title: Understanding incident reporting: The employee perspective

authors: MacKenzie, Paula Maria

subjects: incident reporting

abstract: The objective of the present research was to explore the number of accidents and near misses that occur in New Zealand organisations, the proportion of these incidents that are reported, and the factors influence that their reporting.  Most of the research in the area of incident reporting, underreporting and promoting reporting has used qualitative analysis, asking participants to discuss the barriers to reporting incidents.  By applying decision making theories to incident reporting, a framework was created for assessing previous research, as well as collecting data on factors that influence employee’s decisions to reporting incidents.  
A sample of 689 participants took part in the study by completing a 26-item questionnaire.  Twelve New Zealand organisations, two providing health services, three involved in power supply, four involved in construction, two supplying heavy machinery and equipment and one government department, provided a sample of employees that was representative of their business to complete the questionnaire.  Where practical organisations provided a copy of their current incident form, so that differences in incident form design could be compared to questionnaire answers. 
On average, the participants in the present research reported experiencing 3.61 incidents annually, and reported 86.1% of the incidents they experienced.  Based on the differences in organisation incident and reporting rates, the present research has supported the conclusion that incident reporting is associated with lower incident rates (Phimister et al., 2000; Reason, 1990, Storgard et al., 2012).  
The key factors associated with increased incident reporting were training on what and how to report an incident, confidence in one’s understanding of the reporting process, incident form usability, and whether the time estimated to complete an incident form was perceived as reasonable.  All of positive, negative and practical reasons for reporting or not reporting incidents that were presented to participants were found to be important to employees.  It appears that the combination of these factors influence incident reporting.  However, overall positive reasons were rated the most important, followed by practical, and negative reasons.
The present research has expanded the knowledge and understanding of employee perceptions of incident reporting.  If an organisation would like to promote incident reporting in their workplace, an organisation specific approach is required.  However, key actions include ensuring that all employees are trained in what and how to report an incident, and ensuring that their incident form is quick and easy to use.  When considering the incident form, the design and usability should be reviewed from an employee perspective.  An organisation could also review how the positive, negative and practical reasons discussed in the present research could be motivating or deterring incident reporting in their workplace.
There are five key areas of interest that future research could address.  These areas are the content of training and its impact on incident reporting, different elements of incident form design and their impact on incident reporting, how factors combine and interact to influence decisions to report incidents, whether the number of incidents experienced and reported differ across organisations, industries and countries, and the effect of accountability and individual responsibility on safety.

text: Understanding incident reporting: The employee perspective The objective of the present research was to explore the number of accidents and near misses that occur in New Zealand organisations, the proportion of these incidents that are reported, and the factors influence that their reporting.  Most of the research in the area of incident reporting, underreporting and promoting reporting has used qualitative analysis, asking participants to discuss the barriers to reporting incidents.  By applying decision making theories to incident reporting, a framework was created for assessing previous research, as well as collecting data on factors that influence employee’s decisions to reporting incidents.  
A sample of 689 participants took part in the study by completing a 26-item questionnaire.  Twelve New Zealand organisations, two providing health services, three involved in power supply, four involved in construction, two supplying heavy machinery and equipment and one government department, provided a sample of employees that was representative of their business to complete the questionnaire.  Where practical organisations provided a copy of their current incident form, so that differences in incident form design could be compared to questionnaire answers. 
On average, the participants in the present research reported experiencing 3.61 incidents annually, and reported 86.1% of the incidents they experienced.  Based on the differences in organisation incident and reporting rates, the present research has supported the conclusion that incident reporting is associated with lower incident rates (Phimister et al., 2000; Reason, 1990, Storgard et al., 2012).  
The key factors associated with increased incident reporting were training on what and how to report an incident, confidence in one’s understanding of the reporting process, incident form usability, and whether the time estimated to complete an incident form was perceived as reasonable.  All of positive, negative and practical reasons for reporting or not reporting incidents that were presented to participants were found to be important to employees.  It appears that the combination of these factors influence incident reporting.  However, overall positive reasons were rated the most important, followed by practical, and negative reasons.
The present research has expanded the knowledge and understanding of employee perceptions of incident reporting.  If an organisation would like to promote incident reporting in their workplace, an organisation specific approach is required.  However, key actions include ensuring that all employees are trained in what and how to report an incident, and ensuring that their incident form is quick and easy to use.  When considering the incident form, the design and usability should be reviewed from an employee perspective.  An organisation could also review how the positive, negative and practical reasons discussed in the present research could be motivating or deterring incident reporting in their workplace.
There are five key areas of interest that future research could address.  These areas are the content of training and its impact on incident reporting, different elements of incident form design and their impact on incident reporting, how factors combine and interact to influence decisions to report incidents, whether the number of incidents experienced and reported differ across organisations, industries and countries, and the effect of accountability and individual responsibility on safety.

year: 2015

title: Brexit and biobanking: GDPR perspectives

authors: Phillips, Andelka M.

subjects: GDPR

abstract: It is almost impossible to write a legal analysis of an event (Brexit) that has not happened and may never happen. This chapter nonetheless contributes to the edited collection in that it reports on the current legal position in the UK, and presents an analysis of two possible immediate post-Brexit legal futures, for data protection law as applicable to biobanking in the UK. These post-Brexit futures are the position if the draft Withdrawal Agreement is ratified and comes into force, and the position if it does not (a so-called ‘No Deal’ Brexit). The chapter concludes with some thoughts on possible longer term futures.

text: Brexit and biobanking: GDPR perspectives It is almost impossible to write a legal analysis of an event (Brexit) that has not happened and may never happen. This chapter nonetheless contributes to the edited collection in that it reports on the current legal position in the UK, and presents an analysis of two possible immediate post-Brexit legal futures, for data protection law as applicable to biobanking in the UK. These post-Brexit futures are the position if the draft Withdrawal Agreement is ratified and comes into force, and the position if it does not (a so-called ‘No Deal’ Brexit). The chapter concludes with some thoughts on possible longer term futures.

year: 2021

title: Interface of gender and culture

authors: Tamasese, Kiwi

subjects: Maori

abstract: I greet you in the soothing waters of the Pacific. The birth waters of Hawai’i to the North, island of the dream time, and Aotearoa, to the south. Papua New Guinea to the West and Marquesas to the East.  These islands are the gathering places of the world’s largest Continent, the Pacific. We of this continent know that her birth waters are our connection.  We also know that she is woman identified. It is no surprise therefore that from Hawai’i to the north to Aotearoa in the south the positioning of women in each of these societies bears a different story to that of the women of the continent of Europe.  This reality lived out in Hawai’i means women shared with men the ultimate leadership of peoples.  This location of women power is named Kuhinanui. Many remarkable women of Hawai’i occupied this position.  From times of peace throughout to the first clash with imposed new culture, women of Hawai’i led, bled, struggled, defied and kept the kukui of self belief burning. Genealogically Hawai’i is connected to her other sisters throughout the Pacific.  The story of Kuhinanui Liliuokalani is poignant.

text: Interface of gender and culture I greet you in the soothing waters of the Pacific. The birth waters of Hawai’i to the North, island of the dream time, and Aotearoa, to the south. Papua New Guinea to the West and Marquesas to the East.  These islands are the gathering places of the world’s largest Continent, the Pacific. We of this continent know that her birth waters are our connection.  We also know that she is woman identified. It is no surprise therefore that from Hawai’i to the north to Aotearoa in the south the positioning of women in each of these societies bears a different story to that of the women of the continent of Europe.  This reality lived out in Hawai’i means women shared with men the ultimate leadership of peoples.  This location of women power is named Kuhinanui. Many remarkable women of Hawai’i occupied this position.  From times of peace throughout to the first clash with imposed new culture, women of Hawai’i led, bled, struggled, defied and kept the kukui of self belief burning. Genealogically Hawai’i is connected to her other sisters throughout the Pacific.  The story of Kuhinanui Liliuokalani is poignant.

year: 1993