1. Lack of Visible Leadership Commitment

When leadership fails to actively demonstrate commitment—like attending safety walks or participating in training—workers perceive safety as secondary. This “say-do gap” damages trust and engagement.

➡️ Leaders must live safety values visibly—on shop floors, in meetings, and through decisions.

2. Punitive Reporting Systems

If employees fear punishment for reporting incidents, hazards remain hidden. Cases like Boeing and Norfolk Southern illustrate this deeply damaging “culture of silence”.

✅ Encourage reporting through non‑punitive policies and visible follow‑up on concerns.

3. Prioritising Production Over Safety

Rushing jobs or cutting corners sends the message: targets matter more than people. This reinforces “normalisation of deviance”.

⚠️ Process should empower individuals to pause work when safety is compromised—without fear of repercussions.

4. Poor Communication & Learning Loops

Failing to share lessons from near-misses or incidents leaves teams in the dark. Without feedback, mistakes repeat and trust diminishes.

☑️ Embed structured debriefs and learning discussions—don't just "fix and file."

5. Inadequate Resourcing & Training

Safety programs without proper resources—time, skills, budget—inevitably collapse. This systemic neglect sends a clear message: safety isn't valued.

✅ Provide sufficient training, regular refreshers, and allocate time for safe work.

Conclusion: Re-building a Resilient Safety Culture

• Lead visibly: executives on the floor, not just in memos.
• Safe reporting: no blame, no reprisal.
• Balance goals: safety embedded in production metrics.
• Learn fast: regular, open post-incident reviews.
• Invest properly: people, tools, and time matter.

Addressing these errors isn’t quick—but essential. Safety culture thrives when it’s more than rules—it’s living values, everyday practice, and genuine leadership.