Some investors regularly undertake workplace safety assessments as part of their due diligence in order to establish whether there are liabilities which have not been accounted for elsewhere. These assessments are often extended to evaluate the costs and benefits of handling the liabilities and improve the workplace safety and employee treatment.
An international supply chain organization for instance, was looking to partner with a company in Uganda that was making quality ornamental products from the horns of cattle. Unfortunately, this company did not meet the minimum standards of the supply chain company and criteria for OHS. This was therefore the dealbreaker for the international supply chain organization.
This example shows how potential lucrative partnerships can be an incentive for companies to ensure that they meet the OHS standards for their organizations.
SOMO, an enterprise support program that identifies, trains, funds and mentors’ early-stage entrepreneurs is looking to drive social change by building enterprises in their own low-income urban communities in Kenya.
Most of the SGBs they support lack sufficient space and facilities to run their operation, as a result they are setting up a manufacturing space that takes into consideration health and safety regulations for manufacturers and entrepreneurs to utilize and grow their business whilst protecting their staff.
A dynamic early-stage dental company in Uganda demonstrated the importance of having a safety culture in the workplace. The SGB culture is centered on taking care of their employee’s safety and employment concerns and including them in decision making. As a result, the employees have developed a sense of ownership of the business evidenced by active employee engagement and increased productivity. Fair treatment practices included being provided with appropriate protective equipment and fair remuneration.
As the Covid-19 crisis hit organizations, the company was very transparent with its employees on the current financial situation of the business and in consultation with the employees instituted across the-board salary reductions, especially at senior levels, so as to avoid layoffs. The business realized employees are not interchangeable as it is expensive and time-consuming to hire new staff. As a result of the transparency and creation of trust with employees, as businesses resume operations, these employees are working hard and getting the company back to where it was before the economy took a hit.
Developing a positive culture centered on safety and employee wellbeing can result in decreased recruitment costs, lower staff turnover and more productive and committed staff.
Childcare is a necessity for most working families, and many working parents rely on day care centers to care for their children while they are away. In a formalizing early-stage Daycare center, an intermediary received a reported case of a missing child at the daycare. The intermediary realized that the day care did not have appropriate procedures and policies governing drop off and pick up of children at the center as the child was picked by someone else (who happened to be a relative).
This was however not communicated to the mother causing panic. The intermediary supported the day care center to put up proper records and registry as stipulated by law including updating the list of guardians and emergency contact for the children. With the support of the intermediary, the management further reviewed policy and procedures governing operations at the daycare.
Keeping proper documentation including sign offs and emergency contact information is key for such an enterprise. Establishing safety procedures and meeting these legal requirements may not only help an SGB maintain their licensing but may also help prevent accidents that could affect the business growth and reputation.
Most micro businesses and some small and growing businesses are uninsured and compensate employees and casual workers below the minimum wage. Providing insurance reflects well on a company and makes the owner look responsible, which can help secure that necessary investment.
When workers take fewer sick days and absences, they can retain focus and achieve more while having access to health care resources when needed. Examples of type of insurance for SGBs include business liability insurance which caters for parties that are harmed by SGB business activities, health and life insurance that can support the life of a family, should an employee succumb especially in high-risk enterprises. Paying employees and casual workers consummate of their skills and expertise motivates employee to perform better which has a significant impact on staff turnover and retention rates.