What Does a Safety Culture Look Like in Organisations, and How Important is the "C" Word?

Creating a strong safety culture is a cornerstone of successful organisations, particularly in high-risk industries. It’s not just about having policies in place; it’s about embedding safety into every decision, action, and conversation. At the heart of this transformation is the “C” word: Culture.

A robust safety culture influences how people behave, communicate, and think about safety, ensuring that it’s not just a box to tick but a core value. To understand how organisations can develop a mature safety culture, the Hudson Safety Maturity Model provides a powerful framework.

What is the Hudson Safety Maturity Model? 

The Hudson Safety Maturity Model is a tool used to assess and develop an organisation's safety culture. It defines five levels of maturity, illustrating how organisations evolve from reactive to proactive and, ultimately, to safety excellence. Each level represents a shift in mindset, processes, and commitment to safety.

The Five Levels of Safety Culture Maturity

1. Pathological: “Who cares as long as we’re not caught?”

At this stage, safety is seen as a burden or an obstacle to productivity. Organisations may ignore safety regulations and only act when forced by external pressures, such as regulatory bodies or incidents.

Example: 

A small construction company avoids conducting risk assessments, believing they are unnecessary until they are fined for a workplace accident.

Key Characteristics: 

- Lack of accountability. 

- Minimal or no investment in safety. 

- Safety incidents are treated as individual failings, not systemic issues.

2. Reactive: “We do something when we have to.”

In the reactive phase, organisations respond to safety incidents after they occur. There’s an awareness of safety but no proactive measures to prevent incidents.

Example: 

After a worker suffers heatstroke on a job site, a company introduces water stations and mandatory hydration breaks but does not take further steps to mitigate broader risks.

Key Characteristics: 

- Safety improvements are driven by incidents. 

- Short-term fixes rather than long-term strategies. 

- A “blame culture” persists, focusing on individuals rather than systems.

3. Calculative: “We have systems in place to manage all risks.”

At this level, organisations implement formal safety management systems and processes. While safety is taken seriously, it remains compliance-driven rather than fully integrated into the culture.

Example: 

A logistics company develops detailed safety procedures for loading docks and requires regular safety audits, but employees feel disconnected from the process and see it as just another task.

Key Characteristics: 

- Reliance on rules, processes, and checklists. 

- Safety responsibility is delegated to specific departments or roles. 

- Limited employee engagement with safety beyond compliance.

4. Proactive: “Safety leadership drives continuous improvement.”

In the proactive stage, safety is embedded into daily operations and driven by leadership. Employees feel empowered to raise concerns, and the focus shifts to preventing incidents before they occur.

Example: 

A manufacturing firm introduces regular toolbox talks where employees discuss potential hazards and solutions, encouraging open dialogue about safety.

Key Characteristics: 

- Leadership actively promotes safety. 

- Systems are dynamic, with regular reviews and updates. 

- Employees participate in safety initiatives and decision-making.

5. Generative: “Safety is how we do business here.”

At this pinnacle level, safety is fully integrated into the organisation’s DNA. It’s not just a priority—it’s a value. Everyone, from leadership to frontline workers, shares accountability for maintaining a safe environment.

Example: 

An oil and gas company incorporates safety into every aspect of its operations, from boardroom decisions to contractor onboarding. Employees automatically assess risks before taking action because it’s second nature.

Key Characteristics: 

- Safety is a shared responsibility and a core organisational value. 

- Continuous learning and improvement are embedded in the culture. 

- High trust and open communication around safety issues.

Why the “C” Word Matters 

The "C" word—Culture—is the glue that binds systems, processes, and people together. Without a strong safety culture, even the best systems can fail. Culture ensures that safety isn’t just about policies but about attitudes, behaviors, and collective accountability.

How Culture Influences Safety:

1. Employee Engagement: A strong safety culture empowers employees to speak up about risks and take proactive steps to mitigate them.

2. Trust: Employees in a positive safety culture trust that their organisation values their well-being over productivity. 

3. Resilience: Organisations with strong safety cultures are better equipped to learn from incidents and adapt to new challenges.

Building a Mature Safety Culture

To develop a mature safety culture, organisations should:

1. Assess Their Current Level: Use the Hudson Model to identify where they are on the maturity scale. 

2. Engage Leadership: Safety must be championed from the top. Leaders should model safety behaviors and prioritise safety in decision-making. 

3. Empower Employees: Foster an environment where employees feel comfortable raising concerns and contributing to safety solutions. 

4. Focus on Continuous Improvement: Regularly review and refine safety systems, processes, and training. 

5. Celebrate Successes: Recognise and reward safety milestones and improvements to reinforce positive behaviours.

A mature safety culture doesn’t happen overnight, but the journey is worth the effort. By progressing through the levels of the Hudson Safety Maturity Model, organisations can evolve from merely reacting to incidents to embedding safety as a core value.

The “C” word—culture—defines how organisations approach safety, shaping attitudes, behaviors, and outcomes. When safety becomes "how we do business here," organisations create an environment where employees thrive, risks are mitigated, and success is sustainable.

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What does safety culture look like in your organisation? Share your thoughts and experiences below!