Occupational Health & Safety (OHS) is often viewed through a compliance-first lens, where the focus is on enforcing rules and reacting to problems. But what if we flipped the script? What if, instead of focusing solely on what’s wrong, we prioritized what’s going right? Strength-based approaches, rooted in optimism and abundance, offer a pathway to building more resilient, engaged, and innovative teams—teams that don’t just avoid risks but thrive together.
This shift begins with a paradigm shift: moving from scarcity to abundance, while recognizing the immense value of every voice in the workplace, particularly those with lived experience.
Scarcity vs. Abundance Mindsets in OHS
What Is a Scarcity Mindset?
A scarcity mindset fixates on resources—time, money, energy—as being limited. It’s often rooted in fear and cynicism, leading to short-term thinking and reactive measures. In OHS, this translates to compliance-driven systems that prioritize cost-cutting over long-term well-being.
The consequences? Chronic stress, burnout, and a toxic culture that stifles trust and innovation. Scarcity thinking isolates workers, limits collaboration, and leaves valuable insights untapped.
The Power of an Abundance Mindset
An abundance mindset, by contrast, prioritizes strengths, trust, and collaboration. It focuses on leveraging what’s already working well and embracing opportunities for growth. Research supports this shift:
• Creativity and Problem-Solving: Barbara Fredrickson’s work shows that positive emotions broaden our thinking, making us 50% more likely to find creative solutions.
• Resilience: The American Psychological Association found individuals with a positive mindset to be 45% more resilient, recovering more effectively from setbacks.
• Team Engagement: Inclusive, optimistic teams are more innovative, collaborative, and productive.
An abundance mindset also values the wisdom of those directly impacted by safety systems, especially injured workers who offer unique insights into what needs to change. These individuals bring clarity, empathy, and solutions that compliance frameworks often overlook.
Inclusion Safety: A Critical Piece of the Puzzle
What Is Inclusion Safety?
Inclusion safety is the foundation of psychological safety. It’s the sense that every individual, regardless of role, background, or experience, is valued and invited to contribute their voice. Without it, trust fractures, and valuable insights are lost.
Inclusion safety recognizes that the most effective safety cultures don’t just protect people—they honor them. They treat every team member, from the nightshift custodian to the executive leader, as a critical piece of the workplace ecosystem.
Learning from Injured Workers
Injured workers and those with lived experience of workplace safety failures offer a powerful perspective. These individuals have seen firsthand where safety systems break down, and their insights often highlight gaps that compliance-focused audits miss.
For example, consider the aftermath of the COVID-19 outbreaks in food processing plants in Alberta and Manitoba. These events revealed how safety failures harmed entire communities, disproportionately impacting vulnerable workers. Employers who dismissed these workers’ voices missed opportunities to prevent harm. By contrast, organizations that listened, learned, and adjusted based on worker feedback built stronger, more resilient systems.
Story of Inclusion Safety in Action
In one healthcare setting, a custodian who had experienced dismissal on other wards felt truly valued when nurses sought their input on patient well-being and surroundings. This simple act of inclusion transformed the culture of the ward, reinforcing trust and a sense of shared purpose. Such practices aren’t just “nice to have”—they’re essential for building a psychologically safe environment where everyone feels empowered to speak up.
Moving Beyond Compliance: Embedding a Strength-Based OHS Mindset
The Pitfalls of Compliance-First Thinking
Traditional OHS approaches focus heavily on physical risks—machine safety, ergonomics—while often neglecting psychosocial risks like stress, burnout, and poor relationships. These factors are major contributors to injuries, absenteeism, and high turnover.
Moreover, compliance-first systems are reactive, implementing changes only after incidents occur. This approach is not only costly but misses opportunities to address root causes before they escalate.
The Case for Primary Prevention
Primary prevention, the hallmark of strength-based approaches, targets risks at their source. It focuses on fostering trust, communication, and resilience, creating environments where teams feel supported and empowered to prioritize safety.
The Return on Investment (ROI) is undeniable:
• For every $1 spent on injury prevention, $2–$6 are saved through reduced compensation claims and turnover Institute for Work & Health
• Mental health initiatives yield a median ROI of $1.62, rising to $2.18 in organizations strongly committed to well-being Conference Board of Canada
How OHS Leaders Can Cultivate a Strength-Based Mindset
To foster a strength-based approach, leaders must start with self-awareness and a commitment to inclusion.
Anchor Yourself: Are You Above or Below the Line?
Conscious leadership begins with reflection. Are you operating with curiosity, openness, and optimism (“above the line”), or are you stuck in defensiveness and fear (“below the line”)?
When leaders are above the line, they can see possibilities and inspire their teams to do the same.
Expand Buy-In by Honoring All Voices
Inclusion safety requires leaders to actively seek out diverse perspectives. Injured workers, newcomers, and those in non-traditional roles often have insights that others miss. By honoring these voices, leaders not only build trust but uncover innovative solutions to complex safety challenges.
Examples of Strength-Based Practices
• Strength-Based Safety Walks: Celebrate safe practices during audits to build morale and engagement.
• Peer Coaching and Mentoring: Foster trust through shared learning and support.
• Job Crafting: Allow employees to align roles with their strengths, boosting satisfaction and safety.
• Appreciative Inquiry (AI): Focus on what’s working to inspire change.
The Role of Conscious Leadership in OHS
Conscious leaders embody strength-based mindsets by fostering trust, curiosity, and emotional intelligence. They understand that psychological safety—the belief that it’s safe to take interpersonal risks—is the foundation of effective safety cultures.
Psychological Support: A Deeper Dive
Psychological support extends beyond EAP programs. It’s about creating a workplace culture where people notice when others are struggling—and respond with care. Leaders who model curiosity and genuine concern set the tone for a compassionate, connected workforce.
Trust and Inclusion
Consider the example of workers who felt “invisible” on overnight shifts. One company transformed its culture by inviting these workers into joint health and safety committee discussions, giving them a platform to share insights. The result? A dramatic improvement in trust, morale, and safety outcomes.
The ROI of Strength-Based Approaches in OHS
In summary, using strength-based approaches save money and lives. They help create workplaces where people feel valued, engaged, and empowered to contribute their best. The long-term benefits far outweigh the short-term costs, making them a smart investment for any organization.
Reflect on What You’re Doing RIGHT?
Strength-based approaches start from within. Conscious leaders who model optimism, trust, and accountability inspire the same in their teams. By focusing on strengths, we create a culture built on trust, respect, and shared purpose.
So, what’s one step you can take today to move from compliance-first to strength-based safety?
It starts with noticing what you’re already doing right—and building upwards from there!