Creating a Culture of Safety | Proactive Due Diligence for BC Workplaces.

Reflection Writing by Sejal Tandon, Practicum Student, PARKER HR Solutions Inc.                                                                                Edited and Expanded by Gifty Parker, Founder/CEO, PARKER HR Solutions Inc.

On June 3, 2025, I had the privilege of attending the virtual session “Due Diligence for Employers, Managers, and Supervisors” facilitated by Allison Engbrecht and Jason Kirchschlaeger through the BC Ministry of Labour’s Employers’ Advisers Office (EAO). This training offered invaluable insights into the legal responsibilities and proactive strategies required to maintain workplace health and safety under BC’s Workers Compensation Act and Occupational Health and Safety Regulation.

A key takeaway from the session was the redefinition of due diligence (WorkSafeBC, n.d.) as more than just a legal requirement—it’s a dynamic, preventative practice. The facilitators emphasized that due diligence involves taking every reasonable step to mitigate workplace risks before they lead to incidents. This encompasses awareness, training, supervision, hazard identification, and maintaining comprehensive records.

Participants were guided through the different legal responsibilities of employers, supervisors, and workers. The session also explained WorkSafeBC’s crucial role in workplace safety enforcement, including inspecting worksites and issuing compliance orders, stop work orders, and administrative penalties when necessary. Understanding these enforcement mechanisms helps employers grasp the importance of demonstrating due diligence—not just to comply with legal obligations but also to proactively prevent costly interruptions and penalties.

The workshop outlined the specific legal responsibilities of employers, supervisors, and workers, as well as the role of WorkSafeBC in enforcing compliance through inspections, orders, and penalties. Notably, the session introduced WorkSafeBC’s five core elements of due diligence:

 

Be Aware: Understand potential risks and safety obligations.

Be Objective: Base safety decisions on factual information.

Be Proactive: Take preventative measures before incidents occur.

Be Vigilant: Continuously monitor and reassess workplace safety.

Be On Record: Document all safety measures and communications.

 

These elements underscore the importance of structured health and safety programs, regular evaluations, and thorough documentation in building a sustainable culture of safety. Ultimately, the session emphasized that creating such a culture begins with informed leadership and extends through clear communication, consistent training, and strong internal accountability. Practicing due diligence ensures that employers not only meet legal standards but also demonstrate a genuine commitment to protecting their workers.

Ultimately, the session emphasized that creating a culture of safety begins with informed leadership and extends through clear communication, consistent training, and strong internal accountability. At PARKER HR Solutions, we recognize that every organization is unique—with diverse teams, cultures, and operational contexts—and that a one-size-fits-all approach to due diligence rarely works. 

Our experience working closely with a wide range of employers across industries in BC has shown us that tailored health and safety strategies, aligned with both legal requirements and organizational values, are essential for fostering genuine commitment to worker protection and sustainable compliance. Practicing due diligence in this way ensures employers not only meet legal standards but also build safer, more inclusive workplaces where every employee feels valued and secure.

If you are interested in enhancing your understanding of due diligence and workplace safety responsibilities, we encourage you to register for this informative workshop offered by the BC Ministry of Labour’s Employers’ Advisers Office. It provides valuable guidance for employers, managers, and supervisors to ensure compliance and protect workers.

 

References: