piece of plywood by his coworkers and dropped off at the front door of the hospital as his coworkers drove off.

"How would that make you feel?" White asked. "A common theme among injured workers is feeling shame and isolation."

To eliminate those feelings, White emphasized that survey results point to a need for employers to adapt and incorporate DEI and empathetic leadership in their workers' compensation processes.

"DEI is based on empathy and a profound sense of dignity," White said. "On the other hand, a fear of negative repercussions could lead to delayed reporting."

How to Make it Happen

According to White and the UT Dallas survey, five principles of empathy in workers' compensation, the "5 P's," can guide employers' actions:

(1) Pay. Over 60% of Americans live paycheck to paycheck and disruption can cause financial hardship.

(2) Protection. Employees fear losing their jobs to a workers' compensation claim. Employers should reassure employees that their job is safe and encourage their recovery through return-to-work programs.

(3) Prestige. Many employees fear being judge by their peers and supervisors. Employers should normalize that injuries occur and communicate pride in employees' return to work to support them without shame or stigma.

(4) Process. Workers' compensation processes can be confusing, so it's a best practice to break down the steps clearly so that employees know what to expect and can set reasonable expectations for themselves.

(5) Paperwork. Employees often find forms overwhelming, so employers can make things easier by explaining the essentials verbally and using communication channels that they understand to ensure clarity.

Ultimately, White said, true empathetic leadership involves an employer putting themselves in an injured worker's shoes -- and acting accordingly.

"It's important to recognize how the injured worker understands it," White said.

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