Just Culture

Just Culture [PDF 198 KB]

Is Your Just Culture Under Threat?

If any of the following warning signs exist within your workplace it’s time to take action:

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Your leaders and coworkers share a "don't snitch" mentality when safety infractions are observed

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Errors and mistakes are punished and treated in the same manner as intentional wrongdoings

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Financial bonuses are awarded for production outcomes, regardless of any safety compromises made to achieve them

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Incident investigations are limited to identifying the person(s) responsible for the event and corrective actions target “fixing” the person(s) involved (e.g., through training).

 

A just culture is a workplace system that seeks to balance the need for accountability with the need for fairness and learning.

An organization with a just culture is one where:

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Leaders and workers are encouraged or rewarded to report essential safety information and feel safe doing so

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Following mistakes and adverse events, the focus is on learning from mistakes and improving the workplace system, rather than solely blaming individuals

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Leaders and workers understand the line between acceptable and unacceptable behaviour

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A common view exists that gross negligence or willful engagement in dangerous acts are subject to discipline and dismissal

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When wrongdoing occurs, actions are fairly considered to determine culpability of the people involved and any consequences are proportionate with the nature of the wrongdoing

Having a just culture can bring many benefits to an organization, including:

  • Increased accountability: a just culture promotes individual accountability by encouraging people to take responsibility for their actions, while also recognizing the role that systemic issues can play in causing mistakes.
  • Enhanced collaboration: in a just culture, individuals are encouraged to work together to identify and address problems, rather than blame each other. This can promote a culture of collaboration and teamwork, which can lead to improved outcomes.
  • Increased trust: When individuals feel supported and valued, rather than punished for their mistakes, they are more likely to trust their leaders and coworkers. This can lead to a more positive work environment and improved morale.

In turn, this supports:

  • An upward arrow sits atop a bar graph. Both are encompassed by two arrows that form a circle in a clockwise direction. The icon sits on a white circle. Improved safety performance and continual improvement: by addressing the underlying causes of mistakes and incidents, rather than just blaming individuals, a just culture can help to improve safety and reduce the number of errors and accidents. Focusing on the workplace system causes of mistakes and incidents, rather than just blaming individuals helps organizations identify opportunities for improvement and make changes to prevent similar problems in the future.

Reflective Question:

  1. As an individual, what actions can you take to support a just culture within your workplace?
 

For more information on systems thinking and performance influencing factors see Canadian Standard Association. (2022). Human and organizational factors for optimal pipeline performance (CSA Express Document No. 16:22).

For more learning resources on Human and Organizational Factors and Safety Culture visit the CER’s Safety Culture Learning Portal.

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