How can you create a non-punitive reporting culture in aviation?

Establishing a clear policy for a non-punitive reporting culture in aviation is paramount. Such a culture encourages open communication about safety concerns without fear of reprisals. A robust policy should emphasize learning from incidents rather than assigning blame. Encouraging anonymous reporting, providing confidentiality, and assuring immunity from disciplinary action fosters trust. Regularly communicating the value of reporting for continuous improvement reinforces the non-punitive approach. Training sessions, awareness programs, and leadership commitment play pivotal roles. Ultimately, creating an environment where individuals feel safe to report errors promotes proactive risk mitigation and enhances overall aviation safety.

Fostering a culture of safety is a fundamental responsibility for organizations. A non-punishing reporting environment is a powerful tool in achieving this, as it encourages honest reporting, enables data-driven safety improvements, and enhances trust within the organization. By prioritizing non-punishing reporting practices, organizations can create a safer, more inclusive work environment while constantly evolving and refining their safety standards.

The RelPer policy (Danger Report), which was previously in boxes ready to take and fill and which guaranteed anonymity, has now been replaced by electronic reports sent via intranet access but the company swearing that anonymity continues, some employees feel discouraged from reporting something, some examples: Birds at the runway - Solution: Prohibition of washing aircraft: The water attracted birds, this action did not solve the problem and birds continued to be seen at the runway, action 2: Prohibit employees from bringing meals from home, excuse: leftover food in the bin attracted birds. HelPer remains important however technological innovation combined with foolish attitudes hampers what would be an important tool to avoid accidents.

A alta lideran?a deve receber com discernimento as informa??es de erro da comunidade aeroportuária e realmente elaborar uma cultura justa e de n?o puni??o especialmente quando n?o houver uma viola??o. O caminho é de entendimento, apoio e humaniza??o. Os processos que hoje acontecem com alguém levam a aprendizado mútuo e o aproveitamento de uma situa??o fomenta aprendizado a toda comunidade. O gerenciamento de riscos deve ter consigo uma cultura aberta, inclusive a de notar os gaps que cabem as chefias, sempre tendo em conta a parcela de erro que a cada um cabe no todo, sem motivo de prejudicar a alguém mas levando em conta que um erro é uma sucess?o de falhas e nunca um evento isolado.

Establishing a clear policy will help the aviation company develop a non-punitive reporting culture. Having a clear policy will allow the aviation professional to understand the reportable events, the way of reporting the same, and the impacts of reporting or non-reporting. With the help of this policy, the professional should be encouraged to document the reportable events and also given a sense of protection that disciplinary actions will not be taken against him in case of reporting the event.

With the help of proper education and training, a non-punitive reporting environment can be developed in aviation. It is essential to train aviation professionals, elaborating on the concept of a non-punitive reporting environment, the importance of reporting, and its processes. It is important to note that the training should be interactive and engaging.

O treinamento e a comunica??o constituem os elementos da Promo??o da Seguran?a Operacional dentro de um SGSO. Para ser segura, um organiza??o n?o necessita de processos complexos e dispendiosos, pelo contrário, torna-se segura quando os processos e procedimentos s?o de fácil compreens?o e execu??o, quando os perigos e seus riscos s?o facilmente comunicados, quando há um engajamento ativo dos líderes com as suas equipes, permitindo uma comunica??o transparente e fluida em todos os níveis da organiza??o. A promo??o busca explicitar para todos os colaboradores que estes s?o responsáveis pela seguran?a, independente da fun??o, e que o reporte voluntário é essencial para a manuten??o dos níveis de seguran?a.

A practical and transparent communication and feedback channel also helps to develop a non-punitive reporting culture. These transparent communication channels will help aviation professionals effectively communicate any reporting events in a timely and confidential manner. Alternatively, the feedback channels will allow the professionals to get constructive feedback on their reports.

Para estabelecer um sistema de reportes, os canais de relato devem ser diversos. Ao permitir um ampla gama de meios para comunicar perigos identificados, a organiza??o possibilita que uma maior quantidade de colaboradores e indivíduos que interagem com ela relatem condi??es potencialmente perigosas. Alguns meios para a confec??o de reportes s?o o verbal, diretamente para algum colaborador, por e-mail, por telefone ou por formulário digital.

Aviation management should also develop a reward and recognition system as a part of a non-punitive reporting system. Aviation professionals should be rewarded and recognized for fair and proportionate reporting. This will promote a non-punitive reporting environment because the aviation professionals will feel safe. However, the reward system should be different from such that it increases the reporting competition.

Buscando refor?ar e incentivar os relatos, é essencial que ao término da investiga??o realizada com base no relato ou com as a??es corretivas implementadas, o responsável pelas tratativas de um retorno ao emissor. Desta forma, além de dar uma resposta do que foi executado, refor?a o sentimento da comunidade que a seguran?a operacional é uma prioridade para a organiza??o e que todos os relatos s?o tratados em busca de manter um nível adequado de seguran?a operacional.

Aviation management should monitor and evaluate the effectiveness of the reporting system from time to time. This will help the management to understand whether the non-punitive reporting culture is fostered within the organization or not. With the help of these monitoring activities, the management can evaluate the quality, trend, and quantity of reports, the effectiveness of the communication and feedback channels, and the reward system.

Organizational culture is a key part of aviation safety. It instills a safety mindset, ensuring all team members understand the critical role safety plays. This mindset promotes open reporting, contributing to a comprehensive understanding of risks. Secondly, a culture of continuous improvement directs organizations to analyze incidents systematically, providing identification of root causes. This guarantees the implementation of corrective actions, enhancing the safety of the aviation system. Lastly, the culture encourages open communication and collaboration, facilitating the sharing of lessons and best practices internally and externally.

Aviation management should also foster a culture of learning and improvements from past incidents or errors. This is because more than reporting is needed. Aviation professionals should also correct mistakes by taking necessary actions for future improvements.

Organiza??es com cultura de aprendizado buscam mudan?as baseadas nos indicadores de desempenho de seguran?a operacional (IDSO) e em informa??es fornecidas pelas investiga??es de ocorrências aeronáuticas, além dos reportes voluntários. Desta forma, organiza??es que estabelecem esse nível de cultura conseguem aprender com o decorrer de suas opera??es.

Lastly, to develop a non-punitive reporting environment, aviation management should assume that the majority of the errors, mistakes, or incidents that happen by any aviation professional are unintentional, and the professional should not be criminalized for the same. The management should consider the reports and hear from the professional first, and then only take further action.