ransford gyambrah final masters thesis- 2017- open university of malaysia
TRANSCRIPT
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
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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.
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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.
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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.
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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
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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
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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
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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
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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
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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
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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
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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.
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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.
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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).
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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.
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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.
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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 19th
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%) (X2
= 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 (X2=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 (X2= 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. (X2=.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
alu
e
Sex
Stro
ngly
Agree
Agree
Disag
ree
Stro
ngly
Disag
ree
Neu
tral
Male
60
(56.1%)
43
(40.2%)
2
(1.9%)
2
(1.9
%)
0
(0%)
107
(100%)
7.461 .113
Fem
ale
20
(47.6%)
20
(47.3%)
0
(0%)
0
(0%)
2
(4.8%
)
42
(100%)
Marita
l Sta
tus
Sin
gle
30
(50%)
24
(40%)
2
(3.3%)
2
(3.3
%)
2
(3.3
%)
60
(100%)
9.400 .896
Married
37
(55.2%)
30
(44.8%)
0
(0%)
0
(0%)
0
(0%)
67
(100%)
Div
orced
6
(60%)
4
(40%)
0
(0%)
0
(0%)
0
(0%)
10
(100%)
Sep
arated
4
(57.1%)
3
(42.9%)
0
(0%)
0
(0%)
0
(0%)
7
(100%)
Wid
ow
ed
3
(60%)
2
(40%)
0
(0%)
0
(0%)
0
(0%)
5
(100%)
Ed
uca
tion
No
form
al
5
(100%)
0
(0%)
0
(0%)
0
(0%)
0
(0%)
5
(100%)
14.08
1
.296
Prim
ary
1
(20%)
4
(80%)
0
(0%)
0
(0%)
0
(0%)
5
(100%)
50
Table 4.2 Continues……
Seco
ndary
23
(46%)
24
(48%)
0
(0%)
1
(2%)
2
(4%)
50
100%
Tertiary
44
(59.5%)
27
(36.5%)
2
(2.7
%)
1
(1.4
%)
0
(0%)
74
(100
%)
Work
Exp
erience
0-5
years
53
(53%)
43
(43%)
0
(0%)
2
(2%)
2
(2%)
100
(100
%)
15.826 .465
6-1
0
years
24
60.0%
14
35.0%
2
5.0
%
0
0.0
%
0
0.0
%
40
100.0
%
11-1
5
years
0
(0%)
5
(100%)
0
(0%)
0
(0%)
0
(0%)
5
(100
%)
16-2
0
years
1
(100%)
0
(0%)
0
(0%)
0
(0%)
0
(0%)
1
(100
%)
21+
years
2
66.7%
1
33.3%
0
0.0
%
0
0.0
%
0
0.0
%
3
100.0
%
Dep
artm
ent
Min
ing
19
50.0%
19
50.0%
0
0.0
%
0
0.0
%
0
0.0
%
38
100.0
%
.902 .574
Non-m
inin
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) (X2=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 (X2=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 (X2=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 (X2=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.
Tota
l
Ch
i-squ
are
test
p-v
alu
e
Sex
Stro
ngly
Agree
Agree
N(%
)
Disag
ree
N(%
)
Stro
ngly
Disag
ree
N(%
)
Neu
tral
N(%
)
N %
Male
39
(37.14)
57
(54.28)
4
(3.81)
1
(0.95)
4
(3.81)
105
(100)
1.79 .775
Fem
ale
18
(42.86)
20
(47.62)
3
(7.14)
0
(0)
1
(2.38)
42
(100%
)
Marita
l
Sta
tus
Sin
gle
22
(36.67)
32
(53.33)
6
(10)
0
(0)
0
(0)
60
(100)
43.56 0.00*
60
Table 4.5 Continues ……
Married
25
(38.46)
38
(58.46%)
1
(1.54)
1
(1.54)
0
(0)
65
(100%
)
Div
orced
4
(40)
4
(40%)
0
(0)
0
(0)
2
(20%)
10
(100%
)
Sep
arate
d 5
(71.4)
0
(0)
0
(0)
0
(0)
2
28.57
7
(100)
Wid
ow
e
d 1
(20)
3
(60)
0
(0)
0
(0)
1
(20)
5
(100)
Ed
uca
tion
No
form
al
2
(40)
3
(60)
0
(0)
0
(0)
0
(0)
5
(100)
7.36 .833 P
rimary
1
(20)
4
(80)
0
(0)
0
(0)
0
(0)
5
(100)
Seco
ndar
y 22
(44)
22
(44)
2
(4)
0
(0)
4
(8)
50
(100)
Tertiary
29
(39.19
)
40
(54.05)
3
(4.05)
1
(1.35)
1
(1.35)
74
(100)
Work
Exp
erience
0-5
years
40
(40)
50
(50)
5
(5)
0
(0)
5
(5)
100
(100)
61
Table 4.5 Continues ……
6-1
0
years
16
(40)
21
(52.5)
2
(5)
1
(2.5)
0
(0)
40
(100)
11-1
5
years
0
(0)
3
(100)
0
(0)
0
(0)
0
(0)
3
(100)
8.96 0.92
16-2
0
years
0
(0)
1
(100)
0
(0)
0
(0)
0
(0)
1
(100)
21+
years
1
(33.3)
2
(66.67)
0
(0)
0
(0)
0
(0)
3
(100)
Dep
artm
ent
Min
ing
16
(42.1)
17
(44.74)
1
(2.63)
0
(0)
4
(10.53)
38 9.20 .056
Non-m
inin
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 (X2=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(X2=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 (X2= 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 (X2=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.
Tota
l
Ch
i-
squ
are
test
p-v
alu
e
Sex
Stro
ngly
Agree
Agree
Disa
gree
Stro
ngly
Disa
gree
Neu
tral
Male
36
(34.29)
55
(52.38)
2
(1.90)
6
(5.71)
6
(5.71
)
105 5.872 .21 F
emale
17
40.48
21
50
3
7.14
0
0
1
2.38
42
Marita
l Sta
tus
Sin
gle
22
36.67
31
51.67
3
5
4
6.67
0
0
60 29.77 .02*
Married
21
32.31
38
58.46
2
3.08
2
3.08
2
3.08
65
Div
orced
4
40
4
40
0
0
0
0
2
20
10
65
Table 4.6 Continues ……
Sep
arated
5
71.43
0
0
0
0
0
0
2
28.57
7
Wid
ow
ed
1
20
3
60
0
0
0
0
1
20
5
Ed
uca
tion
No fo
rmal
4
80
1
20
0
0
0
0
0
0
5 15.79 .20
Prim
ary
1
20
4
80
0
0
0
0
0
0
Seco
ndary
15
30
25
50
3
6
1
2
6
12
50
Tertiary
29 37 2 5 1 W
ork
Exp
erience
0-5
years
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
11-1
5
years
0
0
2
66.67
0
0
1
33.33
0
0
3
16
-20
years
0
0
0
0
1
100
0
0
0
0
1
66
Table 4.6 Continues ……
21+
years
0
0
3
100
0
0
0
0
0
0
3
Dep
artm
ent
Min
ing
15
39.47
19
50
0
0
0
0
4
10.53
38 7.606 .11
Non-m
inin
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 (X2=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 (X2=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
(X2=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
(X2=
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
Tota
l
Ch
i-squ
are
test
P-v
alu
e
Sex
Stro
ngly
Agree
Agree
Disa
gree
Stro
ngly
Disa
gree
Neu
tral
Male
26
(24.76)
55
(52.38)
14
(13.33)
2
(1.90)
8
(7.62)
105
(100)
7.16 .128
Fem
ale
19
(45.24)
18
(42.86)
4
(9.52)
0
(0)
1
(2.38)
42
(100)
Marita
l Sta
tus
Sin
gle
15
(25)
31
(51.67)
9
(15)
1
(1.67)
4
(6.67)
60
(100%)
26.54 .047
*
Married
22
(33.84)
35
(53.85)
7
(10.77)
1
(1.54)
0
(0)
65
(100%)
Div
orced
2
(20)
4
(40)
2
(20)
0
(0)
2
(20)
10
(100%)
Sep
arated
5
(71.43)
0
(0)
0
(0)
0
(0)
2
(28.57)
7
(100%)
Wid
ow
ed
1
(20)
3
(60)
0
(0)
0
(0)
1
(20)
5
(100)
70
Table 4.7 Continues ……
Ed
uca
tion
No fo
rmal
4
(80)
1
(20)
0
(0)
0
(0)
0
(0)
5
(100)
26.47 .00
Prim
ary
1 4
(80)
0
(0)
0
(0)
0
(0)
5
(100)
Seco
ndary
14
(28)
16
(32)
13
(26)
1
(2)
6
(12)
50
(100%)
Tertiary
21
(28.38)
45
(60.81)
4
(5.40)
1
(1.35)
3
(4.05)
74
(100%)
Work
Exp
erience
0-5
years
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)
11
-15
years
0
(0)
2
(66.67)
1
(33.33)
0
(0)
0
(0)
3
(100)
16-2
0
years
0
(0)
1
(100)
0
(0)
0
(0)
0
(0)
1
(100%)
21+
years
1
(33.33)
2
(66.67)
0
(0)
0
(0)
0
(0)
3
(100%)
71
Table 4.7 Continues ……
Dep
artm
ent
Min
ing
13
(34.21)
19
(50)
2
(5.26)
0
(0)
4
(10.53)
38
(100)
4.58 .333
Non
-min
ing
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 (X2=41.751;
P<.00*).
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 (X2 =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
(X2=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
(X2=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
Tota
l
Ch
i-
squ
are
test
p-v
alu
e
Sex
Stro
ngly
Agree
Agree
Disag
ree
Stro
ngly
Disag
ree
Neu
tral
Male
29
(27.62)
53
(50.48
)
16
(15.2
4)
1
(0.92)
6
(5.71)
105
(100%)
2.39 .664
Fem
ale
9
(21.43)
26
(61.9)
4
(9.52)
0
(0)
3
(7.14)
42
(100)
Marita
l Sta
tus
Sin
gle
11
(18.33)
35
(58.33)
12
(20)
0
(0)
2
(3.33)
60
(100%)
41.75 .000*
Married
21
(32.31)
35
(53.84)
8
(12.3
0)
1
(1.54)
0
(0)
65
(100%)
Div
orced
2
(20)
4
(40)
0
(0)
0
(0)
4
(40)
10
(100)
Sep
arated
3
(42.86)
2
(28.57)
0
(0)
0
(0)
2
(28.57)
7
(100%)
Wid
ow
ed
1
(16.67)
3
(50)
0
(0)
1
(16.67)
1
(16.67)
6
(100%)
75
Table 4.8 Continues…..
Ed
uca
tion
No fo
rmal
2
(40)
3
(60)
0
(0)
0
(0)
0
(0)
5
(100%)
10.003 .616
Prim
ary
1
(20)
4
(80)
0
(0)
0
(0)
0
(0)
5
(100%)
Seco
ndary
10
(20)
24
(48)
10
(20)
0
(0)
6
(12)
50
(100%)
Tertiary
21
(28.38)
41
(55.40)
8
(10.81)
1
(1.35)
3
(4.05)
74
(100%)
Work
Exp
erience
0-5
years
22
(22)
56
(56)
13
(13)
0
(0)
9
(9)
100
(100%)
21.690 .153
6-1
0
years
16
(40)
18
(45)
5
(12.5)
1
(2.5)
0
(0)
40
(100%)
11-1
5
years
0
(0)
1
(33.33)
2
(66.67)
0
(0)
0
(0)
3
(100%)
16-2
0
years
0
(0)
1
(100)
0
(0)
0
(0)
0
(0)
1
(100%)
21+
years
0
(0)
3
(100)
0
(0)
0
(0)
0
(0)
3
(100%)
76
Table 4.8 Continues…..
Dep
artm
ent
Min
ing
12
(31.57)
17
(44.74)
5
(13.16)
0
(0)
4
(10.53)
38
(100%)
3.403 .493
Non-m
inin
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 (X2= 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 (X2= 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 (X2=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(X2=50.483; P<.00*).
Those in non-mining department are more likely to opine that workplace inspection is
conducted jointly by trained management and employee. Those of non-mining
department 30(27.52%) strongly agreed, 58 (53.21%) agreed, and none disagreed or
were neutral. Of those with the mining department 14(36.84) strongly agreed,
14(36.84%) agreed and none disagreed or were neutral. The relationship was not
significant(X2=4.426 P=.351).
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
Sex
Stro
ngly
Agree
Agree
Disa
gree
Stro
ngly
Disa
gree
Neu
tral
Male
33
(31.43)
50
(47.62)
11
(10.48)
2
(1.90)
9
(8.57)
105
(100%)
4.61 .330
Fem
ale
11
(26.19)
22
(52.38)
8
(19.05)
0
(0)
1
(2.38)
42
(100%)
Marita
l Sta
tus
Sin
gle
13
(21.67)
35
(58.33)
7
(7.0)
1
(1.67)
4
(6.67)
60
(100%)
26.92 .042*
Married
23
(35.38)
27
(41.54)
12
(18.46)
1
(1.54)
2
(3.08)
65
(100%)
Div
orced
2
(20)
6
60)
0
(0)
0
(0)
2
20)
10
100%)
Sep
arated
5
(71.43)
0
(0)
0
(0)
0
(0)
2
(28.57)
7
(100%)
80
Table 4.9 Continues…..
Wid
ow
ed
1
(20)
4
80)
0
(0)
0
(0)
0
(0)
5
(100%)
Ed
uca
tion
No fo
rmal
4
(80)
1
20)
0
(0)
0
(0)
0
(0)
5
(100%)
14.831 .251
Prim
ary
1
(20)
4
80)
0
(0)
0
(0)
0
(0)
5
(100%)
Seco
ndary
12
(24)
21
(42)
9
(18)
1
(2)
7
14)
50
(100%)
Tertiary
22
(29.73)
39
(52.70)
9
12.16)
1
(1.35)
3
4.05)
74
(100%)
Work
Exp
erience
0-5
years
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%)
11-1
5
years
0
(0)
0
(0)
2
(66.67)
1
(33.33)
0
(0)
3
(100%)
16-2
0
years
0
(0)
0
(0)
0
(0)
0
(0)
1
(100)
1
(100%)
81
Table 4.9 Continues…..
21+
years
1
(33.33)
1
(33.33
)
1
(33.33
)
0
(0)
0
(0)
3
(100%)
Dep
artm
ent
Min
ing
14
(36.84)
14
(36.84
)
6
15.79)
0
(0)
4
(10.52
)
38
(100%)
4.426 .351
Non-m
inin
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 (X2=
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 (X2=
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 (X2=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 (X2=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 (X2=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
Tota
l
N(%
)
Ch
i-
squ
are
test
p-v
alu
e
Sex
Stro
ngly
Agree
Agree
Disag
ree
Stro
ngly
Disag
ree
Neu
tral
Male
31
(29.81)
49
(47.12)
10
(9.62)
4
(3.85)
10
(9.62)
104
(100)
2.510 .643
Fem
ale
12
(28.57)
23
(54.76)
4
(9.52)
2
(4.76)
1
(2.38)
42
(100)
Marita
l Sta
tus
Sin
gle
18
(30)
31
(51.66)
3
(5)
4
(6.67)
4
(6.67)
60
(100)
19.511 .243
Married
18
(28.13)
32
(50)
9
(14.0
6)
2
(3.13)
3
(4.69)
64
(100)
D
ivorced
2
(20)
4
(40)
2
(20)
0
(0)
2
(20)
10
(100)
Sep
arated
4
(57.14)
1
(14.28)
0
(0)
0
(0)
2
(28.57)
7
(100)
Wid
ow
ed
1
(20)
4
(80)
0
(0)
0
(0)
0
(0)
5
(100)
Ed
uca
tion
No fo
rmal
2
(40)
3
(60)
0
(0)
0
(0)
0
(0)
5
(100)
11.216 .511
85
Table 4.10 Continues…..
Prim
ary
1
(20)
2
(40)
0
(0)
0
(0)
2
(40)
5
(100)
Seco
ndary
14
(28)
23
(46)
7
(14)
1
(2)
5
(10)
50
(100)
Tertiary
24
(32.88)
34
(46.58)
7
(9.58)
4
(5.48)
4
(5.48)
73
(100)
Work
Exp
erience
0-5
years
27
(27.27)
49
(49.49)
11
(11.11)
5
(5.05)
7
(7.8)
99
(100)
17.663 .344
6-1
0
years
15
(37.5)
19
(47.5)
1
(2.5)
1
(2.5)
4
(10)
40
(100)
11-1
5
years
0
(0)
1
(33.33)
2
(66.67)
0
(0)
0
(0)
3
(100)
16-2
0
years
0
(0)
1
(100)
0
(0)
0
(0)
0
(0)
1
(0)
21+
years
1
(33.33)
2
(66.67)
0
(0)
0
(0)
0
(0)
3
(100%)
Dep
artm
ent
Min
ing
14
(36.84)
16
(42.10)
3
(7.89)
0
(0)
5
(13.16)
38
(100%)
5.915 .206
Non-m
inin
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 (X2=.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 (X2=36.05; P<.00).
Those with no-formal education background are most likely to respond favourably.
Next is that with tertiary education background. Of those with non-formal education
2(40%) strongly agreed and 3(60%) agreed. Of those who have attained tertiary
education, 24(32.43) strongly agreed, 42 (56.76) agreed, 8(10.81) disagreed. The
relationship is not significant (X2=16.80 P=.157).
Those with 16-20 years and 21+ years‟ work experience were most likely to assert
that management provide appropriate remedy for addressing accidents occurrence in
my department‟ than workers of other work experiences. Of the worker with 16-20
years‟ work experience, the 1 (100%) agreed. Of those with 21+ years‟ work
experience, 2(66.67) strongly agreed and 1(33.33) agreed, none disagree or were
neutral. The relationship is not significant (X2=11.07; P=.805).
Those of the non-mining department are likely to opine that management provides
appropriate remedy for addressing accidents occurrence in their department than
female workers than those of mining department. Of the respondents who belonged to
non-mining department, of those who belonged to the mining department, 12(31.58%)
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 (X2=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
Tota
l
Ch
i-squ
are
test
p-v
alu
e
Sex
Stro
ngly
Agree
Agree
Disag
ree
Stro
ngly
Disag
ree
Neu
tral
Male
33
(31.42)
59
(56.20)
8
(7.62)
1
(0.95)
4
(3.81)
105
(100%)
.876 .928
()
Fem
ale
14
(33.33)
22
(52.38)
4
(9.52)
1
(2.38)
1
(2.38)
42
(100%)
Marita
l Sta
tus
Sin
gle
15
(25)
39
(65)
5
(8.33)
1
(1.67)
0
(0)
60
(100%)
36.05 .003*
Married
23
(35.38)
35
(53.85)
5
(7.69)
1
(1.54)
1
(1.54)
65
(100%)
89
Table 4.11Continues…..
Div
orced
4
(40)
2
(20)
2
20)
0
(0)
2
(20)
10
(100%)
Sep
arated
4
(57.14)
1
(14.29)
0
(0)
0
(0)
2
(28.57)
7
(100%)
Wid
ow
ed
1
(20)
4
(80)
0
(0)
0
(0)
0
(0)
5
(100%)
Ed
uca
tion
No fo
rmal
2
(40)
3
(60)
0
(0)
0
(0)
0
(0)
5
(100%)
16.80 .157
Prim
ary
1
(20)
2
(40)
2
40)
0
(0)
0
(0)
5
(100%)
Seco
ndary
18
(36)
25
(50)
2
(4)
1
(2)
4
(8)
50
(100)
Tertiary
24
(32.43)
42
(56.76)
8
(10.81)
0
(0)
0
(0)
74
(100)
Work
Exp
erience
0-5
years
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…..
11-1
5
years
0
(0)
2
(66.7)
1
(33.33)
0
(0)
0
(0)
3
(100)
16-2
0
years
0
(0)
1
(100)
0
(0)
0
(0)
0
(0)
1
(100)
21+
years
2
(66.67)
1
(33.33)
0
(0)
0
(0)
0
(0)
3
(100)
Dep
artm
ent
Min
ing
12
(31.58)
19
(50)
2
(5.26)
1
(2.63
)
4
(10.53)
38
(100)
9.0
30
.060
N
on-m
inin
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.
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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
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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.
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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.
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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
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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
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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
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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.
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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
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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).
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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 (X2
= 43.56; p<0.00). About 87 % of the miners
registered that the company encourages near misses of which was influenced by their
marital status(X2=26.54; P<0.04) and work experience (X
2 =45.93; P< 0.00). About
79 % opine that company conduct periodic reviews; opinions were influenced by their
marital status (X2=26.54; P<0.04). Also about 78% percent of the workers indicated
that management responds quickly to safety issues; this was influenced by their
marital status (X2=41.75; P< 0.00). About 77% of the workers admitted that
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workplace inspections are jointly organized by trained management and employee;
response of which was influenced by marital status (X2= 26.92; P< 0.04) and work
experience (X2=50.48; P<0.00). About 82% of the workers hold the opinions that
their departmental reporting is effective; this is however not influenced by their
personal characteristics. More than 80% of the workers think the training activities
offered by the company are effective.
The company is however faced with challenges: High cost of providing safety
materials, lack of clarity about safety issues, difficulty getting management to be
committed to health, workers refusal to wear PPE, difficulty influencing workers
attitudes towards safety culture, minor‟s refusal to report minor injuries or near
misses, high cost of sponsoring employee training, and leadership style.
5.2 Socio-demographic
It was found that most of the participants were males and only a few of them were
females. This corroborates findings in other studies that mining is male-
dominated(Hove & Hlongwana, 2015). The disparities can be traced to gender roles
influenced by traditional backgrounds of women and employers(Hartmann, 1976); as
well as, the formal and latent practices within mining organisation that discriminate
against women seeking to work or already working in the mine (Martin & Barnard,
2013). The nature of mining activities encourage a lot of youth who in many cases
are not married; they marry with time so it is not surprising that a significant of the
workers are single or married. Few workers who reported divorced or separated is
manifestation of how communities within which the miners live discourage divorce
and separation. It is not surprising that the mine hosts workers with all forms of
educational backgrounds. Some of the jobs in the mine require high levels of expertise
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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
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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
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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).
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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
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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).
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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<0.00); implying that marital status of the worker increases his chances
of indicating that the company does not expose them to unreasonable risks. It was
found that the married, followed by divorced and separated workers were most likely
to opine that the company protects them from unreasonable risks. Having observed
increased probability females would be exposed to unreasonable risks than males
suggests unfair treatment or un proportionate distribution of safety apparatus as found
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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
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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
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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<.00). Workers‟ opinion about management response to safety would change as their
marital status changes.
Comparing the sub categories shows that female workers are likely to air that
management responds quickly to safety issues than male workers. 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. 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.
Those with 16-20 years and 21+ years‟ work are experiences are most likely to
respond favorably. 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. However, these claims were not
statistically significant.
5.5 Effect of training activities on workers (Based on Objective 3)
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
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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).
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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.
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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.
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• 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
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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.
Future researches can spend at least a week or a month with the participants so
that all behaviours can be observed at first hand and compare them to their
answers on the questionnaires.
Longitudinal study could be undertaken to ascertain the best approach to
trainings that would have the best impact on the workers.
Finally, future researches can approach the Ghana Chamber of Mines and
acquire data on the occurrence of accidents and other misfortunes in the
mining industry from them and compare them to existing data.
116
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APPENDIX
CONSENT FORM
TITLE: The Management of Occupational Health and Safety Hazards in Gold
Mining Industries in Ghana: A case study of Golden Star Bogoso/ Prestea
Investigator: Ransford Gyambrah, MOSH
Purpose of study:
General Information about the Research
Mining is a very lucrative venture, but has high occupational risks. Comparatively,
mining industries record higher fatality and injury rates than other industries. In view
of this, there has been several efforts by multi-stakeholders to halt and reverse the
spate of accidents in mining industries. Despite the measures, incidences of
occupational accidents remain terrible. 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)……………………………….
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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 [ ]
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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 [ ]
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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.
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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 [ ]