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					         Hong Kong Convention Centre
         Wednesday, March 19, 2003




      Ms. Maureen Shaw, President & CEO
Industrial Accident Prevention Association (IAPA)
     1-800-406-IAPA (4727)     www.iapa.ca
"A World where risks are controlled
 because everyone believes suffering and
 loss are morally, socially and economically
 unacceptable."


    Care and respect for people
    Trust and integrity
    Continuous Improvement and Innovation
    Openness to ideas
    Leading by example
    Recognition
    Life/work balance
Formed 85 years ago by industrial leaders with the
Canadian Manufacturers Association, we have evolved as a
non-governmental not-for-profit corporation to 225
professional staff with the following integrated menu of
offerings:
  Consulting Services (High Impact Solutions, Integrated
   Management System and Occupational Health)
  Technical Services (Ergonomists, Engineers, Occupational
   Hygienists)
  Training/Education Services (Public, In-house, Internet, CD-
   Rom)
  Products (more than 100 products)
  Partnerships and alliances locally, nationally and
   internationally (e.g.: Canadian Manufacturers and Exporters,
   Ontario Furniture, Canadian Foundry Assoc., Hong Kong Council, ILO,
   ISSA, WHO, PAHO, DGSST-Mexico)
  Community-based programs through a network of 900
   industry volunteers
We have 47,000 member firms and 1,550,000
employees representing diverse industry sectors:

      Ceramics & Stone
      Chemical Industries
      Food Products
      Grain, Feed & Fertilizer
      High Tech
      Industrial Equipment
      Leather, Rubber & Tanners
      Metal Trades
      Office & Related Services
      Printing Trades
      Textiles and Allied Trades
      Woodworkers’
This presentation will take a high level
view at incentives used in Canada
through:


     Community-based Coalitions
     Industry Partnerships and
      Collectives
     Financial and Non-Financial
      Incentives
     Social and Moral Incentives
The general objective of an accreditation program would
be to promote the adoption of good OHS policies,
programs and practices in workplaces

The goal is to encourage employers to adopt an
Integrated Management System driven by a
comprehensive continual improvement process, designed
to assist them in managing and integrating their
organization’s safety, health and environmental needs
with overall business requirements in a manner which is
sustainable

Accreditation has the potential to strengthen workplace
commitment to high standards of OHS practice through
economic, social and possibly legal motivators.
   Giving accredited firms a competitive edge in obtaining
    contracts for products and services.
   Possible economic incentive would be to tie accreditation
    to lower insurance premiums




   Accredited can be tied to positive public recognition of
    accredited companies, leading to improved public relations
    and possibly improved market position.




   Accredited firms would expect to receive less
    enforcement attention from government agencies
   Accreditation standards would promote understanding
    and sharing of the qualities and practices known to be
    associated with successful health and safety outcomes
   Accreditation could be a source of pride and
    recognition for accredited firms
   By identifying firms with good OHS practice,
    accreditation would allow regulatory and enforcement
    efforts to be concentrated on poorer firms.
   Accreditation would entail a market advantage to those
    that have nigh quality OHS programs and practices.
   For buyer firms, accreditation will provide a consistent
    means for ensuring that suppliers have achieved a
    standard level of OHS practice.
   High program delivery costs are a possibility
   If standards, audit tools or program delivery are not
    well-designed an administered, various unacceptable
    outcomes could ensue, such as:
     Bad public relations for accrediting organizations
     Perception that the accreditation program is unfair
     Accreditation of unworthy firms
     Failure to accredit worthy firms
     Requirements that are too onerous, especially for
      small business.
Canada was the first country to use the workplace as
the catalyst for developing coalitions and partnerships
for prevention of injuries in communities.

 Skilled experts and practitioners in workplace injury
  and illness prevention
 Framework of legislation and standards (including
  International Standards)
 Belief in the need to generate greater social awareness
  of the magnitude of the unacceptable injury problem
 Economic & political benefits of prevention
 Bringing together leaders in communities with knowledge
  and expertise in business, government, planning, public
  health and social sciences, education, epidemiology,
  crime prevention, fire prevention, transportation
  safety, childhood safety, seniors’ safety and more!
“Helping make Canada the safest country in the
      world to live, learn, work and play.”

The Safe Communities Foundation has a practical
plan for workplace and community-wide safety
with the following outcomes:
 protecting lives
 reducing the cost of losses
 creating a healthy climate for investment
Partnership with the Ontario Workplace Safety
and Insurance Board (WSIB), the 24 Safe
Communities and the Safety Associations, based
in Ontario
    Provides group financial incentive to small
     business who register and fulfill criteria
    Provides Risk Evaluation to workplaces to
     improve health and safety
    Provides Awareness Training to employers
     and workers
    Provides assistance and coaching in
     developing actions plans for implementation
    Sector Specific training to identified group
     needs
   WSIB and Safety Associations partnering
    with the business community
   Each safety group has a sponsor from a trade
    association or a health and safety association
   Sponsor promotes group interaction through
    meetings, workshops and guidance on action-
    plan development and tracking progress
   A collective average improvement determines
    the rebate that the group will equally share
   Each group should strive for a 20% reduction
    during each year of the program
Over the last three years IAPA worked with the
Canadian Foundry Association and accomplished the
following:
 Developed a Foundry health and safety guide
 Developed sector-specific health and safety training
 Formed a Safety Group

Results!
 Loss time injury rate dropped by 50%
 Insurance assessment rate dropped 9% in
  2002, a savings of $875,000
 Safety Group realized rebates of $264,000
ALBERTA
Alberta’s Workers’ Compensation Board offers a
voluntary “Partners in Injury Reduction” program
that provides discount of up to 20% of premiums
for implementing health and safety programs and
mitigating claim costs. To qualify, each employer
must achieve the Certificate of Recognition Audit
Standard. Four communities that participated as a
group in PIR reduced their workplace injuries by as
much as 40%
MANITOBA
Manitoba is moving to a system where by 2002, the
public sector and private purchasers of construction
services would require bidders on contracts
exceeding $250,000 Canadian to have appropriate
Industry Association “Certification of Recognition”
accreditation or equivalent.
NEW BRUNSWICK
New Brunswick offers 4 levels of financial incentives
2%, 5% and 10% of premium. Each level requires an
increase in audit score as well as consideration of the
firm’s decrease in total cost of new injuries and of
claims and the disability management program.
BRITISH COLUMBIA

BC Certificate of Recognition (COR)
  Voluntary program ~ 5% incentive
  Industry driven~ industry funded
  Requires employers to go beyond
    BC Regulatory compliance
  Training requirements
  Audit component
  Administered by industry safety association~
   Certifying Association
IAPA's Health and Safety Awards
Start the Journey Towards Health & Safety Excellence

IAPA’s Health and Safety Awards recognize progressive achievement
in health and safety with three distinct honours: Achievement
Award, Safety Award and our prestigious President’s Award. These
awards have been developed with one goal in mind: to provide
guidance and recognition to IAPA member firms in their quest
towards occupational health and safety excellence.
How IAPA’S Member Firms Benefit


IAPA’s Health and Safety Awards make
significant milestones in their journey
towards a systematic, dedicated approach
to health and safety management. By
meeting the requirements of these awards,
they will not only maintain a proactive
approach to achieving health and safety
excellence, they will also ensure their
health and safety initiatives address
industry standards and the needs of their
employees.
IAPA member firms derive numerous other important
advantages from the program as well:

 Focus their health and safety improvement efforts on tangible
  goals
 Use the program criteria to guide the development of their
  overall health and safety plan
 Demonstrate their commitment to staff, their customers and
  their community
 Celebrate their achievement by displaying their award in a
  place of prominence
 Formally acknowledge employees for their efforts in helping
  earn the award
 Become eligible for special pricing on many IAPA products
 Receive recognition and publicity in IAPA publications, on
  IAPA’s web site and at IAPA events.
Corporate Social Responsibility is
not the latest bullet or business fad,
it not a philanthropic idea. It is an
International Imperative for both
business and the countries we are
operating in.
Corporate Social Responsibility in a globalized
industrial world is about making the business
investment and the community promise sustainable
for the company and for the communities we operate
in, its people and environment. It demands:

•   LEADERSHIP
•   INTEGRITY
•   RESPECT
•   RELATIONSHIPS
      IT’S ABOUT RESPONSIBLE CITIZENSHIP
IAPA believes that in order to move the prevention
yardstick in health and safety, we need to integrate
moral, social, economic and legal incentives.
Collectively they are motivators for improvement:

 Moral and social incentives are about not accepting poor
  performers as part of our value system
 An economic incentive is a motivator to improve from a
  business and competitive perspective -the market will only
  recognize good performers
 Legal incentives force poor performers to improve
 Communities and the public will recognize and demand
  corporate social responsibility in health and safety

The ultimate goal is to utilize a judicious mix of strategies
leading to sustainable cultural change
 “Coming together is a beginning,
staying together is progress, and
  working together is success.”
                    - Henry Ford
“A World where risks are controlled because everyone believes suffering and loss
are morally, socially and economically unacceptable.”




                                                                  Jennifer Quintal – Age 9
  IAPA 207 Queens Quay West, Suite 550,Toronto, Ontario M5J 2Y3
  Tel: (416) 506-8888 Fax: (416) 506-8880     www.iapa.on.ca

				
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