13th IOHAInternational
ScientificConference
Dublin, Ireland
June 2024
30Vol. 28 No. 6 November/December 2022

The Occupational Hygiene
Society of Ireland (OHSI) andthe British OccupationalHygiene Society (BOHS) areprivileged to jointly host thisconference and to contributeto its successful outcome.
The conference theme has
been confirmed as - ‘Protecting
workers from health hazards:
Advancing in this changingworld’.
The conference aims topromote occupational hygiene
and worker health protection
by the minimisation of worker
exposure to hazardous agents
globally through plenary
sessions, keynote lectures,parallel talks, workshops,
poster presentations andprofessional development aswell as networking
opportunities and socialfunctions.
A strong Global media
campaign will publicise themain causes of occupational
disease throughout theconference.
More information including
venue, dates and abstract
submission arrangements will
be announced very soon.
Please mark your diaries forJune 2024 in Dublin, Ireland!

Occupational Health Southern Africa

www.occhealth.co.za

IOHA NEWSLETTERGLOBAL EXPOSURE MANAGER
International OccupationalHygiene Association

Edited by Dr Thomas P Fuller: IOHA Past President
e-mail: tpfuller1@gmail.com

Application of virtual gamification in the training ofworkers in health and safety at work in Guatemala,
El Salvador and Nicaragua
Edgar Armando Car Chigüichón
e-mail: edgararmandocar@gmail.com

Introduction

Application of virtual gamification

In the field of occupational health and safety (OHS), many control
measures that are implemented to improve worker health and safety
must be supported by administrative measures, induction programmes,training, information, and/or education. Since the start of the COVID-19
pandemic in 2020, social distancing, short interactions between people,and avoidance of meetings in poorly ventilated spaces were promoted
to reduce risk of exposure to the virus. This introduced a need to innovate teaching/learning techniques aimed at workers, moving fromface-to-face to virtual teaching platforms. During the Pandemic, OHS
managers needed to consider the latest job trends: 1) work was done
via the internet, 2) training became digital, 3) most of the attention, inthe user’s experience, was focused on the virtual, and 4) there was avideo revolution in micro-learning and online gaming. Therefore, theimplementation of digital gamification platforms was developed as ameans to set a new trend of success in virtual training sessions in placeof face-to-face training.

In virtual training, workers have various levels of knowledge about
the use of digital devices, are of different ages, and have different
cultures, customs, and professions or occupations. A company
needs to create a gamification culture to unify these factors.
Combining virtual gamification, ludification, and andragogy positively influences the training of workers in OSH.
In April 2020, this method began to be applied in some companies in Guatemala in Central America. Initial indicators showed lessthan 40% attendance and participation by workers. Adapting tochange is not easy. By December 2021, progress with this innovation had improved, and virtual platforms were applied in companies
in Guatemala, El Salvador, and Nicaragua. Surveys conducted after
the sessions showed:• > 90% attendance and participation• > 97% satisfaction in the application of virtual gamified
platforms• > 95% of workers enjoyed competitive virtual gamified tasks

Gamification
Gamification is a learning technique that uses game mechanics in theeducational-professional field to achieve better results – to absorb betterknowledge, improve skills, or reward specific actions, among othergoals.1 The global trend of gamification applied at work shows that:• 83% of workers feel more motivated when training is gamified• 90% of workers feel more productive when using gamification• 97% of workers older than 45 years consider that gamified activities
improve the quality of their work
• 89% of workers say that gamified tasks make them morecompetitive

Ludification
Ludification is the concept that, when applying virtual gamification,
it is essential to conduct the activities in a playful way.2 Using specialtechniques, the game’s own dynamic and elements, and leisure in recreational activities with the goal to enhance motivation, as well as toreinforce behaviour to problem-solve, can: improve productivity, help
develop and clarify goals, and activate learning. When in a virtual session,
one must entertain the audience to keep its attention.

Andragogy
Andragogy is the practice of teaching adult learners. As OSH training
targets adults, it must adopt teaching techniques aimed at educatingadults.3 Active, experiential learning based on collaboration, cooperation, and competition is important.

Occupational Health Southern Africa

www.occhealth.co.za

Introducing and innovating virtual training methods results in challenges, difficulties, and adversities. The following advice can help achieve
the innovation and produce positive teaching and learning outcomes:
1. Academic competence and periodic training in gamification platform application updates should be sought; this field is evolving
rapidly.
2. Prevention starts with top management. Involving the employer inthe gamification application should be the first goal. Management
must experience the use of the tool.
3. Start with the application of practical and easy-to-use digital platforms. Workers should learn gamification from the OSH instructor.
When the workers gain confidence and experience, they can use
complex platforms.
4. Find the platform that best suits the target group of workers.
Sometimes, the use of a platform does not achieve the expectedsuccess.
5. Personalise the training session with the company’s identity andwith the OHS topic to be taught.
6. Many platforms allow one to analyse the results obtained afterthe execution, which is useful for continuous improvement in theapplication and measuring of indicators.
7. Limit sessions to 45 minutes; set session goals and focus directly onthem.
8. The instructor should have fun and enjoy the application beingused.

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IOHA NEWSLETTERGLOBAL EXPOSURE MANAGER
International OccupationalHygiene Association

It is not easy to achieve a culture of occupational risk prevention
but, with this type of innovation, significant advances will surely bemade in OSH management.

2. Walther BK, Larsen LJ, editors. Gamification and Beyond: The Case ofLudification. Games and Learning Alliance. Cham: Springer International
Publishing; 2020. Available from: https://link.springer.com/chap ter/10.1007/978-3-030-63464-3_12 (accessed 15 Nov 2022).

REFERENCES

3. Bouchrika I. The Andragogy Approach: Knowles’ adult learning theory

1. Occupational Health and Safety Training in a playful way. LudoPrevention Peru;

principles. Research.com; 2022 Sep 27. Available from: https://research.com/

2017. Available from: https://ludoprevencionperu.com/ (accessed 9 Nov 2022).

education/the-andragogy-approach (accessed 15 Nov 2022).

AIHA Emerging Economies Microgrant Programme
Lawrence Sloan
e-mail: lsloan@aiha.org
The American Industrial Hygiene Association (AIHA) prides itself
on having a robust community of volunteers, altruistically minded
and focused on helping communities worldwide to achieve worker
health, safety, and wellbeing. In 2018, the AIHA Board of Directors
formally requested that the AIHA International Affairs Committee
form an Emerging Economies Microgrant Programme subcommittee.
Its purpose is to provide a fair, structured, transparent, and consistentmechanism for funding education and research projects that promote
occupational hygiene in economically developing nations. Reflectiveof the Association’s vision, the AIHA Microgrants Programme promotes
global occupational hygiene awareness and capacity to reduce therisk of injury, illness, and fatality to workers in nations with limited
resources.
The importance of the Microgrant Programme reflects part of theAIHA 2022–24 Strategic Plan under the domain of Advancement andDissemination of Knowledge. Earlier this year, the AIHA Board approved
elevating the subcommittee to the status of a national-level advisorygroup, namely the Emerging Economies Microgrant Advisory Group.
This move ensures that there are no conflicts of interest amongst thosereviewing funding proposals. The advisory group structure also helps
provide better stability and means to track the organisational historyof the programme, which is not done for a subcommittee.
The AIHA will soon announce the open call for microgrant applications. Occupational hygiene non-profit organisations from developing
countries are encouraged to submit educational and research project
proposals. The advisory group will review the submissions and recommend allocating funds according to various criteria, which include:• Organisation eligibility: a preference for projects led by non-profitentities, such as charities, and non-government, academic, andphilanthropic organisations. Corporations and individuals are notexcluded from applying, but the benefits to the project recipientsshould outweigh the benefits to the individual or the company
providing the services.
• A stand-alone project, addressing primary prevention, consistent
with the AIHA’s mission and strategic priorities. The project promotes occupational hygiene through education, research, training,and development.
• The proposed project potentially advances the development andpromotion of the occupational hygiene profession. It supports

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Vol. 28 No. 6 November/December 2022

research and development efforts to solve occupational healthproblems and improve working conditions/environments.
Capacity building is evident through education, research, training,and outreach.
• The project addresses known or potential worker health issues.
It demonstrates research on hazardous workplace exposures,outcomes, and emerging problems of control methods to minimise associated workplace risks. It may address any emerging orongoing occupational health and safety concerns.
• The support requested does not exceed US$3 500. The project canachieve its goals with smaller overall budgets and still significantly
impact regions of greatest need.
• The needs to make the project viable and successful are adequately described. The project is likely to achieve its stated objectives within the required project timeframe limits (one year fromreceiving funding).
• Sources of proposal support, technical assistance, and collaboration are described. The proposal illustrates how the project may
fit into a larger picture of regional or host country development
through other support and organisations.
• An ability to improve public and environmental health, andachieve results must be demonstrated. Feasibility and practicality
must be evident. A project submission or sponsoring organisation can show past experience and success in goal-oriented tasks
through prior AIHA microgrant programmes or other means.
Looking ahead, the advisory group intends to create a permanent
fund to finance a greater number of projects over time. Individuals andcompanies are encouraged to contribute; they will be recognised on
the microgrants webpage.
The AIHA is pleased to provide a funding mechanism that helps
further awareness and provide critical training and research whereneeded most – to create healthier workplaces, worldwide. Please
direct questions about this initiative to AIHA staff member, Gouhar
Nayeem gnayneem@aiha.org.

Occupational Health Southern Africa

www.occhealth.co.za