Ransford Gyambrah Final Masters Thesis- 2017- Open University of Malaysia

THE MANAGEMENT OF OCCUPATIONAL HEALTH AND SAFETY HAZARDS IN GOLD MINING INDUSTRIES IN GHANA: A CASE STUDY OF GOLDEN STAR BOGOSO/ PRESTEA LIMITED. RANSFORD GYAMBRAH OPEN UNIVERSITY MALAYSIA / ACCRA INSTITUTE OF TECHNOLOGY (AIT) 2017 THE MANAGEMENT OF OCCUPATIONAL HEALTH AND SAFETY HAZARDS IN GOLD MINING INDUSTRIES IN GHANA: A CASE STUDY OF GOLDEN STAR BOGOSO/ PRESTEA. RANSFORD GYAMBRAH A Master’s Thesis Submitted in Partial Fulfillment of the Requirement for the Degree of Master of Occupational Health, Safety and Risk Management Open University Malaysia / Accra Institute of Technology (AIT) 2017 ii DECLARATION OF AUTHORSHIP Name: Ransford Gyambrah Index Number: MTSMOSHRMM150033Y I hereby declare that this Master‟s Degree Thesis is entirely my own except where indicated by full references. Signature: ……………………………… Date: …………........ Supervisor‟s Signature: ………………... Date: ……………… Supervisor‟s Name: MR. AMEVI ACAKPOVI iii DEDICATION This research work is dedicated first to God Almighty and to all who have contributed in many different ways to my academic development and social status. And also to all whose work and efforts have contributed to the development of knowledge and improvements in the fields of Health, Safety and Risk Management. iv ACKNOWLEDGEMENT I give thanks to God Almighty for being my source of life and unfailing help. My gratitude also goes to Mr. Amevi Acakpovi for his wealth of knowledge and experience put at my disposal as the supervisor of this research work. His guidance and suggestions have contributed greatly to the success of this project. I further salute the efforts and diverse contributions from family, friends and colleagues to my state of mind, acquisition of knowledge and information to produce this research work. v ABSTRACT Mining has been in existence for many years because of its economic benefits; it‟s concomitantly associated with high risks of injuries and fatalities. Commitments have been made, especially by advanced nations, to control the risks. Regardless of the efforts, statistics on accidents occurrence in the mines of Ghana remain horrible. This study therefore sought to explore the management of occupational health and safety in Gold Mining Industries in Ghana. A cross sectional survey was carried out in Golden Star Resources. Convenience and purposive sampling were used to select 150 participants for the research. Statistical Package for Social Sciences (SPSS) version 21 and Microsoft Excel 2013 were used to analyze the data. Statistical techniques adopted were descriptive statistical analysis and bivariate analysis (Odd Ratio and Chi-square tests). About 95% of the workers think the workplace is safe. Safety and health notices provided by the company are more likely to be disobeyed by non-formally than formally educated (OR: .91; CI: .86-.96). Safety materials provided by the company are unlikely to be used always by those with ≤ 10years work experience than those with ≥10 years of work experience (OR: .90; CI: .85-.95); workers of mining department than non-mining department (OR: 1.14; CI: 1.06-1.23) Workers have fair knowledge about safety issues, the workers and the company comply with OHSAS 18001 standards, but more commitment is expected of management. It is recommended that the mine assures that safety training and promotion interventions are understood and can easily be remembered by the workers, and aspects of compliance should also be scaled up. Keywords: Occupational Health and Safety. vi TABLE OF CONTENTS DECLARATION OF AUTHORSHIP ii DEDICATION iii ACKNOWLEDGEMENT iv ABSTRACT v TABLE OF CONTENTS vi LIST OF TABLES ix LIST OF FIGURES x ABBREVIATIONS AND ACRONYMS xi CHAPTER ONE GENERAL INTRODUCTION AND SUMMARY ............................................................................ 1 Background to the study .................................................................................................................. 1 1.2 Research Problem Statemen ...................................................................................................... 3 1.3 General objective ........................................................................................................................ 4 1.3.1 Specific objectives .................................................................................................................... 4 1.4 Research Questions ............................................................................................................... 4 1.5 Significance of the Study ............................................................................................................ 4 1.6 Justification of the Study ............................................................................................................ 5 1.7 Scope of the Study ....................................................................................................................... 7 1.8 Outline of the thesis .................................................................................................................... 7 CHAPTER TWO .................................................................................................................................. 8 LITERATURE REVIEW .................................................................................................................... 8 2.0. Introduction ................................................................................................................................ 8 2.1 Definition of Mining .................................................................................................................... 8 2.2 Definition of Occupational Health and Safety Hazards .......................................................... 9 2.4 Occupational Health and Safety Hazards in the Mining Sector of Developing Countries . 11 2.5 Management of occupational health and safety hazards in gold mining industries in Ghana. .............................................................................................................................................. 11 2.6 Kinds of occupational health and safety hazards at mining sites ......................................... 14 2.6.1 Physical Hazards .................................................................................................................... 14 2.6.2 Ergonomic hazards ................................................................................................................ 16 vii 2.6.3 Biological hazards .................................................................................................................. 16 2.6.4 Chemical hazards ................................................................................................................... 16 2.6.5 Psychosocial hazards ............................................................................................................. 17 2.6.6 Electrical hazard .................................................................................................................... 18 2.7 Occupational hazards and the ramifications .......................................................................... 18 2.8 The mechanisms for managing occupational health and safety measures .......................... 19 2.9 Motivation and Benefits of Occupational Health and Safety ................................................ 21 2.10 Effects of poor occupational health and safety ..................................................................... 22 2.11 OH&S management system requirements (OHSAS 18001:2007) Occupational Health Safety Assessment Series) ............................................................................................................... 22 Clause: 4.1 General requirements ............................................................................................. 22 Clause: 4.2 of OHSAS 18001:2007 - OH&S policy .................................................................. 22 Clause: 4.3 of OHSAS 18001:2007 - Planning .......................................................................... 23 Clause: 4.4 of OHSAS 18001:2007 - Implementation and operation .................................... 26 Clause: 4.5 of OHSAS 18001:2007- Checking .......................................................................... 30 Clause: 4.6 of OHSAS 18001:2007- Management review ........................................................ 34 2.11 Chapter summary ................................................................................................................... 34 CHAPTER THREE ............................................................................................................................ 36 METHODOLOGY ............................................................................................................................. 36 3.0 Introduction ............................................................................................................................... 36 3.1 Research Philosophy ................................................................................................................. 36 3.2 Background of selected company ............................................................................................ 37 3.3 Research Design ........................................................................................................................ 38 3.4 Target population ...................................................................................................................... 39 3.5 Sampling methods ..................................................................................................................... 39 3.6 Data Collection .......................................................................................................................... 39 3.6.1 Survey .................................................................................................................................. 39 3.6.2 In-depth Interview ...................................................................................................... 40 3.7 Data Analysis tools .............................................................................................................. 40 3.8 Framework of Data Analysis ................................................................................................... 40 3.8.1 Quantitative analysis.......................................................................................................... 41 3.7.2 Qualitative Analysis .................................................................................................... 41 3.9 Ethical Considerations .............................................................................................................. 41 3.9.1 Ethical clearance ................................................................................................................ 41 viii 3.9.2 Consent and right to drop-out .......................................................................................... 41 3.9.3 Privacy and Confidentiality .............................................................................................. 42 DATA ANALYSIS AND RESULTS ................................................................................................. 43 4.1 Introduction ............................................................................................................................... 43 4.2 Demographic Characteristics................................................................................................... 43 4.3 Participants understanding of health, safety, and safe workplace ....................................... 45 4.3.1 Participants understanding of health and safety ............................................................. 45 4.4 Company provides safe place of work ............................................................................... 46 4.5 The company provides adequate equipment, materials and personal protective equipment (PPEs) to enable employees to carry out their work safely ......................................................... 51 4.6 Worker and company level compliance .................................................................................. 52 4.6.1 The company provides notices on health safety and safety measures ........................... 52 4.6.2 Safety materials provided by the company are used all the time .................................. 54 4.6.3 Company prevents employee exposure to unreasonable risks ....................................... 56 4.6.4 Encourage near misses reporting ..................................................................................... 61 4.6.5 Company conducts periodic reviews ................................................................................ 66 4.6.6 Manage Response to Safety issues .................................................................................... 71 4.6.7 Joint Inspections by trained management and employee representatives .................... 76 4.6.8 Incident Reporting by Department .................................................................................. 81 4.6.9 Management Provide Corrective Actions ........................................................................ 86 4.7 Effect of Training on worker ................................................................................................... 90 4.7.2 Effect of fire drills. ............................................................................................................. 91 4.8 Challenges confronting the company in promoting health and safety standards ............... 92 4.8.1 Cost of providing health and safety materials ................................................................. 92 4.8.2 Poor literacy rate and poor awareness of health and safety .......................................... 93 4.8.3 Lack of clarity about health and safety issues ................................................................. 94 4.8.4 Difficulty recruiting qualified health and safety officers ................................................ 94 4.8.5 Difficulty in getting management to be committed to health and safety ....................... 95 4.8.6 Workers refusal to wear personal protective equipment (PPE ..................................... 96 4.8.7 Difficulty influencing worker on safety behaviors .......................................................... 96 4.8.8 Workers refusal to report minor injuries or near misses ............................................... 97 4.8.9 High cost of training employees ........................................................................................ 98 4.8.10 Change of leadership style ............................................................................................... 98 ix CHAPTER FIVE .............................................................................................................................. 100 DISCUSSION OF RESULTS .......................................................................................................... 100 5.1 Introduction and summary of findings ................................................................................. 100 5.2 Socio-demographic .................................................................................................................. 101 5.4 Compliance of health and safety (Based on Objective 2) .................................................... 103 5.4.1 The company provides adequate equipment, materials and personal protective equipment (PPEs) to enable employees to carry out their work safely ................................ 103 5.4.2 The company provide notices on health safety and safety measures .......................... 104 5.4.3 Safety materials provided by the company are used all the time ................................ 106 5.4.5 Company prevents employee exposure to unreasonable risks ..................................... 107 5.4.6 Company conducts periodic reviews .............................................................................. 108 5.4.7 Management Responses to Safety ................................................................................... 109 5.5 Effect of training activities on workers (Based on Objective 3) .......................................... 110 5.6 Challenges confronting health and safety promotion .......................................................... 112 5.6.1 Cost of training employees were high but necessary .................................................... 112 5.6.2 High Cost of providing health and safety materials as a challenge ............................. 112 5.6.3 Management Commitment as a challenge ..................................................................... 112 5.6.4 Reporting near misses as a challenge ............................................................................. 113 5.6.5 Workers Refusal to use PPE always as a challenge ...................................................... 114 5.7 Implications ............................................................................................................................. 114 5.8 Limitation of the study ........................................................................................................... 114 5.9 Directions for future research ................................................................................................ 115 REFERENCES .................................................................................................................................. 116 APPENDIIX……………………………………………………………………………………………………………..…………………116 x LIST OF TABLES Table 4.1: Demographic Characteristics 40 Table 4.2: Association between socio-demographic data of respondents and their opinion on safety workplace 44 Table 4.3: Socio-demographic factors associated with non-compliance with notices on health and safety measures. 59 Table 4.4: Socio-demographic factors associated with non-compliance with using safety materials provided by the company at all times. 56 Table 4.5: Association between socio-demographic characteristic and whether the Company ensures that employees are not subjected to any unreasonable risks in the workplace. 59 Table 4.6: Association between socio-demographic characteristic and whether the company encourages workers to record near misses at work place 64 Table 4.7: Association between socio-demographic characteristic and whether the company conducts periodic reviews to assess health and safety standards in the work place 69 Table 4.8: Association between socio-demographic characteristic and whether the company‟s Management responds quickly to safety 74 Table 4.9: Association between socio-demographic characteristic and whether the company‟s workplace inspection are conducted jointly by trained management and employee 79 Table 4.10: Association between socio-demographic characteristic and whether the company‟s department has an effective incident reporting procedure that is known by employees 84 Table 4.11: Association between socio-demographic characteristic and whether the company‟s Management provide appropriate remedy for addressing accidents occurrence in the department 88 xi LIST OF FIGURES Fig 4.1: Bar chart showing participants understanding of health and safety 46 Fig 4.2: Bar chart showing participants view on whether the company provides safe place of work. 47 Fig 4.3: Bar chart showing participants view on whether the company provides adequate equipment, tools and PPE‟s to enable employees to carry out their work safely. 51 Fig 4.4: Bar chart indicating whether the company provides notices on health and safety measures 53 Fig 4.5: Bar chart indicating whether safety materials provided by the organization would 55 Fig 4.6: Pie chart showing participants view on unreasonable risks company subject staff. 57 Fig 4.7: Bar chart showing recording of near misses by participants 62 Fig 4.8: Bar chart showing periodic reviews on health and safety at the workplace 67 Fig 4.9: Pie chart showing participants view on health and safety concerns of the company. 72 Fig 4.10: Bar chart showing whether Joint Inspection are carry out by trained management and employee‟s representative. 77 Fig 4.11: Bar chart showing participants view on effective incident reporting by department 82 Fig 4.12: Bar Chart showing whether management provides corrective actions. 86 Fig 4.13: Bar Chart showing whether safety induction, orientation and refresher courses are conducted by the organization at the workplace 91 Fig 4.14: Pie Chart showing whether fire drills are conducted periodically at the workplace 92 Fig 4.15: Bar Chart showing whether provision of health and safety materials has been a cost burden on the organization 93 Fig 4.16: Pie Chart showing whether the huge working population with low literacy and abysmal awareness of health and safety is a challenge 94 Fig 4.17: Bar Chart showing whether lack of clarity about issues surrounding Health and safety in the organization is a challenge 94 Fig 4.18: Pie Chart showing whether getting the right personnel to help in xii Promoting health and safety practices in the organizations is a challenge Strongly disagreed and 2.7% were of neutral view. 95 Fig 4.19: Bar Chart showing whether getting management to be committed to Health and safety had been a challenge to the organization 95 Fig 4.20: Pie Chart showing whether worker‟s refusal to wear Protective 96 Equipment in the organization is a challenge Fig 4.21: Bar Chart showing difficulty influencing worker on safety behaviors 97 Fig 4.22: Pie Chart whether worker‟s refusal to report minor injuries or near Misses as a result of fear of being sacked is a challenge 97 Fig 4.23: Pie Chart high cost of training employees 98 Fig 4.24: Bar Chart showing whether changing from the command and control style to engagement of the workforce on health and safety is a problem 99 xiii ABBREVIATIONS AND ACRONYMS GSBPL - Golden Star Bogoso/Prestea Limited GDP - Gross Domestic Product ILO - International Labor Organization EEC - European Economic Commission OHS - Occupational Health and Safety GSR - Golden Star Resources US - United States APAU - Account Prevention Advisory Unit HSE - Health Safety Executive UK - United Kingdom GNP - Gross National Product WHO - World Health Organization CIL - Carbon-in Leach SPSS - Statistical Package for Social Sciences AIT - Accra Institute of Technology PPE - Personal Protective Equipment OR - Odd Ratio CI - Confidence Interval PNDCL - Provisional National Defense Council Law SAI - Social Accountability International OSHA - Occupational Safety and Health Administration OHS - Occupational Health and Safety OHSAS - Occupational Health Safety Assessment Series 1 CHAPTER ONE GENERAL INTRODUCTION AND SUMMARY Background to the study Mining is one of the major works of the people of antiquity (Agricola, 1950). According Marshall (2001), it has been a major and among the oldest means of earning a living that human beings in the past have been engaged in. The relevance of mining has not been to men and women who lived in the ancient day. Hermanus (2007) pointed out that it was in the 1880s that mining was commenced on an industrial scale. Mining has been recognized as laborious, involving all sorts of risks, and injuries (Ramazzini, 1940) with work done in challenging sites (Hermanus, 2007). However, it is said to have myriads of positive effects on other aspects of the economy. It serves as a source of employment for a good number of people quite apart from contributing approximately 12% to the Gross Domestic Product (GDP) (Leveson, 2004). Despite the gains associated with gold mining, it is mentioned as one of the world‟s most hazardous sectors (ILO, 2014; Nelson, 2013). Globally, 2.3 million occupational accidents are recorded on a yearly basis in the gold mining sector, of which 350,000 are described fatal (ILO, 2014); about 264 million are described non-fatal of which comes with the disadvantage of nearly 3 days absence from work. In Britain for instance, more than 200 people die yearly at workplace and more than 2 million morbidity cases are connected to the workplace (Chen and Zorigt, 2013). 2 In Zimbabwe, injuries prevalence in the mines is estimated as 38 per cent (Chimamise et al., 2013). Demba (2013) attributes the cause of rise in accidents in the mines to increased demands for mining investments. In attempt to prevent occupational health accidents, advanced nations have occupational standard measures they observe. Spain enacted and enforces Law 31/1995 which is has ameliorated to appreciable level (Sesé et al., 2002). Likewise, Sweden adhere to European directive 89/391/EEC on occupational health measures and have been able to control occupational risks (Morillas, Rubio-Romero, & Fuertes, 2013). Governments in developing countries are however passive about implementation occupational safety measures (Nuwayhid, 2004); as a result of rivalry challenges wearing the cloak of economic, political and social, problems (Kromhout, 1999). This lukewarm attitude of these governments in the opinion of O‟Neill (2000), is worrying for the fact that there is a positive correlation between occupational health and safety and high productivity. Continuation such apathetic attitudes towards safety issues also lead to “a prolongation of neglect, ineffectiveness, and professional stagnation” (Nuwayhid, 2004). In Ghana, there are constitutional provisions such as Article 24(1) of the 1992 Constitution of the Republic of Ghana which provides that: “Every person has the right to work under satisfactory, safe and healthy conditions …”. Such satisfactory, safe and health conditions by the provision of Act 651 are the duty of the employer to provide. It is mandatory under the labour laws of Ghana that of every 1000 factory workers, the factory must have safety officers. In the vein, the eight major gold mining companies in Ghana have measures for promoting safety at the workplaces. Despite the measures, occupational accidents remain terrible. This study therefore 3 sought to explore the management of Occupational Health and Safety Hazards in Gold Mining Industries in Ghana. 1.2 Research Problem Statement Mining is a very lucrative venture, but has high occupational risks. Comparatively, mining industries record higher fatality and injury rates than other industries (Donoghue, 2004; Ross & Murray, 2004). In view of this, most developed countries and mining companies place premium on occupational health and safety (OHS). However OHS has not received the needed attention especially in developing countries as a result of rivalry challenges wearing the cloak of economic, political and social, problems. Governments of developing nations are said to have passive interests and as a result they are often unconcerned about occupational health and safety matters (Kromhout, 1999). This lukewarm attitude of these governments of developing countries, in the opinion of O‟Neill (2000), is worrying for the fact empirical evidence shows that there is a positive correlation between occupational health and safety and high productivity. It is suggested by Iman (2004) that a continuation in such attitudes towards safety issues means “a prolongation of neglect, ineffectiveness, and professional stagnation.” In Ghana, there is no national policy on OHS for mining companies. Similarly there isn‟t a body responsible for monitoring and ensuring that measures adopted by individual mining companies comply with international standards. No study has been conducted in Golden Star to ascertain the challenges associated with health and safety management. In the same way, literature search suggest paucity of literature on miners safety knowledge, motivation, initiative and compliance which has strong positive association with work safety (Zacharatos, Barling, & Iverson, 2005). Investigations 4 suggest no study has been published on gold miners‟ compliance level with occupational health and safety measures adopted by their respective companies .This study there provides us the chance to address these challenges. 1.3 General objective The student explore the management of Occupational Health and Safety Hazards in Gold Mining Industries in Ghana 1.3.1 Specific objectives The following specific objectives will help achieve the general objective of the study 1. To conduct a site survey to examine the understanding of workers of health and safety 2. To ascertain compliance level of OHSAS 18001:2007 (International Standards) against existing standards at the workplace 3. To determine the effect of safety promotion activities such as training on workers 1.4 Research Questions 2. To what extent do the workers understand health and safety issues? 3. To what extent is OHSAS 18001:2007 standards complied with in the mine? 4. To what degree doe safety promotion activities such as training effect workers? 1.5 Significance of the Study The study will explore the management of Occupational Health and Safety Hazards in Gold Mining Industry of Ghana. This research may inform policy direction in the 5 formulation of strategies to reduce the occurrence of accidents in mining industry of Ghana. The finding may also be important to managers and supervisors (especially in the gold mining industry in Ghana) in understanding current dynamics of accidents in the mines. Knowing the factors impeding against safety will inform their decisions to make provisions to control them. For purposes of further research, the study may serve as a platform for more studies. A more elaborate study with a larger sample size covering other mining companies in the industry based on a different methodology will further validate the conclusions of the study and make it reliable for generalization purposes. 1.6 Justification of the Study Health and Safety form an integral part of gold mining operation all over the world due to hazards that exist during gold mining operation. However, the importance of institutional arrangements, political climate, national economy and national socio- cultural environments and how these affect health and safety management within businesses have not been developed in the health and safety literature. Where these have been considered, there is often lack of depth in the discussion on and coverage of these issues. Enabling business environments exist in developed countries or at least, there is concerted effort by governments to create an enabling business environment. Interestingly, there is the relationship between the environments of businesses and 6 health and safety management at the organizational level in developed countries (Nuwayhid 2004). The particular context of developing countries therefore requires a holistic view of health and safety management that takes account of the contextual environments of gold mining industries. Such a view should help provide insights into health and safety management at construction sites in developing countries and contribute to understanding the health and safety behaviour of gold mining industries. This research fills this gap by exploring the environments of gold mining industries in relation to their health and safety management practices. In Ghana, more fatalities, injuries and property damage are most common in gold mining industries with sometimes over 50 lost time injures within one year from all the gold mining industries in Ghana. The question is what Ghanaian gold mining industries not doing right than other developed country- Is it our culture, behaviour, lack of health and safety skills or lack of modern technology in our gold mining industries. These shortcomings underscore the need to examine the aforementioned issues. Also, workers in developing countries have the right to safe and healthy working environments (ILO 2007). The contributions of research on health and safety at workplaces could hold some promise to improve working conditions. This research will continue to explore all position solution and recommend ways in which our gold mining industries will continue to be safe even for our future generation to work. 7 1.7 Scope of the Study This research aims at assessing measures being taken to make the mining industry safe for miners, using Golden Star Resources as a case study. The research will consider how workers and the organization comply with safety policies, as well as the challenges associated with managing health and safety in the mine. The study will also evaluate the effect training workshops have on the miners. 1.8 Outline of the thesis The thesis is organized into five chapters. Chapter one introduces the study by discussing the background to the study, the problem statement, the objectives, the significance, scope, and outline. Chapter two presents the literature review. The third chapter discusses the methodology of the study. First, the research design and sampling methods are discussed. The sample size determination, and the data collection and analysis methods are then discussed. Chapter four presents the results and discussion. Chapter five presents the summary, conclusions, policy implications and recommendations of the study, the limitations of the study and suggestions for further study will be included in this last chapter. 8 CHAPTER TWO LITERATURE REVIEW 2.0. Introduction This chapter reviews literature on occupational health management. Section one presents definition of mining, definition of occupational health and safety hazards, occupational health and safety hazards in the mining sector in the developed countries, occupational health and safety hazards in the mining sector in the developing countries, management of occupational and safety hazards in the gold mining industries in Ghana, kinds of occupational health and safety hazards at mining sites, occupational hazards and ramifications, the mechanism for managing occupational health and safety measures, motivation and benefits of occupational health and safety, and effects of poor occupational health and safety. 2.1 Definition of Mining For Down and Stocks, (1977) it involves digging into the earth to extract minerals occurring naturally. It is considered second to agriculture. Mining has been classified into two kinds by Wood (1999). These are surface mining (or open-pit mining or strip mining) and underground mining. The former involves extracting minerals on the surface of the earth whereas the latter entails digging up the earth for minerals buried under the earth surface. 9 2.2 Definition of Occupational Health and Safety Hazards The World Health Organisation in 2001 held the view that occupational health which used to be “a mono-disciplinary risk-oriented activity” has transform into “a multi- disciplinary comprehensive approach that considers an individual‟s physical, social and mental well-being, general health and persona development.” The forgoing gets supports from other studies. According to International Labour Organization (ILO, 2008), the domain of the discipline is far-reaching, bringing under it not only numerous disciplines but also a wide range of skills, expertise, knowledge, analytical capacities, workplaces, structures, and environmental hazards. The scope of this multifaceted discipline has been evolving gradually but in a continuously progressive manner as a response to manifold changes namely political, economic social, technological (ILO, 2008). Generally, Occupational safety and health (OSH) is understood as “the science of the anticipation, recognition, evaluation and control of hazards arising in or from the workplace that could impair the health and well-being of workers, taking into account the possible impact on the surrounding communities and the general environment” (ILO, 2008). OHS matters have been put into 2 categories by Iman (2004). He pointed out that there is an internal domain and an external domain, the focal point of the former being the workplace – “microenvironment” and the latter, the “external– contextual domain.” It is thought that OHS, “a core element of ILO activity and of the Decent Work Agenda in particular”, aims at the realization of good and healthy working environment with the penultimate resultant being the creation of “strong preventive safety cultures.” Such is also the view held by Whitner (2001) who maintained that OHS programmes are geared towards fostering a safe and healthy work environment 10 for the protection of employees and employers, customers and suppliers, and other members of the community. What then are occupational health and safety hazards? 2.3 Occupational Health and Safety Hazards in the Mining Sector in Developed Countries OHS hazards particularly in the mining sector are not limited to any political boundary and have been on the ascendency in the mining sector (ILO, 2015). The ILO (2014) has pointed out that as a result of occupational accidents or illnesses, globally; 2.3million deaths are recorded on a yearly basis. The Organisation further pointed out that out of these deaths recorded, 350,000 are linked to fatal occupational accidents. Apart from this, non-fatal accidents are about 264 million each year and this comes with the disadvantage of nearly 3 days absence from work. In Britain, more than 200 people die yearly at workplace and it is also estimated that 150,000 non-fatal injuries occur each year apart from the nearly 2 million people who are said to suffer from ill health (Chen and Zorigt, 2013). It is the outcome of a research study in the United States that work related health problems are largely lung disease and cancer (National Institute for Occupational Safety and Health [NIOSH], 1983b). For the mining sector, the ascendency of accidents, according to Demba et al., (2013) is attributable to the rise in demand of minerals. In acknowledgment of the dangers associated with such hazards, the Spanish, in attempt to improve occupational health and safety, have enacted Law 31/1995, on the Prevention of Occupational Risks. This notwithstanding, occupational safety problems in Spain has not ameliorated. 11 2.4 Occupational Health and Safety Hazards in the Mining Sector of Developing Countries Inasmuch as OHS ensures occupational medicine, occupational hygiene, occupational psychology, safety, physiotherapy, ergonomics and rehabilitation (WHO, 1995), the reason why 80% of all standards and instruments of the ILO usually concerns occupational safety and health related matters (ILO, 2008), for Iman (2004), it has not received the needed attention especially in developing countries as a result of rivalry challenges wearing the cloak of economic, political and social problems. Governments of developing nations are said to have passive interests and as a result they are often unconcerned about OHS matters (Kromhout, 1999). This lukewarm attitude of these governments of developing countries, in the opinion of O‟Neill (2000), is worrying for the fact that empirical evidence shows that there is a positive correlation between OHS and high productivity. It is suggested by Iman (2004) that a continuation in such attitudes towards safety issues means “a prolongation of neglect, ineffectiveness, and professional stagnation.” 2.5 Management of occupational health and safety hazards in gold mining industries in Ghana. The issue of occupational health and safety management in the mining sector is on the hike because of the increasing demand for minerals and the high-risk elements linked with it. The case for employees and governing bodies is that, according to Demba et al (2013), in developing nations, the rates of industrial and occupational injury- associated deaths and disabilities are on the climb. As a consequence, the mining sectors of these mineral-endowed developing countries are extremely prone to these occupational injuries-related deaths and disabilities. This affects employees‟ attitudes 12 and intentions toward their organization. Occupational health programs are therefore primarily concerned with the prevention of ill health arising from workplace conditions, whereas safety programs deal with the prevention of accidents and with minimizing the resulting loss and harm to lives and properties (Adeniyi, 2001). Boyle (2000) postulates that the procedure of managing occupational health and safety is the same as other management actions, but the distinction lies in the complex nature of occupational health and prophylactic hylactic. However, according to Cooper (1995), the management of OSH is in much respect exactly the same as managing productivity or other functional areas of operations. This proves that the management of safety in the workplace is not just about prevention of repetitions of accidents that have already happened but rather must be mixed into the general management scheme that relates to quality management and security of the working person and the surroundings. Hayes et al (1998) proposed five constructs of assessing workplace safety. These authors are of the view that management commitment to safety, supervisors‟ safety practices, coworker safety practices, job safety, and safety programs are some of the vital events that could be looked at in terms of guard at the workplace. Steenkamp and Van Schoor (Steenkamp, 2002) rightfully mention that occupational health and safety is a complex international problem for management and society, and that it must perpetually be a top management priority. Management commitment plays an significant part in all prospects of safety intervention (Steenkamp, 2002) Management commitment to safety indicates the extent to which the organization‟s top management demonstrates positive and supportive safety attitudes toward their employees‟ safety (Hsu, 2014). Yule et al (2007) observed that the employees‟ perception of dedicated management‟s action to safety resulted in 13 accident reduction. Ali et al (2009) also argued that management, safety practices as well as commitment to safety play an efficient part in reducing workplace injuries. Meyer and Allen (1991), the three-component model captures the affective commitment, continuance commitment, and normative commitment. They explain affective commitment as an employee‟s emotional attachment to, identify with, and involution with the organization every bit well as enjoyment of being a member of the governing body. Continuance commitment is described an individual‟s need to stay figuring out for the system based on the perceived costs associated with leaving, and normative commitment is the feeling of responsibility to persist with an organization . With them, these elements of loyalty can be experienced simultaneously to varying levels. Gbadamosi (2003) argues that the more favorable an individual‟s attitudes toward the organization, the greater the individual‟s acceptance of the goals of the system, as well as their willingness to exert more effort on behalf of the governing body. Chen (2006) confirmed organizational commitment to sustain a negative impact on turnover intentions. Organizational commitment has been connected to valuable effects for both employees and employers that could result in enhanced feelings of belonging, security, efficacy, greater career advancement, increased compensation, and increased intrinsic rewards for the individual (Rowden, 2000) Cole (2002) posits that employees who are healthy and feel secure at work are those who can fully invest their capabilities and exploit the best of their potentials to make. Similarly, Sinclair et al (Sinclair, 2005) are of the opinion that when organizations go wrong to address poor working conditions such as health and safety subjects, workers are more likely to evaluate the costs of continuing with the firm as exceeding the costs of exiting. Grawitch et al (2007) explored the relationship between employee satisfaction with different work practices (i.e., employee engagement, growth and development, work- 14 life balance, recognition, health and prophylactic) and employee events (i.e., organizational loyalty, emotional exhaustion, mental wellbeing, and turnover intentions). Overall, regression results indicated that satisfaction with healthy work practices was predictive of employee issues. In China, Siu (2002) constitute a confident relationship between affective commitment and physical welfare of employees. To have dedicated employees, management must demonstrate care for the safety, health, and welfare of people hired at work. 2.6 Kinds of occupational health and safety hazards at mining sites Safety hazard is defined by Cascio, W. F. (1986) as work related harm that is immediately experienced or suffered by an employee or those harms having the potential of affecting the employee in future. These harms have been identified as including electrocution, loss of body parts, and cuts. Occupational health and safety hazards occur in diverse forms. In the mining sector, Ochsner and Greenberg (1998) identified them as physical hazards, ergonomic hazards, biological hazards, and chemical hazards. What follow are discussions of the categorizations of the OHS hazards workers experienced with particular reference to the mining sector. 2.6.1 Physical Hazards Literature on workplace accidents shows that accidents and their incidence vary in much the same way as occupations do vary. The mining industry is on record as the most dangerous industry recording frequent accidents. Pillay (2014) attributed the high incidence of accidents at mining sites to by mechanical and structural failures. For Gyekye (2003), the extremely stressful and physically challenging and 15 intimidating environment within which miners work, invoking a sense of terror, fatalism and helplessness among miners is the cause of the numerous accidents in the mines. Nachimas and Nachimas (2009) identified noise as one of the physical hazards. It results from crushing implements, drilling with heavy metals, blasting of rocks, cutting of metals and processing of ore. Injury fatal and non-fatal accidents may result from rock fall, explosions, mobile equipment accidents, entrapment and electrocution (DeJoy, 2000). Both Hessel et al., (1987) and Frank et al., (2003) acknowledging that noise during the mining process may result in hearing loss, also recognized that controlling noise at the mining site is no small a task. Physical hazards at times result from what has been called acts of God (Siri Wardena et al., 2006). Guterbock and Coxe (1976) noted that the phrase “act of God” has a long checkered history and has legal origins traceable to the Roman law, the latter greatly impacting the growth of civil law in England. Christianity cemented its hold on medieval England, and the phrase vis maior became an "act of God." It is said that a person who fails to appear in court, if proved, could be excused on the grounds that storms or flood waters, vis maior meaning “act of God”, prevented him from attending as the road became dangerous and that there was no alternative route. An act of God has thus been defined by judicial authorities to mean an extraordinary event that could have been neither predicted nor prevented (Ginnow and Nikolic, 1985). Elsewhere in American Jurisprudence (1985), it has been defined "any accident, due directly and exclusively to natural causes without human intervention, which [could not] have been prevented." In effect, acts of God are but natural disasters. These natural disasters that affect the mining sector include flooding, wildfires and earthquake. 16 Also, gravitational hazard is a type of physical hazard. The term „slips, trips and falls‟ is treated almost as a single word in the workplace context with, in some cases, differentiation between a „fall on the same level‟ and „a fall from a height.‟ Such occurrences rank among the most significant causal factors in workplace injury and death in Australia, and there have been only relatively minor reductions in the injury rate in the last 10 years(Body, Hazards, & April, 2012). Risk recognition, hazard appraisal and development of control strategies involve an intellect of the physics of gravitational energy and the mechanisms of causation. 2.6.2 Ergonomic hazards The working environment has a lot of impact on the miners. Trauma disorders may result in protracted disability. Overhead work in underground tunnels may culminate in shoulder disorders. Broken ground does cause ankle and knee injuries (NIOSH, 2000). Baker A, Heiler K, and Ferguson S.A. (2003) observed that in the mines, the running of shift is common. Fatigue translates into sleep deficits ultimately culminating into cognitive impairments and motor performance. 2.6.3 Biological hazards Jorgensen (1972) observed that in some remote mining areas, tropical disease usually suffered by miners is malaria and dengue fever. Again, it has been found that Leptospirosis and ankylostomiasis are widespread in such areas. 2.6.4 Chemical hazards Donoghue (2004) found out in a study that chemicals are a source of serious hazards in the mining process. They may be in a solid, liquid or gaseous state. Some of these potentially harmful chemical that poses health and safety threats to miners include 17 arsenic, nickel compounds and crystalline silica. Other metal ores like lead, cadmium, manganese, platinum and cobalt, inasmuch as they are useful, they also pose health challenges to the miners (Guzzo and Dickson, 2000; Haddel and Ojikutu, 2005). According to Hopkins (1999) methane gas explosions, coal dust, carbon dioxide and hydrogen sulphide gas, for example, are found in underground coal mines. Cyanide is used as a solvent for metals such as copper and gold in hydrometallurgical processes. Workers are also exposed to hydrogen cyanide gas in the course of preparing cyanide solution. When miners become exposed to some of these chemicals at the workplace, it may lead to a number of health and safety consequences for them. As some workers are more sensitive than others, even some commonly used chemicals may cause skin irritation or breathing problems (Donoghue, 2004). In developing countries, mercury is essential to gold mining industry. It is used to extract gold through, as noted by Donoghue (1998), where mercury–gold amalgams have been formed. The study further showed that danger lies in the fact that worker do inhale mercury vapour in the process of preparing these amalgams. 2.6.5 Psychosocial hazards There is an unresolved debate about whether or not psychophysical impairment of workers can be measured. It is a known fact that among the chronic issues that faces the mining industry is the miners‟ use of drugs and alcohol. It is this regard that the large mining corporations have adopted policies and procedures to tackle this problem (Donoghue, 2004). Jones S. (2000) pointed the effect of the continuous occurrence of fatal, debilitating and traumatic injuries in the mining industry. He realized that such injuries negatively impact the morale of the workers. Witnesses of such accidents, colleagues and 18 managers of the victims if not immediately, then in the course of time, develop post- traumatic stress disorders. The ordeal of having to be held vicariously liable for an injury suffered by a worker or the ordeal of having to respond to government queries in for some injury at the workplace the authorities live in perpetual fear of the unknown (Jones, 2000). 2.6.6 Electrical hazard Electrical hazard in mines is another global health issue. About 2,287 U.S. workers died and 32,807 workers sustained days away from work due to electrical shock or electrical burn injuries between 1992 and 1998(Glantz, 1980). When work activity, job title, source of injury, location, and industry for each fatal electrical accident were examined. A primary causal factor was identified for each fatality. Electrical fatalities were categorized into five major groups. Overall, 44% of electrical fatalities occurred in the construction industry. Contact with overhead power lines caused 41% of all electrical fatalities. Electrical shock caused 99% of fatal and 62% of nonfatal electrical accidents. Comprising about 7% of the U.S. workforce, construction workers sustain 44% of electrical fatalities. It was recommended that power line contact by mobile equipment occurs in many industries and should be the subject of focused research(Glantz, 1980). 2.7 Occupational hazards and the ramifications The ramification of occupational hazards goes beyond the effects they may have on the individual. David and Stephen (1999) indicate that un conducive or harmful working environment has dire consequences on the workers such as exposure to harmful materials, headaches, difficulty in breathing and hearing, and sight problems. 19 Productivity turns to be affected leading to reduction in production. It is also recognized by Yoon (2013) that workplace accidents cause a loss both to the company and the employees. Assessing the cost of work-related accidents in 1989, the Accident Prevention Advisory Unit (APAU) of the Health and Safety Executive (HSE) in the United Kingdom (UK), first to enact Occupational Health and Safety Act, arrived at the following conclusions: That the loss for the companies from work-related accident was 5 -10% of the profit for all industries, the mining sector not being an exception. The estimated ratio of the direct cost to the indirect cost of these accidents is 1:11 (Davies and Teasdale, 1993). The indirect costs occur in the form of loss of working time further culminating in overtime, product and material damage, loss of expertise and loss of morale to work. These dire consequences are also acknowledged elsewhere. According to Takala, J. et al., (2014) recent estimates are that about 2.3 million workers died whereas over 474 million people were victims of work-related accidents and diseases. The costs of these accidents it was estimated as exceeding US$2.8 trillion, or 4% of gross domestic product. 2.8 The mechanisms for managing occupational health and safety measures The first ever occupational health and safety management system (OHSMS) was provided by Accident Prevention Advisory Unit (APAU) of the Health and Safety Executive (HSE) in the United Kingdom (UK) in 1991. This was intended to be a practical guide for health and safety professionals managers, and directors of organisation on one hand and employees, on the other concerned with improvement of the health and safety conditions at their workplaces (Health and Safety Executive (HSE), 1991). 20 There is a legal requirement to safety and this undoubtedly is ultimately to ensure the right to life. The responsibility of ensuring a health and safe environment of work in the scheme of things of the International Labour Organizational (2005) is the responsibility of employers. This is well integrated in the Ghanaian legal scheme of things by Section 118 (1) of Ghana Labour Act of 2003, Act 651. The section provides that “it is the duty of an employer to ensure that every worker employed by him/her works under satisfactory, safe and healthy conditions”. This parliamentary enactment have constitutional backing by virtue of Article 24(1) of the 1992 Constitution of the Republic of Ghana which provides that: “Every person has the right to work under satisfactory, safe and healthy conditions ….” Such satisfactory, safe and health conditions by the provision of Act 651 are the duty of the employer to provide. What is usually seen is that in smaller organisation, individual employers are expected to discharge this duty. However in larger organisation, health and safety units are set up under the human resources department which oversees health and safety matters. In this light, it is mandatory, for instance, under the labour laws of Ghana that of every 1000 factory workers, the factory must have safety officers. But in the United States of America, safety officers are to be provided for every 2000 workforce. The outcome of a study by Nachimas and Nachimas (2009) pointed out that the risk assessment and management judicially carried out has substantially contributed to the decline in the incidence of work-related accidents in the developed states. This, the study further pointed out, is not the case with developing countries. In developed countries, work-related accidents are frequent. Biological hazards have elsewhere in 21 the developed nations been tackled through the eradication of rats and improved sanitation (Jorgensen, 1972). It was suggested that to prevent accidents there is the need to follow technical standards and guidelines which professional engineers, architects and designers have issued (Pillay, 2014). Safety management initiatives should be adopted and a strong organizational culture making a conscious effort to live without accidents is encouraged (Perrow, 1999). It has also been suggested by the Australian Standard (AS) (2003) that in order to curtail biological hazards in the mines there must be a regular microbiological analysis of the water in cooling towers mine sites. This will enable “Legionella contamination or high concentrations of other heterotrophic microorganisms” to be detected. The essence of this is to enable the workers to live disease free lives. 2.9 Motivation and Benefits of Occupational Health and Safety Every human being, in the first, has been guaranteed the righted to life by virtue of Article 3 of the Universal Declaration of Human Rights. This has also been captured in various national laws. Such a right is a jus cogens norm – norms of general application from which no derogation is allowed. Despite this, it estimated that on yearly basis, about 2.2 million 2005 men and women are deprived of that right to life through work-related accidents and diseases (ILO, 2005). Undoubted, a key motivation in implementing measures to curb the frequency of accidents must be to preserve lives. Providing safe working environment has the added advantage of boosting the morale of the workforce. Safety eliminates the varied causes of accidents; saves much cost involving in operating; and increases productivity in all facets of the workplace. Apart 22 from all this, it safety of workers ensures their reliability and guarantees their dependability in terms of meeting deadlines and targets (Osuala, 2005). 2.10 Effects of poor occupational health and safety Poor occupational health and safety practices come with the effect to reducing the working capacity of workers. They may either become unproductive and they may be producing under capacity. This will eventually translate into cause economic loss. And it is estimated globally that such loss measure up to 10-20% of the Gross National Product (GNP) of a country (WHO, 1994). The global estimation is that deaths, diseases, and illnesses resulting from occupational accidents account for about 4% of the Gross Domestic Product (Takala, 2002). In essence, if work environments are free of accidents, the economic fortunes of companies as well as workers are likely to go up and the life span of workers is likely to be prolonged. 2.11 OH&S management system requirements (OHSAS 18001:2007) Occupational Health Safety Assessment Series) Clause: 4.1 General requirements The organization shall demonstrate, document, enforce, maintain and continually improve an OH&S management system in conformity with the demands of this OHSAS Standard and determine how it will accomplish these demands. The system shall specify and document the range of its OH&S management system. Clause: 4.2 of OHSAS 18001:2007 - OH&S policy Top management shall define and authorize the organization‟s OH&S policy and ensure that within the defined scope of its OH&S management system it: a) is appropriate to the nature and scale of the organization‟s OH&S risks; b) includes a 23 commitment to prevention of injury and ill health and continual improvement in OH&S management and OH&S performance; c) includes a commitment to at least comply with applicable legal requirements and with other requirements to which the organization subscribes that relate to its OH&S hazards; d) provides the framework for setting and reviewing OH&S objectives; e) is documented, implemented and maintained; f) is communicated to all persons working under the control of the organization with the intent that they are made aware of their individual OH&S obligations; g) is available to interested parties; and h) is reviewed periodically to ensure that it remains relevant and appropriate to the organization. Clause: 4.3 of OHSAS 18001:2007 - Planning Clause: 4.3.1 of OHSAS 18001:2007 - Hazard identification, risk assessment and determining controls The organization shall establish, implement and maintain a procedure(s) for the ongoing hazard identification, risk assessment, and determination of necessary controls. The procedure(s) for hazard identification and risk assessment shall take into account: a) routine and non-routine activities; b) activities of all persons having access to the workplace (including contractors and visitors); c) human behaviour, capabilities and other human factors; d) identified hazards originating outside the workplace capable of adversely affecting the health and safety of persons under the control of the organization within the workplace; e) hazards created in the vicinity of the workplace by work-related activities under the control of the organization; It may be more appropriate for such hazards to be assessed as an environmental aspect. f) infrastructure, equipment and materials at the workplace, whether provided by the organization or others; g) changes or proposed changes in the organization, its 24 activities, or materials; h) modifications to the OH&S management system, including temporary changes, and their impacts on operations, processes, and activities; i) any applicable legal obligations relating to risk assessment and implementation of necessary controls; j) the design of work areas, processes, installations, machinery/equipment, operating procedures and work organization, including their adaptation to human capabilities. The organization‟s methodology for hazard identification and risk assessment shall: a) be defined with respect to its scope, nature and timing to ensure it is proactive rather than reactive; and b) provide for the identification, prioritization and documentation of risks, and the application of controls, as appropriate. For the management of change, the organization shall identify the OH&S hazards and OH&S risks associated with changes in the organization, the OH&S management system, or its activities, prior to the introduction of such changes. The organization shall ensure that the results of these assessments are considered when determining controls. When determining controls, or considering changes to existing controls, consideration shall be given to reducing the risks according to the following hierarchy: a) elimination; b) substitution; c) engineering controls; d) signage/warnings and/or administrative controls; e) personal protective equipment. The organization shall document and keep the results of identification of hazards, risk assessments and determined controls up-to-date. The organization shall ensure that the OH&S risks and determined controls are taken into account when establishing, implementing and maintaining its OH&S management system. 25 Clause: 4.3.2 of OHSAS 18001:2007 - Legal and other requirements The organization shall establish, implement and maintain a procedure(s) for identifying and accessing the legal and other OH&S requirements that are applicable to it. The organization shall ensure that these applicable legal requirements and other requirements to which the organization subscribes are taken into account in establishing, implementing and maintaining its OH&S management system. The organization shall keep this information up-to-date. The organization shall communicate relevant information on legal and other requirements to persons working under the control of the organization, and other relevant interested parties. Clause: 4.3.3 of OHSAS 18001:2007 - Objectives and programme(s) The organization shall establish, implement and maintain documented OH&S objectives, at relevant functions and levels within the organization. The objectives shall be measurable, where practicable, and consistent with the OH&S policy, including the commitments to the prevention of injury and ill health, to compliance with applicable legal requirements and with other requirements to which the organization subscribes, and to continual improvement. When establishing and reviewing its objectives, an organization shall take into account the legal requirements and other requirements to which the organization subscribes, and its OH&S risks. It shall also consider its technological options, its financial, operational and business requirements, and the views of relevant interested parties. The organization shall establish, implement and maintain a programme(s) for achieving its objectives. Programme(s) shall include as a minimum: a) designation of responsibility and authority for achieving objectives at relevant functions and levels of the organization; and b) the means and time-frame by which the objectives are to 26 be achieved. The programme(s) shall be reviewed at regular and planned intervals, and adjusted as necessary, to ensure that the objectives are achieved. Clause: 4.4 of OHSAS 18001:2007 - Implementation and operation Clause: 4.4.1 of OHSAS 18001:2007 - Resources, roles, responsibility, accountability and authority Top management shall take ultimate responsibility for OH&S and the OH&S management system. Top management shall demonstrate its commitment by: a) ensuring the availability of resources essential to establish, implement, maintain and improve the OH&S management system; b) defining roles, allocating responsibilities and accountabilities, and delegating authorities, to facilitate effective OH&S management; roles, responsibilities, accountabilities, and authorities shall be documented and communicated. The organization shall appoint a member(s) of top management with specific responsibility for OH&S, irrespective of other responsibilities, and with defined roles and authority for: a) ensuring that the OH&S management system is established, implemented and maintained in accordance with this OHSAS Standard; b) ensuring that reports on the performance of the OH&S management system are presented to top management for review and used as a basis for improvement of the OH&S management system. The identity of the top management appointee shall be made available to all persons working under the control of the organization. All those with management responsibility shall demonstrate their commitment to the continual improvement of OH&S performance. The organization shall ensure that persons in the workplace take responsibility for aspects of OH&S over which they have control, including adherence to the organization‟s applicable OH&S requirements. 27 Clause: 4.4.2 of OHSAS 18001:2007 - Competence, training and awareness The organization shall ensure that any person(s) under its control performing tasks that can impact on OH&S is (are) competent on the basis of appropriate education, training or experience, and shall retain associated records. The organization shall identify training needs associated with its OH&S risks and its OH&S management system. It shall provide training or take other action to meet these needs, evaluate the effectiveness of the training or action taken, and retain associated records. The organization shall establish, implement and maintain a procedure(s) to make persons working under its control aware of: a) the OH&S consequences, actual or potential, of their work activities, their behaviour, and the OH&S benefits of improved personal performance; b) their roles and responsibilities and importance in achieving conformity to the OH&S policy and procedures and to the requirements of the OH&S management system, including emergency preparedness and response requirements (see 4.4.7); c) the potential consequences of departure from specified procedures. Training procedures shall take into account differing levels of: a) responsibility, ability, language skills and literacy; and b) risk. Clause: 4.4.3 of OHSAS 18001:2007 - Communication, participation and consultation Clause: 4.4.3.1 of OHSAS 18001:2007 - Communication With regard to its OH&S hazards and OH&S management system, the organization shall establish, implement and maintain a procedure(s) for: a) internal communication among the various levels and functions of the organization; b) communication with contractors and other visitors to the workplace; c) receiving, documenting and responding to relevant communications from external interested parties. 28 Clause: 4.4.3.2 of OHSAS 18001:2007 - Participation and consultation The organization shall establish, implement and maintain a procedure(s) for: a) the participation of workers by their: • appropriate involvement in hazard identification, risk assessments and determination of controls; • appropriate involvement in incident investigation; • involvement in the development and review of OH&S policies and objectives; • consultation where there are any changes that affect their OH&S; • representation on OH&S matters. Workers shall be informed about their participation arrangements, including who is their representative(s) on OH&S matters. b) Consultation with contractors where there are changes that affect their OH&S. The organization shall ensure that, when appropriate, relevant external interested parties are consulted about pertinent OH&S matters. Clause: 4.4.4 of OHSAS 18001:2007 - Documentation The OH&S management system documentation shall include: a) the OH&S policy and objectives; b) description of the scope of the OH&S management system; c) description of the main elements of the OH&S management system and their interaction, and reference to related documents; d) documents, including records, required by this OHSAS Standard; and e) documents, including records, determined by the organization to be necessary to ensure the effective planning, operation and control of processes that relate to the management of its OH&S risks. Clause: 4.4.5 of OHSAS 18001:2007 -Control of documents Documents required by the OH&S management system and by this OHSAS Standard shall be controlled. Records are a special type of document and shall be controlled in 29 accordance with the requirements given in 4.5.4. The organization shall establish, implement and maintain a procedure(s) to: a) approve documents for adequacy prior to issue; b) review and update as necessary and re-approve documents; c) ensure that changes and the current revision status of documents are identified; d) ensure that relevant versions of applicable documents are available at points of use; e) ensure that documents remain legible and readily identifiable; f) ensure that documents of external origin determined by the organization to be necessary for the planning and operation of the OH&S management system are identified and their distribution controlled; and g) prevent the unintended use of obsolete documents and apply suitable identification to them if they are retained for any purpose. Clause: 4.4.6 of OHSAS 18001:2007 - Operational control The organization shall determine those operations and activities that are associated with the identified hazard(s) where the implementation of controls is necessary to manage the OH&S risk(s). This shall include the management of change (see 4.3.1). For those operations and activities, the organization shall implement and maintain: a) operational controls, as applicable to the organization and its activities; the organization shall integrate those operational controls into its overall OH&S management system; b) controls related to purchased goods, equipment and services; c) controls related to contractors and other visitors to the workplace; d) documented procedures, to cover situations where their absence could lead to deviations from the OH&S policy and the objectives; e) stipulated operating criteria where their absence could lead to deviations from the OH&S policy and objectives. 30 Clause: 4.4.7 of OHSAS 18001:2007 - Emergency preparedness and response The organization shall establish, implement and maintain a procedure(s): a) to identify the potential for emergency situations; b) to respond to such emergency situations. The organization shall respond to actual emergency situations and prevent or mitigate associated adverse OH&S consequences. In planning its emergency response the organization shall take account of the needs of relevant interested parties, e.g. emergency services and neighbours. The organization shall also periodically test its procedure(s) to respond to emergency situations, where practicable, involving relevant interested parties as appropriate. The organization shall periodically review and, where necessary, revise its emergency preparedness and response procedure(s), in particular, after periodical testing and after the occurrence of emergency situations (see 4.5.3). Clause: 4.5 of OHSAS 18001:2007- Checking Clause: 4.5.1 of OHSAS 18001:2007 - Performance measurement and monitoring The organization shall establish, implement and maintain a procedure(s) to monitor and measure OH&S performance on a regular basis. This procedure(s) shall provide for: a) both qualitative and quantitative measures, appropriate to the needs of the organization; b) monitoring of the extent to which the organization‟s OH&S objectives are met; c) monitoring the effectiveness of controls (for health as well as for safety); d) proactive measures of performance that monitor conformance with the OH&S programme(s), controls and operational criteria; e) reactive measures of performance that monitor ill health, incidents (including accidents, near-misses, etc.), and other historical evidence of deficient OH&S performance; f) recording of data and results of 31 monitoring and measurement sufficient to facilitate subsequent corrective action and preventive action analysis. If equipment is required to monitor or measure performance, the organization shall establish and maintain procedures for the calibration and maintenance of such equipment, as appropriate. Records of calibration and maintenance activities and results shall be retained. Clause: 4.5.2 of OHSAS 18001:2007 -Evaluation of compliance Clause: 4.5.2.1 Consistent with its commitment to compliance [see 4.2c)], the organization shall establish, implement and maintain a procedure(s) for periodically evaluating compliance with applicable legal requirements (see 4.3.2). The organization shall keep records of the results of the periodic evaluations. Clause: 4.5.2.2 of OHSAS 18001:2007 The organization shall evaluate compliance with other requirements to which it subscribes (see 4.3.2). The organization may wish to combine this evaluation with the evaluation of legal compliance referred to in 4.5.2.1 or to establish a separate procedure(s). The organization shall keep records of the results of the periodic evaluations. Clause: 4.5.3 Incident investigation, nonconformity, corrective action and preventive action Clause: 4.5.3.1 of OHSAS 18001:2007 - Incident investigation The organization shall establish, implement and maintain a procedure(s) to record, investigate and analyse incidents in order to: a) determine underlying OH&S deficiencies and other factors that might be causing or contributing to the occurrence of incidents; b) identify the need for corrective action; c) identify opportunities for 32 preventive action; d) identify opportunities for continual improvement; e) communicate the results of such investigations. The investigations shall be performed in a timely manner. Any identified need for corrective action or opportunities for preventive action shall be dealt with in accordance with the relevant parts of 4.5.3.2. Clause: 4.5.3.2 of OHSAS 18001:2007- Nonconformity, Corrective action and Preventive Action The organization shall establish, implement and maintain a procedure(s) for dealing with actual and potential nonconformity (ies) and for taking corrective action and preventive action. The procedure(s) shall define requirements for: a) identifying and correcting nonconformity(ies) and taking action(s) to mitigate their OH&S consequences; b) investigating nonconformity(ies), determining their cause(s) and taking actions in order to avoid their recurrence; c) evaluating the need for action(s) to prevent nonconformity(ies) and implementing appropriate actions designed to avoid their occurrence; d) recording and communicating the results of corrective action(s) and preventive action(s) taken; and e) reviewing the effectiveness of corrective action(s) and preventive action(s) taken. Where the corrective action and preventive action identifies new or changed hazards or the need for new or changed controls, the procedure shall require that the proposed actions shall be taken through a risk assessment prior to implementation. Any corrective action or preventive action taken to eliminate the causes of actual and potential nonconformity (ies) shall be appropriate to the magnitude of problems and commensurate with the OH&S risk(s) encountered. The organization shall ensure that any necessary changes arising from corrective action and preventive action are made to the OH&S management system documentation. 33 Clause: 4.5.4 of OHSAS 18001:2007 -Control of records The organization shall establish and maintain records as necessary to demonstrate conformity to the requirements of its OH&S management system and of this OHSAS Standard, and the results achieved. The organization shall establish, implement and maintain a procedure(s) for the identification, storage, protection, retrieval, retention and disposal of records. Records shall be and remain legible, identifiable and traceable; Clause: 4.5.5 of OHSAS 18001:2007 -Internal audit The organization shall ensure that internal audits of the OH&S management system are conducted at planned intervals to: a) determine whether the OH&S management system: 1) conforms to planned arrangements for OH&S management, including the requirements of this OHSAS Standard; and 2) has been properly implemented and is maintained; and 3) is effective in meeting the organization‟s policy and objectives; b) provide information on the results of audits to management. Audit programme(s) shall be planned, established, implemented and maintained by the organization, based on the results of risk assessments of the organization‟s activities, and the results of previous audits. Audit procedure(s) shall be established, implemented and maintained that address: a) the responsibilities, competencies, and requirements for planning and conducting audits, reporting results and retaining associated records; and b) the determination of audit criteria, scope, frequency and methods. Selection of auditors and conduct of audits shall ensure objectivity and the impartiality of the audit process. 34 Clause: 4.6 of OHSAS 18001:2007- Management review Top management shall review the organization‟s OH&S management system, at planned intervals, to ensure its continuing suitability, adequacy and effectiveness. Reviews shall include assessing opportunities for improvement and the need for changes to the OH&S management system, including the OH&S policy and OH&S objectives. Records of the management reviews shall be retained. Input to management reviews shall include: a) results of internal audits and evaluations of compliance with applicable legal requirements and with other requirements to which the organization subscribes; b) the results of participation and consultation (see 4.4.3); c) relevant communication(s) from external interested parties, including complaints; d) the OH&S performance of the organization; e) the extent to which objectives have been met; f) status of incident investigations, corrective actions and preventive actions; g) follow-up actions from previous management reviews; h) changing circumstances, including developments in legal and other requirements related to OH&S; and i) recommendations for improvement. The outputs from management reviews shall be consistent with the organization‟s commitment to continual improvement and shall include any decisions and actions related to possible changes to: a) OH&S performance; b) OH&S policy and objectives; c) resources; and d) other elements of the OH&S management system. Relevant outputs from management review shall be made available for communication and consultation (see 4.4.3). 2.11 Chapter summary The forgoing was an attempt to review the literature on OHS particularly in the mines. The review of some of the available materials makes it evident that the incidences of work-related accidents are not only harmful to the workers (miners inclusive) but their 35 occurrence has dire consequences for the employers as well: death may occur; capital may be lost; legal actions may be faced by the authorities. Countries as a whole are not spared from the repercussions of such accidents. GDPs get affected and other sources of revenue get dwindled. That the preceding may bring untold hardship to the individual miners, employers and the country, some measures have been put in place to deal with such issues. These measure come in the form of legislation, risk assessment and management, development of positive or accident free organization culture among others. All in all, no matter how pervasive OHS may be, the frequency can be minimized. 36 CHAPTER THREE METHODOLOGY 3.0 Introduction This chapter discusses the methods and philosophy of the study. The study also presents the study design, research setting, sampling methods, data collection techniques, pilot test, and ethical considerations of the study. 3.1 Research Philosophy This study is founded on positivism. Pioneered in the 19 th century by philosophers such as Stuart Mills, John Locke and Isaac Newton, it places premium on rational thinking and science (polit, beck 2012). The basic motivation of positivism is that social life can be studied objectively since it was created by structured human and non-human interactions and interrelations. They add that structures of life make it possible to study and under and predict life- determinism. Under positivism, much effort is targeted at understanding causes of phenomena. They do this with a primary aim of controlling bias and personal inclinations (polit beck 2012). In line with determinism is reductionism. In terms of reductionism, positivists are of the view the view that issues of life can be reduced or simplified for the purpose of studies. Similarly, they opine that the world is governed by laws or theories which can be studied to understand the causes and effect of phenomena. In scientific studies in positivism, it is recommended studies begin by first reviewing theories, followed by data collection and analysis of data. This philosophy is however criticized for saying scientific studies can be done without bias. 37 This study is partly grounded on this theory. Structures and regulations in the Gold Mine be study mine would be studied coupled with behaviours of workers to understand causes of health measures and compliance in the mining company. 3.2 Background of selected company Golden Star owns and operates the Bogoso mining and processing operations through a 90% owned subsidiary. The mine is located in western Ghana near the town of Bogoso, approximately 35 km northwest from the town of Tarkwa and is fully accessible by tarred roads. Electric power is available locally from the Ghana power grid. Bogoso has two ore processing facilities; a refractory processing plant with a capacity of 2.7 million tonnes per annum which uses BIOX® bio-oxidation technology and a conventional carbon-in leach (“CIL”) processing plant with a capacity of 1.5 million tonnes per annum. Open pit mining methods are employed on the hard rock at Bogoso, with ore hauled via trucks from the two pits to the processing plant. Golden Star values and is committed to safety and employee wellbeing, and believes that job-related injuries and illnesses are unacceptable. The Company has its headquarters in Toronto with two operational sites in Ghana – West Africa. The department structure:  General Managers Office.  Exploration 38  Mining (Load & Haul)  Technical Service (Grade Control, Survey, Mine Planning)  Maintenance (Fixed & Mobile Plants)  General & Administration (HR, CRSR, Environment, HS, Security, Supply Chain, Finance & IT)  Third Party Contractors 3.3 Research Design The approach to this study is motivated by the objectives of the study. This research adopted a cross-sectional study. A cross-sectional study is the subject of a particular phenomenon (or phenomena) at a particular time in a given population (Sanders et al., 2009). It is as well recognized as “snapshot” rather than longitudinal approach to inquiry. This approach to research affords the collection of large data from a large population in a highly economical way. Most often based on a questionnaire, survey data are standardized, allowing easy comparison. It is also more often than not perceived as authoritative by people because it is easily understood (Saunders et al., 2009). However, the data collected by the survey method may not be as wide ranging as those picked up by qualitative research methods, because there is a boundary to the number of questions which any questionnaire can contain (Saunders et al., 2009). The greatest drawback to the questionnaire method is the probability in designing it badly (Saunders et al., 2009). Nevertheless, given the data collection instrument was used in a similar work has been validated and applied by some other researchers, there is cause to be convinced of its validity, in spite of the modification of the scurf. The robustness and reliability measures undertaken in this field will also further strengthen the questionnaire. 39 3.4 Target population A target population of a study is the group of people or subjects of the topic who are can be relied on for information about the study topic(Kitchen ham & Pfleeger, 2002). The target population of this study is all workers of Golden Star Resources. 3.5 Sampling methods The study will adopt simple random sampling and purposive sampling for the study. Mine workers will be grouped in the various departments and then sampled using simple random sampling technique(Cumberland & Royall, 1988). A sampling frame of all the workers of each department will be derived and lottery style of simple random sampling will be used to select the research participants. That is, numbers will be written on pieces of papers and the mine workers in their departments will be asked to select from them. Those who pick papers with numbers are qualified to participate in the study. Purposive sampling will be used to select participants at the management level of in- depth interview. It is ideal for topics which only few can provide information on(Olivier, 2006). By this authorities in charge will be identified and interviewed. 3.6 Data Collection 3.6.1 Survey After determining the sampling method, survey questionnaire will be designed and administered on the mine workers for their opinions on working conditions and safety. Most of the questions will be presented in the form of closed ended. Few will be in the form of open to allow participants express themselves freely if they want to. The questionnaire will be in four sections: miners‟ socio-demographic data such as 40 age, sex, marital status, working experience, department; their knowledge of safety measures; their compliance to the measures; their recommendations. The questions will be guided by OHASAS 18001 Health and Safety standards. 3.6.2 In-depth Interview Key informants at the management level will be interviewed using a semi-structured interview guide. When collecting the qualitative data, interviews will be audio recorded with the permission of the participants. 3.7 Data Analysis tools Data will be analyzed with SPSS version 21 and Microsoft Excel 2013. The SPSS will be used to analyse quantitative data, and MS Excel will be used to code and manage the qualitative data. 3.8 Framework of Data Analysis Table 3.1 Framework of Data Analysis Objectives Questions Sources of Data Type of data Technique Analysis 1 To conduct a site survey to examine the understanding of workers of health and safety What is the understanding of workers of health and safety? Primary Quantitative Descriptive analysis 2 To ascertain compliance level of the occupational health and safety measures against existing policies or regulations at the workplace What is the compliance level of safety measures against existing standards at the workplace? Primary Quantitative Bivariate analysis (Odd Ratio & Chi-square tests) 3 To determine the effect of safety promotion activities such as training on safety What is the effect of safety promotion activities such a training on safety? Primary Quantitative Descriptive analysis 41 3.8.1 Quantitative analysis Data after collected will be entered into SPSS 21 and cleaned. After cleaning the data, normality test will be run on the data to decide the use of parametric or non- parametric test. 3.8.2 Qualitative Analysis The qualitative data will be recorded and then transcribed verbatim. The data will be typed and read over several times to identify emerging themes. The themes will then be and organized on a spreadsheet of MS Excel by which codes will be extracted for the analyses. 3.9 Ethical Considerations In order to protect the participants involved in the study the following ethical steps will be taken: ethical clearance will be acquired, participant consent, privacy and confidentiality. 3.9.1 Ethical clearance Ethical approval will be sought from Accra Institute of Technology (AIT) ethical board. Similarly, the study will only commence when the mining company has approved the written permission. 3.9.2 Consent and right to drop-out The consent of participants will be sought to ensure they understand what it means to participate in the study. Written contracts will be signed with the individual participants. In a case where participant cannot read before signing the contract, the contract will be read to the participant before signing. Participants will be reminded about their right to drop out of the study when they wish. 42 3.9.3 Privacy and Confidentiality Participants will be served with questionnaire which will not require their names or working identity numbers. They will be given the liberty to fill the questionnaires where they deem private. Moreover, data collected will be kept in a locker, and soft copy data will be kept on laptop. Third parties will be restricted from accessing the locker and laptop with padlock and password. 43 CHAPTER FOUR DATA ANALYSIS AND RESULTS 4.1 Introduction This chapter looks at the analysis and the discussions of the collected data for the study. The study sought to explore the management of Occupational Health and Safety Hazards in Gold Mining Industries in Ghana. In view of that, participant data was collected with the help of a semi-standardized questionnaire and subsequently analyzed in relation to the objectives of the study. The questionnaire was grouped into four sub-categories with the first sub-category looking at the demographic characteristics of the participants. The second sub- category also looked at the understanding of the participants concerning health and safety issues. The third sub-category again looked at the level of compliance of health and safety standards that the company adopts and the final sub-category looked at the challenges that the company faces in their promotion of health and safety standards. 4.2 Demographic Characteristics In order to determine whether the selected participants of the study are representative of the population of the study, the demographic backgrounds of the participants were collected and this is presented in Tab 4.1 below. 44 Table 4.1: Socio- Demographic Characteristics of Respondent Variable Number(n) Percentage (%) Sex Male 107 71.8 Female 43 28.2 Marital status Single 60 40.3 Married 67 45 Divorce 10 6.7 Separated 7 7.4 Widowed 5 3.4 Level of education No Formal 5 3.7 JHS 5 3.7 SHS 50 37.3 Tertiary 74 55.2 Work experience 0-5yrs 100 67.1 6-10yrs 40 26.8 11-15yrs 5 3.4 16-20yrs 1 0.7 21+yrs 3 2.0 Department Mining 38 25.5 Non-mining 111 74.5 Total From the table above, it can be seen that most of the participants were males (71.8%) and only a few of them were females (28.2%). It was again observed that a large number of the participants were single (40.3%) with another large number being married (45%). A smaller number (6.7%) of them were divorced, another few of them (4.7%) were separated and 3.4% of them were widowed. On their educational level, it was discovered that 3.7% of them had formal educational background. It was also observed that another 3.7% of the participants had Primary education. The study also 45 observed that 37.3% of the participants had secondary education and 55.2% also had Tertiary education. All these shows that on educational level, the staffs of the company come from diverse educational backgrounds. On the department in which they are, it was discovered that the staff come from various departments within the company and this suggests fair representation of the study since the participants were not selected from a specific department. Finally, on the number of years that they have worked with the company, the study discovered that 67.1% of the participants representing 100 of them had worked with the company between 0-5yrs. It was again discovered that 26.8% of them representing 40 of them had also worked with the company between 6-10yrs. Another 3.4% of them representing 5 of them said they had worked with the company between 11-15yrs. One person representing 0.7% said he had worked between 16-20yrs and 3 of them representing 2.0% said they had worked with the company above 21yrs. This shows that all the participants of the study had an appreciable level of working experience with the company and as such, will have a broader knowledge and views about the topic under discussion. 4.3 Participants understanding of health, safety, and safe workplace 4.3.1 Participants understanding of health and safety In order to gain participants understanding of health and safety issues, specific questions were asked and the responses analyzed below. 46 Fig 4.1: Bar chart showing participants understanding of health and safety On their other views on health and safety practices in the company, they were further asked questions which bothered on health and safety practices and what the company does to ensure the maximum well-being of all the staff as far as health and safety issues are concerned. 4.4 Company provides safe place of work From the figure, it can be seen that when the participants were asked if the company provides safe place to work, 53.7% of them strongly agreed that the company provides a safe place to work. Another 42.3% of them agreed that the company provides a safe place to work. On that question, 1.3% of the participants disagreed, strongly disagreed and the same number showed neutrality. This means that looking at the high percentage of participants (96%) who said the company provides a safe place to work, it shows a high likelihood that the company take safety issues seriously; which is in line with the provisions in factories, offices and Shop act (Act 328, 1970) where companies are obliged to provide safe place of work to their employees. 47 Fig 4.2: Bar chart showing participants view on whether the company provides safe place of work. The cross-tabulation results in the table show that male workers were likely to agree that the company provides safe place of work than female. Using the row statistics out of the 107 (100%) male respondents, 60(56.1%) strongly agreed, 43(40.2%) agreed, 2(1.9%) strongly disagree, disagree 2(1.9%) and 0(0%) remained neutral: of the Female respondents, 20(47.6%) strongly agreed, 20(47.6%) agreed, 0(0%), 0(0%), 2(4.8%) (X 2 = 7.461; P=.113). Similarly, married workers were most likely to agree that the company provides safe place of work than the single, divorced, separated and widowed. From the row statistics, of the single respondents (107,100%), 30(50%) strongly agreed, 24 (40%) agreed, 2(3.3%) strongly disagreed, 2(3.3%) disagreed, 2(3.3%) remain neutral on the subject; of the married (67,100%) respondents, 37(55.2%) strongly agreed, 30(44.8%) agreed, 0(0%), disagreed, 0(0%) disagreed, 0(0%) remained neutral (X2=9.40; P= .896). From the table, it suggests that high education has direct relationship with respondents‟ position that the company provides safe place of work. From the row 48 statistics, of the74 (100%) who attained Tertiary education, 44(59.5%) strongly agreed, 27(36.5%) agreed, strongly disagreed 2(2.7%), 1(1.4%) disagreed, 0(0%) neutral; of those who attained Secondary education (50,100%), 23(46%) strongly agreed, 24 (48%) agreed, 0(0%) disagree, 1(2%) strongly disagreed and 2 (4%) remained neutral (X 2 =14.081; P=.296). From the table, it suggests that work experience has inverse relationship with respondents‟ position that the company provides safe place of work. That is to say that a respondent is likely to decline that the work environment is safe as he gains more working experience. From the row statistics, of the 100 (100%) respondents who have 0-5years work experience, 53 (53%) strongly agreed, 43(43%) agreed, 0(0%) disagreed, 2(2%) strongly disagreed and 2(2%) remained neutral; of the 40 (100%) who have 6-10 years 24(60.0%) strongly agreed, 14(35.0%) agreed,25(.0%) disagreed, 0(0.0%) strongly disagreed, and 0(0.0%) remained neutral (X 2 = 15.826; P=.465). It is found that none socio-demographical characteristics had a significant relationship with the response that „My company provides safe place of work‟. Details are presented in the table below. Also, it was found that workers belonging to the mining department were more likely to opine that the company provides safe place of work than those belonging to non-mining department. From the row statistics, 19 (50.0%) out of the 38(100.0%) respondents who belonged to the mining department strongly agreed the company provides safe place of work, 19 (50.0%), none disagreed or took a neutral position. Of the Non-mining respondents (111, 100.0%), 61(53.7%) strongly agreed, 44(42.3%) agreed, 2(1.3%) disagreed, 2(1.3%) strongly disagreed, and 2(1.3%) assumed neutral. (X 2 =.90; P=.57). 49 Table 4.2. Association between socio-demographic data of respondents and their opinion on safety workplace My company provides safe place of work Total Chi- squar e test p -v a lu e S ex S tro n g ly A g ree A g ree D isag ree S tro n g ly D isag ree N eu tral M ale 60 (56.1%) 43 (40.2%) 2 (1.9%) 2 (1.9 %) 0 (0%) 107 (100%) 7.461 .113 F em ale 20 (47.6%) 20 (47.3%) 0 (0%) 0 (0%) 2 (4.8% ) 42 (100%) M a rita l S ta tu s S in g le 30 (50%) 24 (40%) 2 (3.3%) 2 (3.3 %) 2 (3.3 %) 60 (100%) 9.400 .896 M arried 37 (55.2%) 30 (44.8%) 0 (0%) 0 (0%) 0 (0%) 67 (100%) D iv o rced 6 (60%) 4 (40%) 0 (0%) 0 (0%) 0 (0%) 10 (100%) S ep arated 4 (57.1%) 3 (42.9%) 0 (0%) 0 (0%) 0 (0%) 7 (100%) W id o w ed 3 (60%) 2 (40%) 0 (0%) 0 (0%) 0 (0%) 5 (100%) E d u ca tio n N o fo rm al 5 (100%) 0 (0%) 0 (0%) 0 (0%) 0 (0%) 5 (100%) 14.08 1 .296 P rim ary 1 (20%) 4 (80%) 0 (0%) 0 (0%) 0 (0%) 5 (100%) 50 Table 4.2 Continues…… S eco n d ary 23 (46%) 24 (48%) 0 (0%) 1 (2%) 2 (4%) 50 100% T ertiary 44 (59.5%) 27 (36.5%) 2 (2.7 %) 1 (1.4 %) 0 (0%) 74 (100 %) W o rk E x p erien ce 0 -5 y ears 53 (53%) 43 (43%) 0 (0%) 2 (2%) 2 (2%) 100 (100 %) 15.826 .465 6 -1 0 y ears 24 60.0% 14 35.0% 2 5.0 % 0 0.0 % 0 0.0 % 40 100.0 % 1 1 -1 5 y ears 0 (0%) 5 (100%) 0 (0%) 0 (0%) 0 (0%) 5 (100 %) 1 6 -2 0 y ears 1 (100%) 0 (0%) 0 (0%) 0 (0%) 0 (0%) 1 (100 %) 2 1 + y ears 2 66.7% 1 33.3% 0 0.0 % 0 0.0 % 0 0.0 % 3 100.0 % D ep a rtm en t M in in g 19 50.0% 19 50.0% 0 0.0 % 0 0.0 % 0 0.0 % 38 100.0 % .902 .574 N o n -m in in g 61 53.7% 44 42.3% 2 1.3 % 2 1.3 % 2 1.3 % 111 100.0 % 51 4.5 The company provides adequate equipment, materials and personal protective equipment (PPEs) to enable employees to carry out their work safely Again, on whether the company provides adequate equipment, materials and personal protective equipment (PPEs) to enable employees to carry out their work safely, 49.7% of the participants strongly agreed that the company does all these; 40.9% agreed and 4.7% disagreed; 1.3% strongly disagreed that the company provides adequate equipment, materials and personal protective equipment (PPEs) to enable employees to carry out their work safely and 3.4% were of neutral view. This means that the company does provide adequate equipment, materials and personal protective equipment (PPEs) to enable employees to carry out their work safely. This result is also in line with section 25 of the factories, offices and shop Act (Act 328, 1970) which instructs companies to provide adequate equipment, materials and clothing to enable employees to carry out their work safely. Fig 4.3: Bar chart showing participants view on whether the company provides adequate equipment, tools and PPE’s to enable employees to carry out their work safely. 52 4.6 Worker and company level compliance In order to test for the level of compliance of Health and Safety in accordance to OHSAS 18001 standards, some specific questions were asked and their responses are presented in the figures below. 4.6.1 The company provides notices on health safety and safety measures It required in SA8000 3.3 that the “…company shall provide to personnel on a regular basis effective health and safety instructions, including on-site instruction and, where needed, job-specific instructions”. When asked whether the company provides notices on health and safety measures, 43.6% of the participants strongly agreed that the company does provide notices on health and safety measures. 48.3% also agreed with the notion that the company does provide notices on health and safety measures and 4.7% of them disagreed. Another .7% of them strongly disagreed and 2.7% of them showed neutral views. The large number of participants (91.9%) who agreed with the view that the company does provide notices on health and safety measures portrays how the company takes health and safety sensitization among its staff seriously. Gibbons (2006) postulated in his study that visible signs and notices must be pasted on all danger sites so as to prevent injuries and death resulting from work place accidents. “…information covers all the company‟s operations ranging from mining (opening pit and underground), crushing, transport, grinding and sizing, leaching and adsorption, elation and electro wining, bullion production, water treatment and tailings disposal”. 53 Fig 4.4: Bar chart indicating whether the company provides notices on health and safety measures. Analyzing the risk of non-compliance among the respondents per their socio- demographic data, it was found that male workers were more likely to disobey notices and safety measures provided by the company than female workers (OR: 4.8; CI 1.5- 15.7). It was found that married workers were more likely to adhere to health and safety measures than single workers (OR .91; .29-2.8); likewise, the formally educated workers were more likely adhere to health and safety measures than non- formally educated workers (OR: .91; CI: .86-.96). Similarly, those with ≤10years work experience more likely to disobey notices and safety measures than those with ≥10years work experience (OR: 1.80; .20-16.26). In the same vein it was found that those working in the mining department were more likely to disobey the notices and safety measures provided by the company (OR: 1.98; CI: .42-9.37). 54 Table 4.3: Socio-demographic factors associated with non-compliance with notices on health and safety measures. Number Unadjusted Odd Ratio Confidence Interval ( 95% CI) Sex Male 107 4.8 1.5-15.7 Female 42 Ref. Marital Status Married 77 .91 .29-2.8 Single 72 Ref Education Background Formal Education 129 .91 .86-.96 No-formal Education 5 Ref Work Experience ≤10years 142 1.80 .20-16.26 ≥10years 7 Ref Department Mining 38 1.98 .42-9.37 Non-mining 111 Ref 4.6.2 Safety materials provided by the company are used all the time When asked whether safety materials provided by the organization are used all the time at the workplace, 43.6% strongly agreed that the materials provided by the company are used at all times. Another 47.7% agreed with the same view and 4.7% of 55 them strongly disagreed with the view whilst 4% of them were of neutral view. This suggests that most of the workers comply with using safety materials provided by the company. Fig 4.5: Bar chart indicating whether safety materials provided by the organization would be used all the time. In analyzing the risk that safety materials provided by the organization won‟t be used all the time at the workplace, it was found that male workers are more likely to use safety materials all the time than female workers (OR: .67; CI: .18-2.54). Married people are less likely to use safety materials provided by the organization all the time (OR: 2.06; .66-6.46); formally educated workers are less likely to use safety materials all the time than non-formally educated (OR: 2.23; .23-21.49). It was found that those with ≤10years work experience are less (OR: .90: .85-.95). Those in the mining were less likely to use safety materials provided by the organization all the time at the workplace (OR: 1.14; CI: 1.06-1.23). This could be attributed to the fact that some of the workers are not comfortable using the safety materials such as the Personal Protective Equipment (PPE) given to them by the company. 56 Table 4.4: Socio-demographic factors associated with non-compliance with using safety materials provided by the company at all times. Number Unadjusted Odd Ratio Confidence Interval (95% CI) Sex Male 107 .67 .18-2.54 Female 42 Ref Marital Status Married 77 2.06 .66-6.46 Single 72 Ref Education Background Formal Education 129 2.23 .23-21.49 No-formal Education 5 Ref Work Experience ≤10years 142 .90 .85-.95 ≥10years 7 Ref Department Mining 38 1.14 1.06-1.23 Non-mining 111 Ref 4.6.3 Company prevents employee exposure to unreasonable risks On whether the company ensures that employees are not subjected to any unreasonable risks, 28.8% of the participants strongly agreed and 54.8% agreed. 9.6% disagreed and 2.7% strongly disagreed whilst 4.1% were of neutral view. This shows 57 that the company takes all precautions and necessary measures in order not to subject their staff to unreasonable risks that can lead to the maiming or even the death of some of the staff. This portrays how the company takes the health and safety measures very serious pertaining to their staff. Majority of the respondents‟ agreement suggests that the company complies with both the provisions of the Ghana Labor Act (Act 651) and workmen compensation Act (PNDCL 187) which emphasized that workers are not subjected to any excessive risks in the work. Fig 4.6: Pie chart showing participants view on unreasonable risks company subject staff. From the table, it is observed that the male respondents more likely to opine that the company ensures that employees are not subjected to any unreasonable risks in the workplace than the female respondents. From the row statistics, 105 (100%) of the respondents, 39 (37.14%) strongly agreed, 57 (54.28%) agreed, 4(3.81%) disagreed, 1(0.95%) strongly disagreed, and 4(3.81%) were neutral; of the female respondents (42, 100%), 18(42.86%), 20(47.62%), 3(7.14%), 0(0), 1(2.38) (X 2 =1.79; P=.78) 58 Cross-tabulating marital status against the response that „my company ensures that employees are not subjected to any unreasonable risks in the workplace‟. It was found that workers who were married were most likely to opine that the company does not subject employees to unreasonable risks. Of the married respondents (60,100), 22(36.67%) respondents strongly agreed, 32 (53.33%) agreed, 6(10) disagreed, 0(0) strongly disagreed, and 0(0) were neutral). of the workers who are single (60, 100), 22(36.67) strongly agreed, 32(53.33) agreed, 6(10) disagreed, 0(0) strongly disagreed 0(0) were neutral; of those who were divorced (10, 100%), 4 (40%) strongly agreed, 4(40%) agreed, 0(0) disagreed 0(0); strongly disagreed, and 2 (20%) were neutral (X243.56; P< 0.00). The association found is statistically significant. Cross-tabulating education and the response, it is found that those with no-formal education and primary education were most likely to admit that workers in the mine are not subjected to the mine. Of the 5(100%) respondents who were not formally educated, 2(40%) strongly agreed, 3(60%) agreed, 0(0) disagreed, 0(0%) strongly disagreed, and 0(0%) remained neutral. Of the 5(100%) respondents who had primary education, 1 (20%) strongly agreed, 4(80%) agreed, 0(0%) disagreed 0(0%) strongly disagreed 0(0) remained neutral (X 2 =7.36; P=.833). Cross-tabulating work experience and the position that the company ensures that employees are not subjected to any unreasonable risks in the workplace. It was found that workers with 11-15 years and 16-20 years‟ experience were most likely to respond favourably. Of the respondents who had 11-15 years working experience 3(100%), all the 3(100%) respondents agreed that the company does not expose workers to unreasonable risks. Only 1(100%) had 16-20 years of work experience, the person agreed favourably to the question of whether the company shield workers from unreasonable risks. The association however is not significant (X 2 =8.96; P=0.92). 59 Per the cross tabulation of department and the response that „My company ensures that employees are not subjected to any unreasonable risks in the workplace‟. It is found that those belonging to the non-mining department were more likely to indicate that the company ensures the safety of workers by not subjecting them to unreasonable risks. Of the 109(100%) respondents who belonged to the non-mining department, 41 (37.61%) strongly agreed, 60 (55.05%) agreed, 6(5.50%) strongly disagreed, 1(0.92%) disagreed, 1(0.92%) were neutral. The relation was not significant (X 2 =9.20; P=0.056). Table 4.5: Association between socio-demographic characteristic and whether the company ensures that employees are not subjected to any unreasonable risks in the workplace. Variable My company ensures that employees are not subjected to any unreasonable risks in the workplace. T o ta l C h i-sq u a re test p -v a lu e S ex S tro n g ly A g ree A g ree N (% ) D isag ree N (% ) S tro n g ly D isag ree N (% ) N eu tral N (% ) N % M ale 39 (37.14) 57 (54.28) 4 (3.81) 1 (0.95) 4 (3.81) 105 (100) 1.79 .775 F em ale 18 (42.86) 20 (47.62) 3 (7.14) 0 (0) 1 (2.38) 42 (100% ) M a rita l S ta tu s S in g le 22 (36.67) 32 (53.33) 6 (10) 0 (0) 0 (0) 60 (100) 43.56 0.00* 60 Table 4.5 Continues …… M arried 25 (38.46) 38 (58.46%) 1 (1.54) 1 (1.54) 0 (0) 65 (100% ) D iv o rced 4 (40) 4 (40%) 0 (0) 0 (0) 2 (20%) 10 (100% ) S ep arate d 5 (71.4) 0 (0) 0 (0) 0 (0) 2 28.57 7 (100) W id o w e d 1 (20) 3 (60) 0 (0) 0 (0) 1 (20) 5 (100) E d u ca tio n N o fo rm al 2 (40) 3 (60) 0 (0) 0 (0) 0 (0) 5 (100) 7.36 .833 P rim ary 1 (20) 4 (80) 0 (0) 0 (0) 0 (0) 5 (100) S eco n d ar y 22 (44) 22 (44) 2 (4) 0 (0) 4 (8) 50 (100) T ertiary 29 (39.19 ) 40 (54.05) 3 (4.05) 1 (1.35) 1 (1.35) 74 (100) W o rk E x p erien ce 0 -5 y ears 40 (40) 50 (50) 5 (5) 0 (0) 5 (5) 100 (100) 61 Table 4.5 Continues …… 6 -1 0 y ears 16 (40) 21 (52.5) 2 (5) 1 (2.5) 0 (0) 40 (100) 1 1 -1 5 y ears 0 (0) 3 (100) 0 (0) 0 (0) 0 (0) 3 (100) 8.96 0.92 1 6 -2 0 y ears 0 (0) 1 (100) 0 (0) 0 (0) 0 (0) 1 (100) 2 1 + y ears 1 (33.3) 2 (66.67) 0 (0) 0 (0) 0 (0) 3 (100) D ep a rtm en t M in in g 16 (42.1) 17 (44.74) 1 (2.63) 0 (0) 4 (10.53) 38 9.20 .056 N o n -m in in g 41 (37.61 ) 60 (55.05) 6 (5.50) 1 (0.92) 1 (0.92) 109 (100) 4.6.4 Encourage near misses reporting Again, on whether the company encourages workers to record near misses, 36.1% of the participants strongly agreed with the view that the company encourages employees to record near misses, 51.7% agreed with the same view whilst 3.4% also disagreed. 4.1% strongly disagreed with the assertion and 4.8% were of neutral view. This clearly shows that the company does encourage the workers to record near misses in order to avert any future catastrophe. This is an also a very good 62 development since the company will get an accurate data to measure the number of near misses in any given period of time and assess when the employees are likely to face some occupational hazards. This again will go a long way to inform the company the specific areas and scenarios where accidents are more likely to occur so that the appropriate measures can be taken in time to prevent it. This finding is in consonance with SA8000 3.4: “The Company shall establish systems to detect, avoid, or respond to potential threats to the health and safety of personnel. The company shall maintain written records of all accidents that occur in the workplace and in company- controlled residences and property”. Fig 4.7: Bar chart showing recording of near misses by participants Upon cross-tabulating the response that the company encourages workers to record nears misses at the work place and the sex of respondents, it was found that male workers were more likely to express that the company encourages workers to record near misses at work place than the female workers. 36(34.29%) strongly agreed, 63 55(52.38%) agreed, 2(1.90%) disagree, 6(5.71%) strongly disagreed, and 6(5.71%) assumed a neutral position. 17(40.48%), 21(50%), 3(7.14%), 0(0%), 1(2.38%). The association is however not significant (X 2 =5.872; P=.21). It was found from the row statistics that the married were more likely to opine that the company encourages workers to record near misses at work place than other workers with different marital status. Of the married workers 21 (32.31%) strongly agreed, 38(58.46%) agreed, 2(3.08%) disagreed, 2(3.08%) strongly disagreed 2(3.08%) and neutral. Of the single (60, 100%), 22(36.67) strongly agreed, 31(51.67%) agreed, 3(5%) disagreed, 4 (6.67%) strongly disagreed, 0(0%) were neutral. The association in this case was significant(X 2 =29.77; P=.02*). Those with non-formal education and primary education were most likely to indicate that the company encourages workers to record near misses at workplace. Of the non- formally educated workers, 4(80%) strongly agreed, 1(20%) agreed, none of them disagreed or were neutral. Of those who had only primary education, 1(20%) strongly agreed, 4(80%) agreed, none of them disagreed or were neutral. The relationship is however not significant (X2=15.79; P=.20) Those with 6-10 years‟ work experience were more likely to respond that the company encourages near misses at the workplace. Next is those who have 0-5 years‟ work experience. Of those with 6-10years work experience (40, 100%), 15(37.5%) strongly agreed, 22(55%) agreed, 0(0%) disagreed, 3(7.5) disagreed, 0(0%) were neutral. 38 (38%) strongly agreed, 49(49%) agreed, 4(4%) disagreed, 2(2%) strongly disagreed, 7(7%) were neutral. The relationship was significant (X 2 = 45.93; P= .00*). Those in the mining department are more likely to favour the question that the 64 company encourages workers to record near misses at workplace. Of the 38(100%) miners, 15(39.47%) strongly agreed, 19(50%) disagreed, none disagreed and 4(10.53%) were neutral. Non-mining workers: 38(34.86%) strongly agreed, 57(52.29%) agreed, 5(4.59%) disagreed, 6(5.50%) strongly disagreed, and 3(2.75%) were neutral. The relationship was however not significant (X 2 =7.606; P=.11). Table 4.6: Association between socio-demographic characteristic and whether the company encourages workers to record near misses at work place My company encourages workers to record near misses at work place. T o ta l C h i- sq u a re test p -v a lu e S ex S tro n g ly A g ree A g ree D isa g ree S tro n g ly D isa g ree N eu tra l M ale 36 (34.29) 55 (52.38) 2 (1.90) 6 (5.71) 6 (5.71 ) 105 5.872 .21 F em ale 17 40.48 21 50 3 7.14 0 0 1 2.38 42 M a rita l S ta tu s S in g le 22 36.67 31 51.67 3 5 4 6.67 0 0 60 29.77 .02* M arried 21 32.31 38 58.46 2 3.08 2 3.08 2 3.08 65 D iv o rced 4 40 4 40 0 0 0 0 2 20 10 65 Table 4.6 Continues …… S ep arated 5 71.43 0 0 0 0 0 0 2 28.57 7 W id o w ed 1 20 3 60 0 0 0 0 1 20 5 E d u ca tio n N o fo rm al 4 80 1 20 0 0 0 0 0 0 5 15.79 .20 P rim ary 1 20 4 80 0 0 0 0 0 0 S eco n d ary 15 30 25 50 3 6 1 2 6 12 50 T ertiary 29 37 2 5 1 W o rk E x p erien ce 0 -5 y ears 38 38 49 49 4 4 2 2 7 7 100 45.93 .00* 6 -1 0 y ears 15 37.5 22 55 0 0 3 7.5 0 0 40 1 1 -1 5 y ears 0 0 2 66.67 0 0 1 33.33 0 0 3 1 6 -2 0 y ears 0 0 0 0 1 100 0 0 0 0 1 66 Table 4.6 Continues …… 2 1 + y ears 0 0 3 100 0 0 0 0 0 0 3 D ep a rtm en t M in in g 15 39.47 19 50 0 0 0 0 4 10.53 38 7.606 .11 N o n -m in in g 38 34.86 57 52.29 5 4.59 6 5.50 3 2.75 109 4.6.5 Company conducts periodic reviews Moreover, on whether the company conducts periodic reviews to assess health and safety standards in the workplace, 30.6% of the participants Strongly Agreed with the view that the company conducts periodic reviews to assess health and safety standards in the workplace, 49.7% Agreed with the same view and 12.2% disagreed, 1.4% strongly disagreed and 6.1% were of neutral view. This shows that the company indeed conducts periodic reviews to assess health and safety standards in the workplace. The periodic conduct of reviews to assess the health and safety standards is very significant since it ensures that employees are protected from any accident that might befall them in the course of their job. The periodic conducts of reviews to assess the health and safety standards at the workplace is in line with international standards and regulations. 67 Fig 4.8: Bar chart showing periodic reviews on health and safety at the workplace The cross-tabulation in the table below shows that female workers are more likely than male workers to indicate that the company conducts periodic reviews to assess health and safety standards in the workplace. Of the female workers (42, 100%), 19(45.24) strongly agreed, 18 (42.86) agreed 4(9.52) disagreed, 0(0) strongly disagreed, and 1(2.38) were neutral. Of the male respondents (105,100%), 26(24.76) strongly agreed, 55(52.38) agreed, 14(13.33) disagreed, 2(1.90) strongly disagreed, and 8 (7.62) were neutral. The relationship is not significant (X2=7.157; P=.128) Married workers are more likely to opine that the company conducts periodic reviews to assess health and safety standards in the workplace than workers of other marital status. This is followed by workers who are widowed and then those who are single. Of the married (65,100%), 22(33.84) strongly agreed, 35(53.85%) agreed, 7(10.77%) disagree, 1 (1.54%) strongly disagreed, and none were neutral. Of the 5 widowed workers 1(20%) strongly agreed, 3(60%) agreed, none disagreed. And 1(20%) were 68 neutral. Of the 60 respondents, 1(25%) strongly agreed, 31 (51.67%) agreed, 9(15%) disagreed, 1 (1.67%) strongly disagreed, 4 (6.67%) were neutral. The relationship was significant (X 2 =26.54; P=.047*). The row statistics of the cross tabulation of education and the question about whether the company conducts periodic reviews to assess health and safety standards in the work place shows that those who are non-formally educated and those with primary education are more likely to express that „My company conducts periodic reviews to assess health and safety standards in the workplace. In terms of those who have not received formal education (5, 100%), 4(80) strongly agreed, 1 (20) agreed, and none disagreed on were neutral. In terms of those who have primary education, 1(20) strongly agreed and 4(80) agreed, none disagreed or were neutral. The relationship was significant (X 2 =26.466; P=.009*). The table shows that those 16-20 years‟ work experiences are more likely to indicate that the company conducts periodic review to assess health and safety standards in the workplace. Followed by this is that with 21+ years‟ work experience. The only person who had 16-20 years agreed. Of those with 21+ years‟ work experience, 1(33.33) strongly agreed, and 2(66.67) agreed. The relationship is not significant (X 2 =10.891; P=.816). It is found that those in the mining department are more likely to opine that the company conducts periodic reviews to assess health and safety standards in the workplace than those in the non-mining department. Of those belonging to the mining department, 13 (34.21) strongly agreed, 19(50) agreed, 2(5.26) disagreed, none disagreed, and 4 (10.53) were neutral. The relationship was how not significant (X 2= 4.579; P=.333). 69 Table 4.7: Association between socio-demographic characteristic and whether the company conducts periodic reviews to assess health and safety standards in the work place My company conducts periodic reviews to assess health and safety standards in the work place T o ta l C h i-sq u a re test P -v a lu e S ex S tro n g ly A g ree A g ree D isa g ree S tro n g ly D isa g ree N eu tra l M ale 26 (24.76) 55 (52.38) 14 (13.33) 2 (1.90) 8 (7.62) 105 (100) 7.16 .128 F em ale 19 (45.24) 18 (42.86) 4 (9.52) 0 (0) 1 (2.38) 42 (100) M a rita l S ta tu s S in g le 15 (25) 31 (51.67) 9 (15) 1 (1.67) 4 (6.67) 60 (100%) 26.54 .047 * M arried 22 (33.84) 35 (53.85) 7 (10.77) 1 (1.54) 0 (0) 65 (100%) D iv o rced 2 (20) 4 (40) 2 (20) 0 (0) 2 (20) 10 (100%) S ep arated 5 (71.43) 0 (0) 0 (0) 0 (0) 2 (28.57) 7 (100%) W id o w ed 1 (20) 3 (60) 0 (0) 0 (0) 1 (20) 5 (100) 70 Table 4.7 Continues …… E d u ca tio n N o fo rm al 4 (80) 1 (20) 0 (0) 0 (0) 0 (0) 5 (100) 26.47 .00 P rim ary 1 4 (80) 0 (0) 0 (0) 0 (0) 5 (100) S eco n d ary 14 (28) 16 (32) 13 (26) 1 (2) 6 (12) 50 (100%) T ertiary 21 (28.38) 45 (60.81) 4 (5.40) 1 (1.35) 3 (4.05) 74 (100%) W o rk E x p erien ce 0 -5 y ears 28 (28) 48 (48) 14 (14) 1 (1) 9 (9) 100 (100) 10.89 .816 6 -1 0 y ears 16 (40) 20 (50) 3 (7.5) 1 (2.5) 0 (0) 40 (100) 1 1 -1 5 y ears 0 (0) 2 (66.67) 1 (33.33) 0 (0) 0 (0) 3 (100) 1 6 -2 0 y ears 0 (0) 1 (100) 0 (0) 0 (0) 0 (0) 1 (100%) 2 1 + y ears 1 (33.33) 2 (66.67) 0 (0) 0 (0) 0 (0) 3 (100%) 71 Table 4.7 Continues …… D ep a rtm en t M in in g 13 (34.21) 19 (50) 2 (5.26) 0 (0) 4 (10.53) 38 (100) 4.58 .333 N o n -m in in g 32 (29.36) 54 (49.54) 16 (14.68) 2 (1.83) 5 (4.59) 109 (100) 4.6.6 Manage Response to Safety issues Again, on whether management responds quickly to safety concern concerning the staff, 25.9% strongly agreed that management quickly responds to safety concerns. 53.7% agreed that management quickly responds to safety concern and 13.6% disagreed that management quickly responds to safety concerns. .7% strongly disagreed that management quickly responds to safety concerns and 6.1% showed neutrality to this question. This shows that management indeed responds quickly to safety concerns at the workplace. This is a remarkable development since it shows how concerned the company is about on the health and safety of their staff. Health and safety of employees at the workplace is of paramount importance and as such, companies have been instructed to give priority to the health and safety of their employees. 72 Fig 4.9: Pie chart showing participants view on health and safety concerns of the company. The cross tabulation shows that female workers are likely to air that management responds quickly to safety issues than male workers. Of the female workers, 9(21.43%) strongly agreed, 26(61.9%) agreed, 4(9.52%) disagreed, 3(7.14%) were neutral. Of the male workers, 29 (27.62%) strongly agreed, 53(50.48%), 16 agreed 16 (15.24%) disagreed, 1(0.92%) strongly disagreed, and 6(5.71) were neutral. The relationship was not statistically significant (X2=2.394; P=.66). In terms of marital status, it was found that workers who were married were most likely to say that management responds quickly to safety issues. Followed by those who are single. Of the 65 (100%) married respondents, 21(32.31) strongly agreed, 35(53.84) agreed, 8(12.30) disagree 1 (1.54) strongly disagree but none took a neutral position. Of the 60(100%), 11(18.33) strongly agreed 35(58.33) agreed, 12(20) disagree, and 2(3.33) were neutral. The relationship is significant (X 2 =41.751; P 73 In terms of education background, it was found that workers who had no formal education and those who had only primary education are most likely to say that management responds quickly to safety issues. Of the 5 respondents who had not received formal education, 2(40) strongly agreed and 3(60) agreed. Of the respondents who had only primary education, 1(20) strongly agreed and 4 (80) agreed. The relationship is not significant (X 2 =10.003; P= .616). Those with 16-20 years and 21+ years‟ work are experiences are most likely to respond favourably. The only person who had 16-20 years 1(100) agreed. Likewise, the 3 (100%) workers who had 21 years work experience agreed. Of those with 6-10 years‟ work experience, 16(40) strongly agreed, 1 (45) agreed, 5 (12.5) disagreed, 1 (2.5) strongly disagreed. The relationship is not statistically significant (X 2 =21.69; P=.153). The row statistics suggests that those in the non-mining department are likely to respond favorably that management responds quickly to safety than those in the mining department. 26 (23.85) strongly agreed, 62(56.9%) agreed, 15(13.76%) disagreed 1(0.92%) strongly disagreed and 5(4.59%) were neutral. Of those belonging to the mining department, 12 (31.57%) strongly agreed 17 (44.74%) agreed, 5(13.16%) disagree and 4(10.53%) were neutral. The relationship was not significant (X 2 =21.690; P=.153). 74 Table 4.8: Association between socio-demographic characteristic and whether the company’s Management responds quickly to safety Management responds quickly to safety T o ta l C h i- sq u a re test p -v a lu e S ex Stro n g ly A g ree A g ree D isag ree S tro n g ly D isag ree N eu tral M ale 29 (27.62) 53 (50.48 ) 16 (15.2 4) 1 (0.92) 6 (5.71) 105 (100%) 2.39 .664 F em ale 9 (21.43) 26 (61.9) 4 (9.52) 0 (0) 3 (7.14) 42 (100) M a rita l S ta tu s S in g le 11 (18.33) 35 (58.33) 12 (20) 0 (0) 2 (3.33) 60 (100%) 41.75 .000* M arried 21 (32.31) 35 (53.84) 8 (12.3 0) 1 (1.54) 0 (0) 65 (100%) D iv o rced 2 (20) 4 (40) 0 (0) 0 (0) 4 (40) 10 (100) S ep arated 3 (42.86) 2 (28.57) 0 (0) 0 (0) 2 (28.57) 7 (100%) W id o w ed 1 (16.67) 3 (50) 0 (0) 1 (16.67) 1 (16.67) 6 (100%) 75 Table 4.8 Continues….. E d u ca tio n N o fo rm al 2 (40) 3 (60) 0 (0) 0 (0) 0 (0) 5 (100%) 10.003 .616 P rim ary 1 (20) 4 (80) 0 (0) 0 (0) 0 (0) 5 (100%) S eco n d ary 10 (20) 24 (48) 10 (20) 0 (0) 6 (12) 50 (100%) T ertiary 21 (28.38) 41 (55.40) 8 (10.81) 1 (1.35) 3 (4.05) 74 (100%) W o rk E x p erien ce 0 -5 y ears 22 (22) 56 (56) 13 (13) 0 (0) 9 (9) 100 (100%) 21.690 .153 6 -1 0 y ears 16 (40) 18 (45) 5 (12.5) 1 (2.5) 0 (0) 40 (100%) 1 1 -1 5 y ears 0 (0) 1 (33.33) 2 (66.67) 0 (0) 0 (0) 3 (100%) 1 6 -2 0 y ears 0 (0) 1 (100) 0 (0) 0 (0) 0 (0) 1 (100%) 2 1 + y ears 0 (0) 3 (100) 0 (0) 0 (0) 0 (0) 3 (100%) 76 Table 4.8 Continues….. D ep a rtm en t M in in g 12 (31.57) 17 (44.74) 5 (13.16) 0 (0) 4 (10.53) 38 (100%) 3.403 .493 N o n -m in in g 26 (23.85) 62 (56.9) 15 (13.76) 1 (0.92) 5 (4.59) 109 4.6.7 Joint Inspections by trained management and employee representatives When asked if workplace inspections are conducted jointly by trained management and employee representatives, 29.9% strongly agreed with the view that workplace inspections are conducted jointly by trained management and employee representatives, 49% agreed with the same view and 12.9% disagreed with the view that workplace inspections are conducted jointly by trained management and employee representatives. 1.4% strongly disagreed that workplace inspections are conducted jointly by trained management and employee representatives and 6.8% were of neutral view. This shows that majority of the participants are of the notion that workplace inspections are conducted jointly by trained management and employee representatives. This shows the level of cordiality and collaboration between and among the company and the staff. This also ensures that the employee representatives are able to voice their concerns about happenings during the inspection tour. 77 Fig 4.10: Bar chart showing whether Joint Inspection are carry out by trained management and employee’s representative. The Chi-square test on sex of respondents and workplace inspection are conducted jointly by trained management and employee. It shows that male workers are more likely than female workers to agree that workplace inspection are conducted jointly by trained management and employee. Of the male respondents, 33(31.43) strongly agreed, 50 (47.62) agreed, 11 (10.48) disagreed, 2(1.90) strongly disagreed, and 9(8.57) were neutral. Of the female respondents, 11(26.19) strongly agreed, 22 (52.38) agreed, 8(19.05) strongly disagreed, 1(2.38) were neutral. The relationship is not significant (X 2 = 4.609; P=.330). The table also shows that widowed and divorced workers are most likely to opine that workplace inspection is conducted jointly by trained management and employee. Of the 5 workers who were widowed, 1 (20) strongly agreed, and the remaining 4 (80) agreed. Of the respondents who were divorced, 2 (20%) strongly agreed, and the remaining 6(60%) agreed. The relationship was significant (X 2 = 26.92; P=.042*). Also, the table shows that the workers without formal education background and 78 those with only primary education background are most likely to opine workplace inspection are conducted jointly by trained management and employee. Of the respondents without formal education background, 4(80) strongly agreed and 1(20%) agreed. Of those who have only primary education, 1 (20%) strongly agreed, and 4 (80%) agreed. The relationship was however not significant (X 2 =14.831; P=.251). The cross tabulation shows that those with 6-10 years‟ work experience are most likely to express that Workplace inspection are conducted jointly by trained management and employee than work with other work experiences. From the row statistics, of the workers with 6-10 years‟ work experience, 16(40) strongly agreed, and 19(47.5) agreed. Of those with 0-5 years‟ experience, 27(27%) strongly agreed, 52 (52%) agreed, none disagreed or were neutral. The relationship was significant(X 2 =50.483; P 79 Table 4.9: Association between socio-demographic characteristic and whether the company’s workplace inspection are conducted jointly by trained management and employee Workplace inspection are conducted jointly by trained management and employee Total Chi- square test p- value S ex Stro n g ly A g ree A g ree D isa g ree S tro n g ly D isa g ree N eu tra l M ale 33 (31.43) 50 (47.62) 11 (10.48) 2 (1.90) 9 (8.57) 105 (100%) 4.61 .330 F em ale 11 (26.19) 22 (52.38) 8 (19.05) 0 (0) 1 (2.38) 42 (100%) M a rita l S ta tu s S in g le 13 (21.67) 35 (58.33) 7 (7.0) 1 (1.67) 4 (6.67) 60 (100%) 26.92 .042* M arried 23 (35.38) 27 (41.54) 12 (18.46) 1 (1.54) 2 (3.08) 65 (100%) D iv o rced 2 (20) 6 60) 0 (0) 0 (0) 2 20) 10 100%) S ep arated 5 (71.43) 0 (0) 0 (0) 0 (0) 2 (28.57) 7 (100%) 80 Table 4.9 Continues….. W id o w ed 1 (20) 4 80) 0 (0) 0 (0) 0 (0) 5 (100%) E d u ca tio n N o fo rm al 4 (80) 1 20) 0 (0) 0 (0) 0 (0) 5 (100%) 14.831 .251 P rim ary 1 (20) 4 80) 0 (0) 0 (0) 0 (0) 5 (100%) S eco n d ary 12 (24) 21 (42) 9 (18) 1 (2) 7 14) 50 (100%) T ertiary 22 (29.73) 39 (52.70) 9 12.16) 1 (1.35) 3 4.05) 74 (100%) W o rk E x p erien ce 0 -5 y ears 27 (27) 52 (52) 13 (13) 1 (1) 7 (7) 100 (100%) 50.48 .00 6 -1 0 y ears 16 (40) 19 (47.5) 3 (7.5) 0 (0) 2 (5) 40 (100%) 1 1 -1 5 y ears 0 (0) 0 (0) 2 (66.67) 1 (33.33) 0 (0) 3 (100%) 1 6 -2 0 y ears 0 (0) 0 (0) 0 (0) 0 (0) 1 (100) 1 (100%) 81 Table 4.9 Continues….. 2 1 + y ears 1 (33.33) 1 (33.33 ) 1 (33.33 ) 0 (0) 0 (0) 3 (100%) D ep a rtm en t M in in g 14 (36.84) 14 (36.84 ) 6 15.79) 0 (0) 4 (10.52 ) 38 (100%) 4.426 .351 N o n -m in in g 30 (27.52) 58 (53.21 ) 13 11.93) 2 (1.83) 6 (5.5) 109 (100%) 4.6.8 Incident Reporting by Department When asked whether their department has an effective incident reporting procedure that is known by employees, 28.8% strongly agreed, 54.8% agreed, 9.6% disagreed that their department has an effective incident reporting procedure that is known by employees. On the same issue, 2.7% strongly disagreed and 4.1% were of neutral view. This shows that the various departments in the company has an effective incident reporting procedure that is known by employees. This is a very positive development since it makes the reporting of incidents in the company very easy by bringing it to the doorstep of the employees. In this regard, employees do not have to go through any bureaucratic system in their quest to report incidents to the authorities of the company. This is presented in Fig 4.7 below. 82 Fig 4.11: Bar chart showing participants view on effective incident reporting by department From the row statistics in the table on the Chi-square test on the sex and the question on whether the department has effective incident reporting procedure that is known by employees. The table shows that male respondents were most likely to indicate that the department provides incident reporting than female respondents. Of the male respondents, 31(29.81) strongly agreed, 49(47.12) agreed, 10(9.62) disagreed, 4(3.85) strongly disagreed, 10(9.62) were neutral. Of the female respondents, 12 (28.57) strongly agreed, 23(54.76) agreed, 4(9.52) disagreed, 2(4.76) strongly disagreed, and 1(2.38) were neutral. The relationship was not significant (X 2= 2.510; P=.643). It is observed that the workers who were widowed are most likely to opine that the department provides effective department than workers of other marital status. Of the respondent who were widowed, 1(20%) strongly agreed, 4(80%) agreed, none disagreed or were neutral. Of the worker who were single, 18 (30%) strongly agreed, 31 (51.66%) agreed, 3(5%) disagreed, 4 (6.67%) strongly disagreed and 4 (6.67%) were neutral. The relationship was not significant (X 2= 19.511; P=.243). 83 The table also shows that the workers without formal education are most likely to express that the department provides effective department than workers with other education backgrounds. Next are those with tertiary education background. Of the respondents who were non-formally educated, 2(40%) strongly, 3(60%) agreed and none disagreed or were neutral. 24(32.88) strongly agreed, 34 (46.58%) agreed, 7(9.58%) disagreed, 4(5.48%) strongly disagreed, 4(5.48%) were neutral. The relationship was not significant (X 2 =11.216; P=.511). The table shows that those with 16-20 years and 21+ years‟ work experience are most likely to express that the department has an effective incident reporting procedure that is known by employees. The only person who had 16-20 years‟ experience agreed. Of the 3 workers who had 21+ years‟ experience, 1(33.33) strongly agreed and 2(66.67) agreed. The relationship was not significant (X 2 =17.663; P=.344) The table displays that those of the mining department are more likely to respond favourably than workers belonging to other departments. Of the respondents in the mining department, 29(26.85%) strongly agreed, 56 (51.85%) agreed none disagreed or were neutral. Of the respondents who were with the non-mining department, 14(36.84%) strongly agreed, 16 (42.10%) agreed, 3(7.89%) disagreed and 5(13.16%) were neutral. The relationship is not significant (X 2 =5.915; P=.206). 84 Table 4.10: Association between socio-demographic characteristic and whether the company’s department has an effective incident reporting procedure that is known by employees My department has an effective incident reporting procedure that is known by employees T o ta l N (% ) C h i- sq u a re test p -v a lu e S ex Stro n g ly A g ree A g ree D isag ree S tro n g ly D isag ree N eu tral M ale 31 (29.81) 49 (47.12) 10 (9.62) 4 (3.85) 10 (9.62) 104 (100) 2.510 .643 F em ale 12 (28.57) 23 (54.76) 4 (9.52) 2 (4.76) 1 (2.38) 42 (100) M a rita l S ta tu s S in g le 18 (30) 31 (51.66) 3 (5) 4 (6.67) 4 (6.67) 60 (100) 19.511 .243 M arried 18 (28.13) 32 (50) 9 (14.0 6) 2 (3.13) 3 (4.69) 64 (100) D iv o rced 2 (20) 4 (40) 2 (20) 0 (0) 2 (20) 10 (100) S ep arated 4 (57.14) 1 (14.28) 0 (0) 0 (0) 2 (28.57) 7 (100) W id o w ed 1 (20) 4 (80) 0 (0) 0 (0) 0 (0) 5 (100) E d u ca tio n N o fo rm al 2 (40) 3 (60) 0 (0) 0 (0) 0 (0) 5 (100) 11.216 .511 85 Table 4.10 Continues….. P rim ary 1 (20) 2 (40) 0 (0) 0 (0) 2 (40) 5 (100) S eco n d ary 14 (28) 23 (46) 7 (14) 1 (2) 5 (10) 50 (100) T ertiary 24 (32.88) 34 (46.58) 7 (9.58) 4 (5.48) 4 (5.48) 73 (100) W o rk E x p erien ce 0 -5 y ears 27 (27.27) 49 (49.49) 11 (11.11) 5 (5.05) 7 (7.8) 99 (100) 17.663 .344 6 -1 0 y ears 15 (37.5) 19 (47.5) 1 (2.5) 1 (2.5) 4 (10) 40 (100) 1 1 -1 5 y ears 0 (0) 1 (33.33) 2 (66.67) 0 (0) 0 (0) 3 (100) 1 6 -2 0 y ears 0 (0) 1 (100) 0 (0) 0 (0) 0 (0) 1 (0) 2 1 + y ears 1 (33.33) 2 (66.67) 0 (0) 0 (0) 0 (0) 3 (100%) D ep a rtm en t M in in g 14 (36.84) 16 (42.10) 3 (7.89) 0 (0) 5 (13.16) 38 (100%) 5.915 .206 N o n -m in in g 29 (26.85) 56 (51.85) 11 (10.18) 6 (5.56) 6 (5.56) 108 (100%) 86 4.6.9 Management Provide Corrective Actions Finally, on whether management does provide appropriate remedy for addressing accidents occurrence in their various department, 36.1% strongly agreed that management does provide appropriate remedy for addressing accidents occurrence in their various department whilst 51.7% also agreed with the same view. 8.2% disagreed that management does provide appropriate remedy for addressing accidents occurrence in their various department whilst 1.4% strongly disagreed and 3.4% were of neutral view. This shows that management does provide appropriate remedy for addressing accidents occurrence in their various department. This ensures that employees of the company are able to effectively report accident occurrences without any challenge. Fig 4.12: Bar Chart showing whether management provides corrective actions From the table, the Chi-square test shows that male workers were more likely to opine that management provides appropriate remedy for addressing accidents occurrence in their department than female workers. Of the male respondents, 33(31.42%) strongly agreed, 59 (56.20%) agreed, 8(7.62%) disagree, 1(0.95%) strongly disagreed, and 87 4(3.81%) were neutral. 14(33.33) strongly agreed, 22(52.38%) agreed, 4(9.52%) disagreed, 1(2.38%) strongly disagreed 1(2.38%) were neutral. The relationship was not significant (X 2 =.876; P=.928). Widows are most likely to favour the response that management provide appropriate remedy for addressing accidents occurrence in my department. Next is those who are single marital status. Of those who are widowed, 1(20%) strongly agreed and 4 (80%) agreed. Of those with single marital status, 15(25%) strongly agreed, 39 (65%) agreed, 5(8.33%) disagreed, and 1 (1.67%) were neutral. The relationship is significant (X 2 =36.05; P 88 strongly agreed, 19 (50%) agreed, 2(5.26%) disagreed, 1(2.63%) strongly disagreed and 4(10.53%) were neutral. Of the respondents 12(31.58%) strongly agreed, 19(50%) agreed, 2 (5.26%) disagreed, 1(2.63%) strongly disagreed, 4(10.53%) were neutral. The relationship is not statistically significant (X 2 =9.030; P=.060). Table 4.11: Association between socio-demographic characteristic and whether the company’s Management provide appropriate remedy for addressing accidents occurrence in the department Management provide appropriate remedy for addressing accidents occurrence in my department T o ta l C h i-sq u a re test p -v a lu e S ex Stro n g ly A g ree A g ree D isag ree S tro n g ly D isag ree N eu tral M ale 33 (31.42) 59 (56.20) 8 (7.62) 1 (0.95) 4 (3.81) 105 (100%) .876 .928 () F em ale 14 (33.33) 22 (52.38) 4 (9.52) 1 (2.38) 1 (2.38) 42 (100%) M a rita l S ta tu s S in g le 15 (25) 39 (65) 5 (8.33) 1 (1.67) 0 (0) 60 (100%) 36.05 .003* M arried 23 (35.38) 35 (53.85) 5 (7.69) 1 (1.54) 1 (1.54) 65 (100%) 89 Table 4.11Continues….. D iv o rced 4 (40) 2 (20) 2 20) 0 (0) 2 (20) 10 (100%) S ep arated 4 (57.14) 1 (14.29) 0 (0) 0 (0) 2 (28.57) 7 (100%) W id o w ed 1 (20) 4 (80) 0 (0) 0 (0) 0 (0) 5 (100%) E d u ca tio n N o fo rm al 2 (40) 3 (60) 0 (0) 0 (0) 0 (0) 5 (100%) 16.80 .157 P rim ary 1 (20) 2 (40) 2 40) 0 (0) 0 (0) 5 (100%) S eco n d ary 18 (36) 25 (50) 2 (4) 1 (2) 4 (8) 50 (100) T ertiary 24 (32.43) 42 (56.76) 8 (10.81) 0 (0) 0 (0) 74 (100) W o rk E x p erien ce 0 -5 y ears 31 (31) 53 (53) 10 (10) 1 (1) 5 (5) 100 (100%) 11.07 .805 6 -1 0 y ears 14 (35) 24 (60) 1 (2.5) 1 (2.5) 0 (0) 40 (0) 90 Table 4.11 Continues….. 1 1 -1 5 y ears 0 (0) 2 (66.7) 1 (33.33) 0 (0) 0 (0) 3 (100) 1 6 -2 0 y ears 0 (0) 1 (100) 0 (0) 0 (0) 0 (0) 1 (100) 2 1 + y ears 2 (66.67) 1 (33.33) 0 (0) 0 (0) 0 (0) 3 (100) D ep a rtm en t M in in g 12 (31.58) 19 (50) 2 (5.26) 1 (2.63 ) 4 (10.53) 38 (100) 9.0 30 .060 N o n -m in in g 35 (32.11) 62 (56.88) 10 (9.17) 1 (0.92 ) 1 (0.92) 109 (100) 4.7 Effect of Training on worker The participants were asked whether safety induction, orientation and refresher courses are conducted by the organization at the workplace. On that, 51% of them strongly agreed that such courses on safety are organized by the company for the staff at the workplace. About forty-five 45% of the participants also agreed and 0.7% of them disagreed whilst 3.4% were of neutral view. This shows that the company does organize health and safety courses for the staff. 91 Fig 4.13: Bar Chart showing whether safety induction, orientation and refresher courses are conducted by the organization at the workplace 4.7.2 Effect of fire drills. When asked whether fire drills are conducted periodically at the workplace to check for emergency responses and preparedness of the workers and systems, 34.7% of the participants strongly agreed that such drills are periodically conducted by the company. 45.6% of them also agreed that the company periodically organize these drills and 10.9% disagreed with the view. Another 2% of the participants strongly disagreed and 6.8% of them were neutral. This shows that the company does organize drills for the staff periodically. 92 Fig 4.14: Pie Chart showing whether fire drills are conducted periodically at the workplace 4.8 Challenges confronting the company in promoting health and safety standards The study went further to find out some of the challenges that the company face in relation to the promotion of health and safety practices at the workplace. Since in any human organization, there will be challenges pertaining to the implementation of policies and subsequent enforcement of those policies. In that regard, it was imperative to find out some of the challenges that the company faces in the full implementation and enforcement of health and safety precautions at the workplace since the mining industry is known to be one of the industries with the highest rate of accident occurrence. 4.8.1 Cost of providing health and safety materials From the bar graph above, it can be seen that on whether provision of health and safety materials has been a cost burden on the organization, 17.8% strongly agreed, 36.3% agreed, 28.1% disagreed, 9.6% strongly disagreed and 8.2% were of neutral 93 view. This shows that even though some of the participants consider as procurement of safety materials is cost burden, the health and safety materials, most of them also see it as necessary. Fig 4.15: Bar Chart showing whether provision of health and safety materials has been a cost burden on the organization 4.8.2 Poor literacy rate and poor awareness of health and safety On whether the huge working population with low literacy and abysmal awareness of health and safety is a challenge, 17% strongly agreed, 32% agreed, 34% disagreed, 9.5% strongly disagreed and 7.5% were of neutral view. This shows a divided opinion of the participants on whether the huge working population with low literacy and abysmal awareness of health and safety is a challenge to the organization. 94 Fig 4.16: Pie Chart showing whether the huge working population with low literacy and abysmal awareness of health and safety is a challenge 4.8.3 Lack of clarity about health and safety issues Again, on whether lack of clarity about issues surrounding health and safety in the organization is a challenge, 19% strongly agreed, 35.4% agreed, 34% disagreed, 5.4% strongly disagreed and 6.1% were of neutral view. Fig 4.17: Bar Chart showing whether lack of clarity about issues surrounding health and safety in the organization is a challenge 4.8.4 Difficulty recruiting qualified health and safety officers On whether getting the right personnel to help in promoting health and safety practices in the organizations is a challenge, 11.7% strongly agreed, 37.9% agreed, 37.9% disagreed, 6.9% strongly disagreed and 5.5% were of neutral view. 95 Fig 4.18: Pie Chart showing whether getting the right personnel to help in promoting health and safety practices in the organizations is a challenge 4.8.5 Difficulty in getting management to be committed to health and safety Again, on whether getting management to be committed to health and safety had been a challenge to the organization, 18.4% strongly agreed, 36.1% agreed, 34% disagreed, 8.8% strongly disagreed and 2.7% were of neutral view. Fig 4.19: Bar Chart showing whether getting management to be committed to health and safety had been a challenge to the organization 96 4.8.6 Workers refusal to wear personal protective equipment (PPE) On whether worker‟s refusal to wear protective equipment in the organization is a challenge, 16.4% strongly agreed, 39.7% agreed, 28.1% disagreed, 9.6% strongly disagreed and 6.2% were of neutral view. Fig 4.20: Pie Chart showing whether worker’s refusal to wear protective equipment in the organization is a challenge 4.8.7 Difficulty influencing worker on safety behaviors When asked if how to influence workers to change their culture and behavior towards health and safety in the organization is a challenge, 16.4% strongly agreed, 40.4% agreed, 26.7% disagreed, 8.9% strongly disagreed and 7.5% were of neutral view 97 Fig 4.21: Bar Chart showing difficulty influencing worker on safety behaviors 4.8.8 Workers refusal to report minor injuries or near misses On whether worker‟s refusal to report minor injuries or near misses as a result of fear of being sacked is a challenge, 19% strongly agreed, 45% agreed, 18.4% disagreed, 10.2% strongly disagreed and 14% were of neutral view. Fig 4.22: Pie Chart whether worker’s refusal to report minor injuries or near misses as a result of fear of being sacked is a challenge 98 4.8.9 High cost of training employees On the cost involved in training employees on health and safety in the organization is a challenge, 17% strongly agreed, 38.1% agreed, 27.9% disagreed, 9.5% strongly disagreed and 7.5% were of neutral view. Fig 4.23: Pie Chart high cost of training employees 4.8.10 Change of leadership style Finally, on whether changing from the command and control style to engagement of the workforce on health and safety is a problem, 23% strongly agreed, 32.8 % agreed, 32.1% disagreed, 9% strongly disagreed and 3% were of neutral view. All these shows that the company faces a lot of challenges pertaining to health and safety issues. 99 Fig 4.24: Bar Chart showing whether changing from the command and control style to engagement of the workforce on health and safety is a problem 100 CHAPTER FIVE DISCUSSION OF RESULTS 5.1 Introduction and summary of findings Mining is associated with immense economic gains, but it is also associated with high health risks (Donoghue, 2004; Ross & Murray, 2004). The developed nations have made it priority to control the risks and prevent accidents to appreciable levels; this commitment cannot be said of developing countries. Governments in developing countries are passive on issues relating to health and safety of miners (Kromhout, 1999). In Ghana, there is no national policy on OHS for mining companies. Similarly, Ghana lacks officers responsible for monitoring and ensuring that mining companies comply with international safety standards. In the same vein, no study has been conducted in Golden Star Resources to ascertain the challenges confronting them, in terms of safety and health management. This study therefore served us the opportunity to understand the management of occupational health and safety hazards in gold mining industries in Ghana. A cross sectional survey was carried out in Golden Star Resources; consisting of Bogoso and Prestea mine sites. Convenience and purposive sampling were used to select 150 participants for the research. Statistical Package for Social Sciences (SPSS) version 21 and Microsoft Excel 2013 were used to analyze the data. Statistical techniques adopted were descriptive statistical analysis and bivariate analysis (Odd Ratio and Chi-square tests). 100 The study found that the mine is male dominated, most workers have less than 5 years of work experience, those directly involved in mine outnumber those directly involved. Workers have fair understanding of health safety at the workplace. About 95% of the workers think the workplace is safe; opinion of which their personal characteristics did not influence. About 90% notioned that they receive adequate safety apparatus from the company. In terms of worker level compliance, safety and health notices provided by the company are more likely to be disobeyed by male workers than female workers (OR: 4.8; CI 1.5-15.7); Single than married (OR: .91; CI .29-2.8); non-formally than formally educated (OR: .91; CI: .86-.96); ≤ 10 years than ≥10 years of work experience (OR: 1.80; .20-16.26); mining department (OR: 1.98; CI .42-9.37). Safety materials provided by the company are unlikely to be used always by female workers than male workers (OR: .67; .18-2.54); Married than single (OR: 2.06; .66-6.46); formally educated than non-formally educated (OR: 2.23; CI: .23-21.49): ≤ 10years than ≥10 years of work experience (OR: .90; CI: .85-.95); workers of mining department than non-mining department (OR: 1.14; CI: 1.06-1.23). In terms of company level compliance, About 80% of the miners hold the view that the company prevents employee exposure to unreasonable risks; opinion of which was influenced by their marital status (X 2 = 43.56; p 101 workplace inspections are jointly organized by trained management and employee; response of which was influenced by marital status (X 2 = 26.92; P< 0.04) and work experience (X 2 =50.48; P 102 which the highly educated candidates usually qualify for. Some of the jobs such as cleaning and weeding do not require formal educational qualification so people with little or non-formal education is employed to do. 5.3 Workers views on safety issues (Based on Objective 1) Mining companies are obliged to ensure the safety of the workers by providing safe place of work. According to Social Accountability International (SAI), “The company shall provide a safe and healthy workplace environment and shall take effective steps to prevent potential accidents and injury to workers‟ health arising out of, associated with, or occurring in the course of work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the workplace environment, and bearing in mind the prevailing knowledge of the industry and of any specific hazards”(SAI, 2011). Most of the workers confirmed that Golden Star Resources provide such working place. Ensuring safe working place satisfies the provisions in factories, offices and Shop act (Act 328, 1970) where companies are mandated to provide safe place of work to their employees. However the personal characteristics of the respondents such as sex, marital status, education background, work experience and department could not explain the differences in the levels of agreement that the company provides a safe place of work. Nevertheless, it was observed that male workers are more likely to feel safe working in the mine than females. This claim might support the perception that the mine is too noisy, dirty and harmful for females. Doret (2016) argues it could be as result of unfair treatments given to females in the workplace that makes women feel unsafe in the mining sector(Doret, 2016). Married workers were most likely to agree that the company provides safe place of work than the single, divorced, separated and 103 widowed. This could be as result of defensive mechanism on the part of married workers since it is believed that married people usually have a lot more responsibilities than the non-married; and they cannot afford switching jobs but encourage themselves to maintain their jobs for long periods of time. It was also found that the more experienced the worker, the more likely would consider the workplace safe. This could be attributed to the fact that experienced workers are familiar with hazards in the mine and have learned over the years to prevent accidents as compared to the less experienced who puts in a lot of efforts to prevent accidents. This findings supports the finding that experienced workers hold excellent views about safety in an organization and would enjoy job satisfaction than the less experienced (Gyekye & Salminen, 2010). Workers belonging to the mining department were more likely to opine that the company provides safe place of work than those belonging to non-mining departments because those belonging to the mining department such as the underground mining are supposed to wear safety equipment under strict conditions. 5.4 Compliance of health and safety (Based on Objective 2) 5.4.1 The company provides adequate equipment, materials and personal protective equipment (PPEs) to enable employees to carry out their work safely Clause 4.4.1 provides that, top management shall take ultimate responsibility for OH&S and the OH&S management system. Management shall demonstrate its commitment by ensuring the availability of resources essential to establish, implement, maintain and improve the OH&S management system, defining roles, allocating responsibilities and accountabilities, and delegating authorities, to facilitate 104 effective OH&S management; roles, responsibilities, accountabilities, and authorities shall be documented and communicated(OHSAS, 2007). Most of the respondents indicating that the company provides adequate equipment, materials and personal protective equipment (PPEs) to enable employees to carry out their work safely confirms the compliance of the company with the clause 4.4.1, and regulation section 25 of the factories, offices and shop Act (Act 328, 1970) which instructs companies to provide adequate equipment, materials and clothing to enable employees to carry out their work safely. Safety equipment include metatarsal foot protection, rubber boots with steel toes, non-prescription eye protection, prescription eyewear inserts/lenses for full face respirators, Goggles and face shields, PPE (helmet, gloves, boots, proximity suits, full gear, hard hats, hearing protection, welding PPE et al); this should be paid for by the company(OSHA, 2008). This practice also agrees with SA8000 3.5 that recommends that „The company shall provide at its expense appropriate personal protective equipment to personnel‟(SAI, 2011). 5.4.2 The company provide notices on health safety and safety measures Clause 4.4.2 provides the organization shall establish, implement and maintain a procedure(s) to make persons working under its control aware of: a) the OH&S consequences, actual or potential, of their work activities, their behaviour, and the OH&S benefits of improved personal performance; b) their roles and responsibilities and importance in achieving conformity to the OH&S policy and procedures and to the requirements of the OH&S management system, including emergency preparedness and response requirements (see 4.4.7); c) the potential consequences of departure from specified procedures(OHSAS, 2007). 105 Most of the workers affirm that the company provides notices on health safety and safety measures. This be the case indicates the company complies with provision of OHSAS 18001 4.4.2 and, SAI SA8000 section 3.3 that directs that companies must provide personnel on a regular basis effective health and safety instructions, including on-site instruction and, where needed, job-specific instructions”. Gibbons (2006), postulated in his study that visible signs and notices must be pasted on all danger sites so as to prevent injuries and death resulting from work place accidents. The information should covers all the company‟s operations ranging from mining (opening pit and underground), crushing, transport, grinding and sizing, leaching and adsorption, elation and electro wining, bullion production, water treatment and tailings disposal. The odds that workers would not comply with notices and safety measures were assessed. Male workers were more likely to disobey notices and safety measures provided by the company than female workers corroborates the findings that gender influence safety behavior‟s, and males are three times more likely to engage in risky behaviour than females (Petroleum, 2012). Also, women at times behave safely at the workplace, including the mines than men(Petroleum, 2012).Married workers were more likely to adhere to health and safety measures than single workers suggests marriage is a protective factor. Formally educated workers were more likely adhere to health and safety measures than non-formally educated workers which could be attributed to the fact that the educated are able to identify read, understand and appreciate notices better than those with little or no-formal education. It is not strange that the experienced were more likely to disobey notices than the less experience workers; this could be attributed to complacency on the part of the experienced workers and would not want to easily adopt new measures. Also, it could be that the 106 experienced workers are used to the old ways of doing things safely and would find it extremely difficult adjusting to new provisions. The study also reveals that belonging to non-mining department is a protective factor. 5.4.3 Safety materials provided by the company are used all the time The latter part of OHSAS 18001 clause 4.4.1.a provides that the organization shall appoint a member(s) of top management with specific responsibility for OH&S, irrespective of other responsibilities, and with defined roles and authority for: a) ensuring that the OH&S management system is established, implemented and maintained in accordance with this OHSAS Standard (OHSAS, 2007). It was found that majority of the workers in the mine are likely to use safety materials provided by the company all the time. This could be attributed to the active efforts by management to ensure safety by providing safety training programs and rewards to workers who act safely in the mine. When the odds of workers were analyzed, female workers are less likely to use safety materials all the time than male workers. This could be as result of the thought that women work in departments associated with low risks in the mine and could afford ignoring using some safety materials. Married people, formally educated workers and those in the mining department are less likely to use safety materials provided by the organization all the time. This could have bearing on the complaints by some of the workers that using some safety equipment such as PPE is uncomfortable. The use of non-confortable PPE is mentioned as key determinant of low use of PPE in the informal sector of Ghana(Apreko, Danku, Akple, & Apeletey, 2015), and personal protective eyewear in the United States(Lombardi, Verma, Brennan, & Perry, 2009a). 107 5.4.5 Company prevents employee exposure to unreasonable risks OHSAS 18001 clause 4.3.1 directs organizations to establish, implement and maintain a procedure(s) for the ongoing hazard identification, risk assessment, and determination of necessary controls…When determining controls, or considering changes to existing controls, consideration shall be given to reducing the risks according to the following hierarchy: a) elimination; b) substitution; c) engineering controls; d) signage/warnings and/or administrative controls; e) personal protective equipment(OHSAS, 2007). Ghana Labor Act (Act 651) and workmen compensation Act (PNDCL 187) also emphasizes that workers must not be subjected to any excessive risks in the workplace. About 82% of the respondents acknowledging that the company does not expose them to unreasonable risks means that company complies with that part of the law and SA8000 3.1 of Social Accountability International provision that Company shall provide a dependable and healthy workplace environment and shall take effective steps to prevent potential accidents and injury to workers‟ health arising out of, linked with, or occurring in the course of employment, by minimizing, so far as is reasonably workable, the causes of risks inherent in the work environment, and bearing in mind the prevailing knowledge of the industry and of any specific hazards. It was found that marital status had significant association with their response (X2=43.56; P 108 in the mining industry of South Africa(Doret, 2016). It could also be that positive safety culture among females are not given priority in the mine(Chen & Zorigt, 2013). The findings that workers who have non-formal education and those with primary education are more likely to favour that workers are not exposed to unnecessary risks could be that they have low expectations of safety measures to prevent risk exposure than workers with advance educational background. It also not surprising that workers belonging to the non-mining department are more likely to express that the company exposes workers to low risks as compared with members of the mining department. Non-mining departments were administrators, security men, janitors, and other people who are not directly involved in mining; by this they are not exposed to most of the risks those involved in the mining department. 5.4.6 Company conducts periodic reviews OHSAS 18001 also provides that top management shall review the organization‟s OH&S management system, at planned intervals, to ensure its continuing suitability, adequacy and effectiveness(OHSAS, 2007). Reviews shall include assessing opportunities for improvement and the need for changes to the OH&S management system, including the OH&S policy and OH&S objectives. Records of the management reviews shall be retained. The reviews are used to evaluate OH&S performance; b) OH&S policy and objectives; c) resources; and d) other elements of the OH&S management system (OHSAS, 2007) About 80% percent of the workers agreeing that the company conducts periodic reviews is indicative that that the company complies to OHSAS 18001:2007 International Standards. Social Accountability International (SAI), SA8000 3.6 provides that, the company should conduct assessment of all the risks to new and expectant mothers arising out of their work activity and to ensure that all reasonable 109 steps are taken to deal with any risk to their health and safety. The practices of conducting reviews offers the organization the opportunity identify risks factors that pose threat to the health of the workers. Respondents‟ marital status and education background had significant association with the response that the company conducts periodic reviews. 5.4.7 Management Responses to Safety OHSAS 4.4.6 requires the organization to determine those operations and activities that are associated with the identified hazard(s) where the implementation of controls is necessary to manage the OH&S risk(s)(OHSAS, 2007). For those operations and activities, the organization shall implement and maintain: a) operational controls, as applicable to the organization and its activities; the organization shall integrate those operational controls into its overall OH&S management system; b) controls related to purchased goods, equipment and services; c) controls related to contractors and other visitors to the workplace; d) documented procedures, to cover situations where their absence could lead to deviations from the OH&S policy and the objectives; e) stipulated operating criteria where their absence could lead to deviations from the OH&S policy and objectives(OHSAS, 2007). The greater proportion of respondents agrees that management responses to safety calls with urgency. This shows the commitment of the management towards making the workplace safe for workers, and this is in line with clause 4.4.6 of OSHAS. Management commitment plays an significant part in all prospects of safety intervention (Steenkamp, 2002) Management commitment to safety indicates the extent to which the organization‟s top management demonstrates positive and supportive safety attitudes toward their employees‟ safety (Hsu, 2014). Yule et al (2007) observed that the employees‟ perception of dedicated management‟s action to 110 safety resulted in accident reduction. Ali et al (2009) also argued that management, safety practices as well as commitment to safety play an efficient part in reducing workplace injuries. Exploring the possibility that personal characteristics influenced their response suggests that, respondents‟ marital status had effect on their response(X2=41.75; P 111 effectiveness of the training or action taken, and retain associated records. The organization shall establish, implement and maintain a procedure(s) to make persons working under its control aware of: a) the OH&S consequences, actual or potential, of their work activities, their behaviour, and the OH&S benefits of improved personal performance; b) their roles and responsibilities and importance in achieving conformity to the OH&S policy and procedures and to the requirements of the OH&S management system, including emergency preparedness and response requirements (see 4.4.7); c) the potential consequences of departure from specified procedures. Training procedures shall take into account differing levels of: a) responsibility, ability, language skills and literacy; and b) risk(OHSAS, 2007). Most of the respondents indicated the training activities are effective. Staff training [on safety] would be effective when it is carefully designed according to the needs of employees and in the context of organizational goals, and training should be presented to appeal to the interest of the workers(Khan, Khan, & Khan, 2011).The practice in Golden Star Resources takes the forms of orientation, refresher courses and drills. Providing such capacity building activities encourages safety culture, and consequently controls accidents (Hale, Guldenmund, van Loenhout, & OH, 2010). The practice corresponds with OHSAS (Section 4.4.2): “The organization shall ensure that any person(s) under its control performing tasks that can impact on OH&S is (are) competent on the basis of appropriate education, training or experience, and shall retain associated records. The system shall identify training needs related with its OH&S risks and its OH&S management system. It shall provide training or take other action to meet these needs, evaluate the effectiveness of the training or action taken, and retain associated records”(OHSAS, 2007). 112 5.6 Challenges confronting health and safety promotion 5.6.1 Cost of training employees were high but necessary Training is found to be costly in the mine, but necessary. Just like is found in the mine (Golden Star Resources), staff training is found to reduce errors in high-risk settings as emergency rooms, aviation, and the military and the mine(Thayer, 2012). In those settings searched on by Thayer, it was found that organizing such capacity building activity was cost intensive but yields greater results(Thayer, 2012). In the same way, Khan & Khan (2011) indicated that although it costs so much, the employees in the long run give back more than it took. 5.6.2 High Cost of providing health and safety materials as a challenge High cost of providing health and safety materials is said to be a burden in the mine, OSHA(2016) argues that injuries and illnesses increase workers‟ compensation and retraining costs, absenteeism, and faulty product (OSHA, 2016); They also decrease productivity, morale, and profits. Businesses operate more efficiently when they implement effective safety and health management systems(OSHA, 2016). 5.6.3 Management Commitment as a challenge Occupational Health and Safety interventions in Golden Star are usually initiated by management and sustained by both management and workers. This matches with Vrednburgh‟s advise that management should often inspire efforts to reducing accident(Vrednburgh‟s, 2002). Management is expressed in the forms of designing training programs, review of the place of work, integrating safety in job design. Workers attach importance to safety issues when they find it a priority of management(David A. Hofmann, 1996). It is not surprising that getting management to be committed to health and safety in the mine is not a significant challenge. 113 5.6.4 Reporting near misses as a challenge It was found that near miss reporting was a challenge because it might affect evaluation of employee‟s performance. Near miss incidents often precede loss producing events, but may be omitted as there was no damage (no injury, hurt or loss)(OSHA, 2013). An organization may not deliver a reporting culture where employees are encouraged to report these close calls(OSHA, 2013). Therefore, many chances to prevent the incidents are missed. History has proven repeatedly that most loss producing events (incidents), both serious and catastrophic, were preceded by warnings or near miss incidents(OSHA, 2013). Recognizing and reporting near miss incidents can significantly improve worker safety and raise an organization‟s safety culture. In view of this OSHA ( 2013) proposes that; • Leadership must establish a reporting culture, reinforcing that every opportunity to identify and control hazards, reduce risk and prevent harmful incidents must be acted on. • The reporting system needs to be non-punitive and, if desired by the person reporting, anonymous. • Investigate near miss incidents to identify the root cause and the weaknesses in the system that resulted in the circumstances that led to the near miss. • Use investigation results to improve safety systems, hazard control, risk reduction, and lessons learned. All of these represent opportunities for training, feedback on performance and a commitment to continuous improvement. 114 • Near miss reporting is vitally important to preventing serious, fatal and catastrophic incidents that are less frequent but far more harmful than other incidents. 5.6.5 Workers Refusal to use PPE always as a challenge Workers refusal to use PPE always increases the risk of accident in the mine. Excuses often given about the non-use of PPE include: it limits movements, wearing it is uncomfortable, blurs vision, difficult to communicate in PPE, it stresses the body, it produces heat and it causes dehydration. Meanwhile inconvenience, interference with prescription glasses, cost, and inappropriateness were mentioned as refusal to use PPE in the mine(Lombardi, Verma, Brennan, & Perry, 2009b). Also, somatic issues, lack of enforcement or low management priority, cheap quality of PPE, rushing around, laziness to put them on, invincibility, lack of awareness of hazards and doing a low risk task were all mentioned(Lombardi et al., 2009b) 5.7 Implications In terms of policy, policies should be formulated to assure that training and safety promotion activities organized should be packaged in a way that workers understand and would always remember. In practice, equal attention should be given to safety of all workers especially females. 5.8 Limitation of the study Despite the findings, caution is taken when generalizing the findings due to the inherent weakness of the study design. The cross sectional design only offered snap shot description of safety issues inquired. Questionnaires were administered to 115 workers on morning and afternoon shift who may hold different views from workers on night shift. 5.9 Directions for future research  Future researches should endeavour to examine the rate and frequency of accident occurrence in the mining industry since this will give a holistic data and idea on whether mine workers really put the health and safety measures they have been taught in practical use.  Since the present study only used one mining company, it made it scientifically impossible to generalize the findings thereby reducing the external validity of the study. Future researches can use more mining companies as the case for the study so that the findings will have a broader interpretation.  The present study also visited the participants at a single point in time and took their opinions in a single meeting. This did not help the researcher to identify whether what the participants said is actually what they do on field. 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This study therefore seeks to explore the management of Occupational Health and Safety Hazards in Gold Mining Industries in Ghana. By this recommendations will be made to ensure safer working environments for gold mine workers in Ghana. Confidentiality We will protect information about you to the best of our ability. You will not be named in any reports, and results of this study will not have any impact on the security of you job. Possible Benefits Findings of the study will help control hazards associated with your work as a miner. 100 Voluntary Participation Participation in this study is voluntary and you have the liberty to terminate your participation at any point. Contacts for Additional Information Ransford Gyambrah, 0548900400 Volunteer Agreement I understand the terms of participating in this study, and therefore agree to participate as a volunteer. …………………………… …………………………………………… Date Name and signature or mark of volunteer If volunteers cannot read the form themselves, a witness must sign here: I was present while the terms of the research was read and explained to the volunteer. All questions were answered and the volunteer has agreed to take part in the research. …………………………… …………………………………………… Date Name and signature of witness I certify that the nature and purpose of this research has been read and explained to the above individual …………………… ……………………………………………… Date Name Signature of Person Who Obtained Consent 100 QUESTIONNAIRE 1. Gender: 1= Male [ ] 2= Female [ ] 2. Marital status: 1=Single [ ] 2=Married [ ] 3=Divorced [ ] 4=Separated [ ] 5= Widowed [ ] 3. Educational level: 0=No schooling 1=Primary education 2=Secondary education 3=Tertiary 4. State the department you are working. ………………………………………………………………………………. 5. How many years have you been at post? a. 0 – 5 [ ] b. 6 – 10 [ ] c. 11 – 15 [ ] d. 16 –20 [ ] e. 21years + [ ] Please tick below to express your opinion on the following questions? 6. Please tick from the options below to indicate your views on Health and Safety practices in the mines. i. A state of complete physical, mental and social wellbeing of workers. [ ] ii. A process of achieving health and well-being of workers and the surrounding community. [] iii. A process of protecting all members of the workforce against hazardous substances and prevention of workplace accident. [ ] iv. A process to protect and promote the health, safety and well-being of workers and the sustainability of the workplace. [ ] v. Others (please specify)………………………………. 100 7. My company provides safe place of work. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 8. My company provides adequate equipment, materials and personal protective equipment (PPEs) to enable employees to carry out their work safely. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 9. Safety materials provided by my organization are used all the time at the workplace. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 10. My company provides notices on all health and safety measures. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 11. Safety induction, orientation and refresher courses are conducted by my organization at the workplace. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 12. Fire drills are conducted periodically at the workplace to check for emergency responses and preparedness of the workers and systems. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 13. Co-workers in my organisation ensure the safety of fellow workers. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 101 The questions below are designed to test for the level of compliance of Health and Safety in Golden Star according to OHSAS 18001 standards. Please indicate your level of agreement or disagreement to the issues. 14. My company ensures that employees are not subjected to any unreasonable risks in the workplace. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 15. My company encourages workers to record near misses at work place. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 16. My company conducts periodic reviews to assess health and safety standards in the work place. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 17. Management responds quickly to safety concern. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 18. Workplace inspections are conducted jointly by trained management and employee representatives. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 19. My company has persons trained for incident investigation procedure. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 20. My department has an effective incident reporting procedure that is known by employees. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 102 21. Management provides appropriate remedy for addressing accidents occurrence in my department. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] The questions below are formulated to seek for information on the challenges associated with the promotion of health and safety practices in Golden Star Resources. Please indicate your agreement or disagreement with the following questions. 22. The provision of health and safety materials had been a cost burden on the organisation. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 23. The huge working population with low literacy rate and abysmal awareness of health and safety is a challenge. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 24. Lack of clarity about the issues surrounding health and safety in the organization is a problem. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 25. Getting the right personnel to help in promoting health and safety practices in the organization is a challenge. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 26. Getting management to be committed to health and safety had been a challenge to the organization. 103 Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 27. Workers refusal to report minor injuries or near misses as a result of fear of being sacked is a challenge. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 28. Workers refusal to wear personal protective equipment (PPEs) in the organization is a challenge Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 29. How to influence workers to change their culture and behaviours towards health and safety in the organization is a challenge. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 30. Cost involves in training employees on health and safety in the organisation is a challenge. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ] 31. Changing from the command and control style to engagement of the workforce on health and safety issues is a problem. Strongly Agree [ ] Agree [ ] Disagree [ ] Strongly Disagree [ ] Neutral [ ]