Issue 4 | July 9, 2018
The Grow Our Own program continues to expand with the new Learning Management System launching this month. Click here to access all the details.
We are excited to officially introduce We Move People, RATP Dev’s community outreach program. Find out more about it and how you can get involved.
RATP Dev has begun partnering with our systems to help better our communities in a variety of ways through We Move People! Take a look at where we’ve been!
Corporate and Social Responsibility. Social Innovation. Eco-Innovation. What do these things have to do with the transit industry? Find out here.
The RATP Foundation inspired our community outreach initiative, We Move People. Learn more about the global service efforts of the Foundation.
Experience is key to understanding why many at-risk behaviors occur and what can be done about them. Click here to read about The Human Factor in Safety and Operations.
“In the HR department, our main focus is to provide the top quality services and resources our employees desire and need to be successful and fulfilled – in work and in life”.
About Patty Fritz
Ms. Fritz brings 25 years of multi-unit and cross-industry HR leadership experience from distribution and manufacturing to service and retail. She drives excellence in service delivery for RATP Dev USA through strong business relationships built on trust, integrity, and respect. Ms. Fritz has a passion for talent development and has thus created Grow Our Own (GOO). GOO is a company-wide program that aims to increase the transit candidacy pool through early introduction to the transit industry utilizing mentorship and apprenticeship programs, and focuses on the career development of current RATP Dev employees.
At RATP Dev USA, we are focused on growing and developing our Leaders for success in current and future roles within the organization. We are excited for the launch of our new Learning Management System, Skillsoft, this month. This system will provide internal training to employees, centered around our Leadership Model for Success. The training and development options include videos, books, instructor-led training, white papers, live events (similar to Ted Talks), and compliance training. The training site will be customized to RATP Dev and will feature single sign-on for ease of access for our Leaders. Our Learning Management system is only one of several programs provided through our internal Grow Our Own program and is one that our Leaders have been waiting for! We are proud to introduce this soon!
In addition, our Grow Our Own program invests heavily in the advancement of current employees to new, expanded roles. The management-training program gives employees experience and training in all aspects of the transit system, so they are prepared to move into management roles in the future. Many of our current Executives and General Managers started their careers as office support staff, supervisors, and, mechanics. They worked their way up at multiple systems, gaining valuable experiences along the way. RATP Dev is proud of the stable, home-grown nature of the corporate and local management teams.
Here are a few of our “Grow Our Own” success stories!
As the core of what we do, RATP Dev prides itself on moving people. Our public transit systems take millions of people from point A to point B every day. In addition, we strive to have the best possible impact on the communities we serve through local outreach and community involvement. And now we have a vehicle to accomplish just that!
We are excited to officially introduce We Move People, RATP Dev’s community outreach program, where corporate and agency employees participate in community efforts, together. We Move People is designed to support and partner with individual agencies to impact the communities we serve, connecting our employees with charitable organizations and/or transit related non-profit organizations and opportunities.
This program was inspired by the RATP Foundation, which over the last 20 years has supported more than 1,240 projects across the world with over 1 million individuals benefitting from the program. The projects that The Foundation support provide access to employment, culture, and education.
The We Move People initiative focuses on three themes: Community Beautification, Community Outreach/Sponsorship, and Charitable Giving. As an example of some of our efforts, We Move People participated in a group volunteer event with SAFE as well as donated to the Transit Empowerment Fund, Habitat for Humanity, and the Conference of Minority Transit Officials (COMTO).
We’re here to support you!
We Move People strives to empower you to partner with your agencies and communities on outreach activities.
Imagine working with the local food bank to collect hundreds of pounds of food for those that are homeless or hungry.
What about transforming a local park for the kids in your communities to enjoy or taking a group of employees to assist with the Special Olympics. These opportunities are available, and we want to enable others to take a part in bettering the communities we all serve.
To help facilitate the message and encourage participation, we’ve created a We Move People flyer for you to post in and around your agency; you’ll be receiving electronic copies to print and showcase.
RATP Dev believes giving back is a part of our duty to the cities and communities we partner with. We have a lot of exciting things planned for 2018 and we look forward to sharing the positive stories of community service throughout the United States.
We Move People
Since the formation of the We Move People initiative in April, RATP Dev is proud to have participated in volunteer events and supported many wonderful organizations to expand our community outreach efforts. We have many exciting things to come for 2018, but here is what is happening with We Move People!
The Conference of Minority Transit Officials (COMTO) North Texas awarded scholarships to five deserving students who want to establish careers in the transit industry earlier this year.
RATP Dev is proud to support the next generation of transit professionals through a donation made in April to the COMTO scholarship fund!
A merger of Austin Children’s Shelter and SafePlace, The SAFE Alliance exists to Stop Abuse For Everyone. They are dedicated to ending violence through prevention, advocacy, and comprehensive services for individuals, families, and communities that have been affected by abuse.
In May, RATP Dev volunteered to host activities with children ages 5 and under to teach them about buses, their community, and helped them paint their very own bus!
Trinity Metro's Habitat TEXRail Build 2018 will help provide quality, affordable housing and a solid foundation for a better life for one family in the Ft. Worth, TX community.
We are proud to have provided a donation in May, matched 100% by another donor, to support this community outreach and beautification effort!
The Transit Empowerment Fund focuses on lowering barriers to self-sufficiency by increasing access to transportation for education, employment, healthcare and social services. They distribute bus passes to organizations that serve low-income individuals and support projects that employ creative solutions to expand transit services in under-served neighborhoods in the Capital Metro service area.
In June, RATP Dev USA presented the Transit Empowerment Fund with a $5,000 donation. This donation will provide 10,000 Day Passes for nonprofit clients that are elderly, disabled, or students, and 1,110 7-Day Passes for nonprofit clients in the Austin, Texas area!
Horton's Kids empowers children growing up in one of Washington, DC's most under-resourced communities so that they graduate from high school ready for success in college, career, and life.
The RATP Foundation has supported Horton’s Kids since 2015, helping children in Washington, DC expand their view of what is possible for their future!
When someone asks, “Who Are You?” – in reference to your company, your answer often includes three key components: your service offering, your people, and your culture. People and culture go hand in hand, as employees help create your organization’s culture through participating and believing in your company’s core values. At RATP Dev USA we have 7 pillars of success that drive our culture. Innovation is the foundation of each pillar, as we strive to continuously improve through new and innovative actions. Today we are going to explore the intersection of innovation and one of our pillars: Sustainability and Community Involvement.
With the recent launch of We Move People, RATP Dev USA’s community engagement program, we have been focused on increasing our community impact through our agencies. When we set out to hear what our agencies have participated in, sponsored, or built for charitable programs in the past, we were blown away! We launched We Move People to help spread the word of what other agencies were accomplishing across the nation, and to help support agencies increase the impact in their respective communities.
But, just like anything in the transit industry, soon we’ll be looking for ways to advance the program. Enter: Social Innovation – a concept that can be lightly summarized as a “product innovation with a social purpose*.” As this term continues to emerge and shape the notion of traditional Corporate and Social Responsibility (CSR), we couldn’t help but think this perfectly fits in the transit industry. As our services continue to evolve with emerging trends, technology, and innovative concepts, so must the way we support our communities. Another concept destined to shape the world of CSR is Eco-Innovation – “processes and innovations that are built to contribute to sustainable development*.” Again, this falls directly in the realm of public transit. Our services – various modes of public transit and connection, truly serve the public. Our vehicles, routes, garages and more, provide access to development and support to the economy in numerous ways. It is crucial to understand the infrastructure that comes with public transit, and how that affects the community, but also how advancements in any of these areas will advance the community as well.
Consider the recent introduction of Autonomous Vehicles (AVs) and hybrid or fully electric buses into the public transportation ecosystem, the industry is bound to change, and so will our charitable actions. RATP Dev will continue to support our agencies through We Move People and build a sound future for new innovations to CSR.
*Corporate Social Responsibility (CSR) and Innovation–The Drivers of Business Growth? Author: Gadaf Rexhepi, Selma Kurtishi, Gjilnaipe Bexheti. https://www.sciencedirect.com/science/article/pii/S1877042813005946?via%3Dihub
The RATP Group Foundation
The RATP Group Corporate Foundation promotes equal opportunities and mobility on a global scale. It supports projects that promote access to employment, culture and education in all regions served by the RATP Group. The Foundation has also developed a program enabling young people from modest backgrounds to benefit from personalized support from a group mentor, who helps them to understand the business world.
In the last 20 years, The RATP Group Foundation has supported more than 1,240 projects, with 1 million+ beneficiaries in France and abroad. The Foundation encourages employee volunteering and increases diversification of projects to reinforce the relationship between RATP Dev, our partners, and the community. Depending on the needs of the projects presented, the Foundation provides funding, support and networking with its partners.
In the US, The Foundation has supported Horton’s Kids since 2015. This amazing organization helps children in Washington, DC expand their view of what is possible for their future through a comprehensive set of academic, youth development and a variety of a variety of enriching field trips. In 2017, RATP Foundation’s $10,000 Grant helped provide 7 field trips - including tickets, transportation and food for participants!
In 2015, the RATP Group Foundation celebrated a significant milestone – its 20-year anniversary! As part of the celebration, it held the “Solidarity Hours Initiative” – an event dedicated to all employees of the RATP Group. This initiative encouraged employees around the world to give a few hours of their personal time for solidarity causes. Employees selected from a list of charities, volunteered their time, and then submitted details of their donated hours to The Foundation. This was a great way to engage all employees and celebrate 20 impactful years of community service to the world!
The Human Factor in Safety and Operations: How to change instinctive and habitual at risk behavior
Despite stringent regulations, advanced process automation, safety management systems, and the well-intentioned efforts of investigations, work accidents still happen at many facilities, and in some cases, are repeated in a similar fashion. But the individual is hardly ever solely responsible and the incident hardly ever isolated. Why? Because humans aren’t perfect. Facilities are not simply operated by humans, they are also designed, built and maintained by them. This provides ample opportunity for people to contribute to incidents. And that is why technical solutions, business models, corporate strategy, rules and regulations may help a business to improve its safety and operational performance but are rarely enough in themselves. Fully understanding the many roles humans play at facilities and the factors that influence their decision-making is therefore vital to preventing incidents and to achieving operational excellence if we define operational excellence as minimizing risk, eliminating defects and maximizing value creation.
What is evident from a review of incident reports is a long history of the significant role of human factors in causing incidents. The phrase “human factors” is often used to describe the interaction of individuals with each other, with equipment and facilities, and with management systems. It is also used to describe how such interactions are influenced by a work environment and culture. Understanding and improving “human factors” in causing incidents requires a focus on people’s inherent behaviors, characteristics, needs, abilities and limitations, as well as the development of sustainable and safe working cultures. Gaining a comprehensive understanding of the root causes of incidents and addressing them holistically is key to preventing them effectively.
In order to achieve a step change in safety, we have to therefore go beyond the traditional safety management approach. Many at-risk factors and their subsequent impact on decision-making.
THE ROOTS OF BEHAVIORAL SAFETY MANAGEMENT
Organizations should therefore clearly establish and effectively convey expectations regarding behaviors in the workplace. Secondly, a process should be put in place to monitor actions and behaviors to ensure conformance with standardized work practices. Finally, feedback must be used to reinforce or modify behaviors.
But the number of resources and time available to most companies for this has diminished over the past 10 to 20 years and has reduced the feedback process. The effectiveness of this model, when executed as a line function, is further strained when applied to remote, distributed, or self-directed work forces. However, when at-risk behaviors occur without consistent or immediate feedback, the effectiveness of the process is greatly reduced.
EXPERIENCE-BASED RISKY BEHAVIOR
The role of experience is key to understanding why many at-risk behaviors occur and what can be done about them. Consider for a moment the typical behavior of a driver on a motorway. Many will set cruise control speeds slightly above posted speed limits. The balance between traveling at a faster speed for an anticipated benefit and the possible cost of going too fast and getting a ticket is heavily influenced by past experience. This process occurs intuitively and automatically and doesn’t involve analytical risk assessments supported by data. Each time the benefit is realized without a negative consequence, the behavior becomes more habitual and more automatic. Experientially-based at-risk behaviors driven by anticipated gains that outweigh any perceived costs are not limited to the motorways or to drivers. They occur all too often in the workplace too.
A study conducted by T. Dell and J. Berkhout found that injuries were 88% more likely to occur in a perceived “safe” job, compared to those regarded as the most dangerous. This data is supported by a number of organizations; perceived low-risk tasks typically involve the highest frequency of injury. Secondly, when people make repeated choices that involve at-risk behavior and experience first-hand benefits aligned with anticipated outcomes, they tend to underestimate the actual risks. Finally, if there is a conflict between intuition and our rational system, our experientially- based intuitive response appears to have the strongest influence on decisions and subsequent actions. This explains in part why words and data may have very little influence on someone’s behavior. Labelling a behavior as “unsafe”, when it has been performed hundreds or even thousands of times before without negative consequence is more than a challenge. If the behavior was associated with a forecast benefit that was realized, you are now at odds with actual experience; a hurdle in which logic and reason alone will have limited success.
INFLUENCING AT-RISK BEHAVIOR
While experience may be the driving factor behind most at-risk behaviors, it is also the key to overcoming them. Although logic and reason are influenced by words, data, and analytical comparisons, our intuitive system is not. To effectively influence behaviors, you must employ images, emotions, personal stories and experiential techniques that connect with your workforce, and subsequently move them.
An industry that has embraced experiential techniques to improve on-the-job safety performance is commercial aviation. In spite of numerous efforts to improve pilot performance, crashes due to pilot error remained at 65% for more than 50 years. That changed in 1990 when the industry introduced flight simulators, a tool designed to provide experiential learning in a safe and controlled setting. Since then, crashes due to pilot error have declined by more than 54%. The field stands alone with six sigma operational performance, demonstrating fewer than 3.4 defects per 1 million opportunities.
The next frontier for the practice of safety, and an area of emerging interest for DuPont Sustainable Solutions (DSS), involves the practical application of affective-based research to address some of the biggest challenges related to safety. Within this research is a wealth of information regarding more effective communication using techniques that inspire and influence, and not just inform; characterized by, but not limited to, a foundation in sound management practices and driven by leaders who rely on influence, and not just edict, to reduce at risk behaviors and improve operational performance.
“The true test of a man’s character is what he does when no one is watching,” American basketball coach John Wooden once said. It is a truth companies come up against every day. They cannot monitor the employees in their facilities round the clock, though many may try. Even if they could, supervision is not as good a driver of performance – whether it is safety or operational performance – as changing habitual and instinctive behavior from the outset.
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*Adapted from DuPont Sustainable Solutions article: The Human Factor in Safety and Operations: How to change instinctive and habitual at risk behavior