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How Smaller Sites are Implementing ISO 45001 Compared with Larger Sites
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Acknowledgments

In writing this dissertation, I have received an overabundance of support and assistance.

So grateful for the opportunity and understand that this would have been impossible without the

help from family, friends, colleagues, and my dissertation committee. I would like to thank my

dissertation committee for their time and support in my pursuit of completing this project.

In addition, I would like to thank my wife and children for providing me with the love

and support necessary to remain focused and accomplish my goal. I would also like to thank the

facility at Capitol Technology University and Tulane University School of Public Health and

Tropical Medicine, who considered my dedication to occupational health and safety and continue

supporting my educational and professional development. Finally, I would like to thank my

fellow students for assisting me throughout my time at Capitol Technology University as a

doctoral student.
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Dedication

This dissertation is dedicated to my mother, Genora Thomas. Your support and encouragement

will continue to have an everlasting impact on my life. May you see my growth and always rest

in peace.
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Abstract

Systematic and strategic health and safety management approaches have been designed to aid in

preventing the health and safety threats that might arise from an organization’s operations. Most

companies use an Occupational Health and Safety Management System (OHSMS) to protect and

ensure the health and safety of their employees. The standards under OHSMSs include BS

8800:1996 from 1996, OHSAS 18001 from 1999, and ISO 45001 from 2018. This dissertation

discusses the implementation of ISO 45001 by relatively small sites compared to larger firms.

The study also investigated companies that are defined as having world-class safety standards

and how their execution differs from others. ISO 45001 is a policy framework that protects

workers' occupational safety and health requirements within an organization. The policy provides

a rigid structure for performing corrective measures against hazards that may affect workers

while on duty. The benefits that arise from implementing this policy depend on the class of the

organization, with world-class organizations reaping essential usefulness. ISO 45001 matches

ISO 9001, which is set to replace the previously implemented OHSAS policy. The

standardization system used in implementing this policy can be applied regardless of any

organization's size, nature, or context. The four implementation steps discussed in this

dissertation include examining current systems, engaging with stakeholders to obtain their views,

determining the priorities, and formulating objectives. This study found that implementing ISO

45001 could be considerably expensive for smaller sites, although the actual implementation

costs are like those of larger companies. The deduction drawn from this research is that with

adequate resources and expertise, smaller firms can, like larger ones, successfully implement and

maintain ISO 45001.

Keywords: health, safety, standard, implementation, ISO 45001, site

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Table of Contents

Acknowledgments...........................................................................................................................2

Dedication........................................................................................................................................3

Abstract............................................................................................................................................4

List of Figures..................................................................................................................................8

Introduction......................................................................................................................................9

Statement of the Research Problem...........................................................................................12

Specific Problem Statement.......................................................................................................13

Purpose of Dissertation..............................................................................................................13

Significance of Study.................................................................................................................14

Conceptual Framework..............................................................................................................14

Research Questions....................................................................................................................15

Chapter 2: Literature Review.........................................................................................................16

Understanding ISO 45001.........................................................................................................31

Implementation of ISO 45001...................................................................................................35

Engaging with Stakeholders......................................................................................................38

Determining Priorities and Formulating Objectives..................................................................38

Establishing or Improving the OHSMS.....................................................................................39

Evaluating Implementation........................................................................................................40

ISO 45001: Description and Role..............................................................................................40

RC14001 Responsible Care Implementation.............................................................................56

Identified Research Gaps...........................................................................................................57

Chapter 3: Methodology................................................................................................................59
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Advantages and Disadvantages of Interviews...........................................................................61

Study Design..............................................................................................................................63

Population and Sampling...........................................................................................................63

Research Method.......................................................................................................................64

Data Collection..........................................................................................................................64

Advantages of Using Surveys....................................................................................................65

Disadvantages of Using Surveys...............................................................................................66

Analysis and Reporting..............................................................................................................66

Chapter 4: Presentation of Research..........................................................................................67

Factors Influencing ISO 45001 Implementation.......................................................................70

Short-Term Implication and Influence of ISO 45001 in Smaller Sites......................................72

Short-Term Implication and Influence of ISO 14001 in Larger Sites.......................................73

Medium Long-Term Implication and Influence of OHSMS in Smaller Sites...........................74

Medium Long-Term Implication and Influence of OHSMS in Larger Sites.............................75

Macro and Micro Influence of OHSMS in Smaller and Larger Sites.......................................76

Graphical Representation of Results..........................................................................................77

ISO 45001: Implementation, Barriers, and Timeliness.............................................................79

Chapter 5: Discussion....................................................................................................................94

Differences in Implementation in World-Class Organizations......................................................97

World-Class Safety in 2022.......................................................................................................98

How can World-Class Safety be Achieved?..............................................................................99

Summary......................................................................................................................................102

Contribution of this Study.......................................................................................................102

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Study Limitations.....................................................................................................................104

Future Work and Recommendations........................................................................................105

References....................................................................................................................................106

Appendix A Questionnaire Survey..............................................................................................121

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List of Figures

Figure 1 Breakdown of Participants in the Study by Organization Size.......................................78

Figure 2 Participants by Industry...................................................................................................79

Figure 3 Implementation Status of ISO 45001 at Small and Large Sites......................................80

Figure 4 State of ISO 45001 Certification Among Firms Studied.................................................82

Figure 5 Full or Partial Implementation of the Standard...............................................................83

Figure 6 Whether Small and Large Sites Have Other Standards or Certifications........................84

Figure 7 Whether 45001 Certification is a Requirement by the Supply Chain.............................85

Figure 8 Supply Chain ISO Certification......................................................................................86

Figure 9 ISO 45001 Parts That Most Significantly Impact the Company.....................................87

Figure 10 Most Challenging Parts to Understand..........................................................................88

Figure 11 Most Challenging Part to Meet.....................................................................................89

Figure 12 Areas That Should Be More Demanding......................................................................90

Figure 13 Parts That Are Too Demanding or Unrealistic..............................................................91

Figure 14 Implementation Timelines.............................................................................................92

Figure 15 Areas of Additional Guidance.......................................................................................93

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Introduction

Safety is crucial in every field of work, from construction to food industries and even

offices. Even if organizations recognize the importance of safety, achieving it can be daunting.

Moreover, achieving the required level of protection is another story with many challenges.

Critics argue that no one can claim excellence in safety. One valid reason is that risks can only be

managed but rarely eliminated. Considering that reality, this section focuses on world-class

safety, its meaning, and its management process. It highlights the perception of safety through

different lenses, namely, what experts think of the concept and their varied arguments. Also

discussed is the importance of security in the 21st century, particularly in 2022.

Although attaining excellence in injury prevention may seem a far-reaching goal,

advancements are continuously being made, making the idea more achievable with every passing

day. There was a time when the concept was still slightly foreign and rarely uttered in some

places of work. For example, in the Slovak Republic, there was only partial confirmation of

efforts to reduce workplace illnesses and accidents (Šolc et al., 2022). These claims were evident

from the partial occupational accidents seen before the ISO 45001:2019 creation. According to

Šolc et al. (2022), the incidences were also present and could be seen after the designing of the

ISO 45001:200 (standard) was designed. During Covid-19, Slovakia also noticed the potential

impact of workplace accidents. Before, there were no severe or multiple fatal workplace

accidents, particularly in the automotive, engineering, and heavy industries (Šolc et al., 2022).

The rarely of such occurrence is why specific standards were developed for general and

construction industries to adequately address the safety management process.

With the expanding scope of business operations and shifting management paradigms,

employee health and safety issues are receiving significant attention from corporate managers.
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Systematic and strategic health and safety management approaches have been developed to

prevent health and safety threats that might arise from an organization's operations (Lee et al.,

2020). Notably, companies use an Occupational Health and Safety Management System

(OHSMS) to ensure the health and safety of their employees. These OHSMSs use several

different standards, including BS 8800:1996, which was designed in 1996 by the British

Standards Institute, and the Occupational Health and Safety Assessment Series (OHSAS) 18001,

which was developed in 1999 (International Organization for Standardization [ISO], 2020).

These standards were created to ensure high workplace health and safety management levels.

Standard safe management practices were developed through research that compared and

contrasted the safest and least safe companies.

In 2018, the publication of ISO 45001 as an international standard replaced several

OHSMSs (Lee et al., 2020). By implementing the ISO 45001 standard, companies pave the way

for fewer workplace injuries, thereby creating safer and better working environments. Moreover,

any company can implement this standard, regardless of the size and nature of the business, to

enhance its productivity (Lee et al., 2020). However, there are specific considerations that the

management must consider when planning to introduce changes affecting their staff. First, an

organization's context significantly affects employee performance (Jannah et al., 2020). A

company’s setting can act as an independent variable when researchers study ISO 45001

implications on staff. In that case, an organization's context impacts employees' overall

performances based on the occupational safety and health concerns it manages to prioritize

(Jannah et al., 2020). For example, there could be unintended spills on the floor during oil

production. These oil spills have environmental impacts whose improvement enables high
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employee productivity (Jannah et al., 2020). Thus, the management should not downplay the

context of their firms when addressing ISO 45001.

Moreover, operations and performance evaluation also affect employee performance due

to their relation to workplace health and safety. ISO 45001 emphasizes the standardization of

systems owing to their role in OHS. Increasing employees' comprehension of the necessity of

ISO 45001 leads to training and socialization on health and safety standards from a company that

intends to improve workplace conditions (Jannah et al., 2020). These firms also transform their

facilities to optimize work-related accident prevention strategies. Hence, work health and safety

emerge from operations, improving employee productivity. On performance evaluation,

companies assess how their staff is continuously paring to determine whether the OSH measures

are favorable (Jannah et al., 2020). The assessment provides a straightforward remedy for

production activities that, for example, reduce oil spillage and cause environmental impact. Its

outcome is enhancing the ISO 45001 requirements by improving a facility and its emergency

response prevention training (Jannah et al., 2020). Thus, as the company takes steps to secure the

health of its staff, employees understand their roles as human factors and other organizational

elements that enable injuries, eventually slowing performance.

This dissertation discusses five steps of the ISO 45001 implementation process by

smaller sites, namely 1) understanding ISO 45001, 2) examining current systems, 3) engaging

stakeholders, 4) determining priorities, and 5) formulating objectives and establishing or

improving the OHSMS.

While most large firms already have standards, many small firms have no existing

standards. Small firms may implement ISO 45001 without requiring the examination of any

previously adopted standard. However, such an examination would enable the firm to understand
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how it would fit into its safety management process (Valentic, 2019). Thus, integrating ISO

45001 is relatively complex for small sites since they are unfamiliar with any other management

system approach. Therefore, a small organization would need to learn everything "from scratch,"

which can be time-consuming and costly. By contrast, larger businesses– most of which already

follow standards – would seamlessly transition from another system, such as ISO 9001 or ISO

14001 (Neag et al., 2020). Integrating ISO 45001 would be less complex for these larger

companies than for smaller ones.

Statement of the Research Problem

There is a gap between companies that pursue and drive safety excellence and those that

merely wish to meet regulatory compliance. While most large firms already have standards, most

small firms have no existing standards. Small-sized companies lack informative, managerial, and

economic resources, resulting in lower safety levels than their large-sized counterparts (Micheli

et al., 2019). If a firm does not have the know-how, it is impossible for them to even think of

OHSAS. There is an inverse correlation between organization size and the extent and frequency

to which workplace accidents occur. For example, smaller firms encounter difficulties in safety

standards and structural improvements (Micheli et al., 2019). There is a highly distinguishable

disparity in the effectiveness and efficiency through which smaller and larger organizations

implement OSHMS hence the need for a study that helps understand these variances.

Thus, the integration of 45001 is more complex for the small sites since they are

unfamiliar with any other management system approach. Therefore, small organizations would

assume learning everything from the start, which can be time-consuming and costly. On the other

hand, larger companies, most of which already have existing standards, would seamlessly
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transition from one system, such as ISO 9001 or ISO 14001 (Neag et al., 2020). Thus, integrating

ISO 45001 would be less complex for large firms than for smaller ones.

Specific Problem Statement

The growing concerns over workplace health and safety risks have increasingly caught

the attention of business leaders and policymakers. Little research has been done to understand

what fundamental components are needed for small sites to implement 45001 compared to larger

companies. Research shows that leadership is an essential safety culture component influencing

an organization's enactment approaches (Haas, 2020). The top management must be willing to

take an active role in fulfilling OHS needs. Safety outcomes will likely improve if the leadership

is improved (Haas, 2020). Therefore, employees in small organizations working in high-risk

environments are yet to benefit from the totality of leadership support towards implementing ISO

45001 and maximizing OHS.

Systematic, strategic, and formulating objectives; the last implementation step is

establishing or improving OHSMS. This paper finds that implementing ISO 45001 could be

considerably expensive for smaller sites, although there is not much difference in implementation

by smaller ventures compared to the larger ones.o It concludes that with adequate resources and

expertise, smaller sites – just like larger ones – can successfully implement and maintain the ISO

45001.

Purpose of Dissertation

The business model of most Fortune 500 companies is also continuously improving their

product quality while lowering costs and time to reach world‐class standards. Little attention has

been given to small ventures, and workplace injuries in the United States continue to increase

yearly. Despite the publications on ISO-45001, few studies are available to assist small
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organizations in a systematic approach incorporating the process of implementing ISO-45001 for

small sites. This research aims to discuss the implementation of 45001 by smaller ventures

compared to larger firms.

Significance of the Study

Safety management is essential to lessen injuries, illnesses, and death among an

organization's staff. Additionally, employees often resist organizational change of any sort,

including safety changes, and this resistance exacerbates the costs of pursuing world-class safety

(Bateh, Castaneda, and Farah, 2013, p. 113). Analyzing change methodologies applied to safety

improvement programs can help to identify the most effective and cost-effective strategies,

which would help safety professionals to create a better business case for presenting safety

initiatives. By following the recommended implementation steps, small-site safety professionals

can build an OHSMS tailored to the firm. With ISO 45001 in place, performance can be tracked

against the identified goals and objectives for continuous safety and business performance

(Valentic, 2019). However, larger enterprises can also follow the preceding steps to build a

customized OHSMS for the organization or improve an existing system.

Conceptual Framework

Safety management is crucial in many industries, including healthcare and

manufacturing. However, pursuing safety excellence is often challenging for small companies

and organizations. Safety improvement initiatives incur high financial costs and represent a

considerable investment of time and effort in terms of the disruption they can cause for

employees and other members of an organization. Additional research is necessary on how

companies can deploy safety initiatives and the strategies they can use to communicate them to

employees while also managing employee resistance and encouraging compliance with new
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safety improvement regulations and programs. The conceptual framework underpinning this

study should thus enable researchers to approach better the systems related to safety management

and efforts.

This study employs a qualitative design. The primary research aim is to determine the

differences between smaller and larger ventures in their implementation. The study also

examines the core attributes of implementing safety management system methods that are most

common across companies in different industries. It identifies which strategies are most effective

regarding how well they improve safety.

The hypothesis is that if an organization is already ISO-certified, implementation and

total costs would be considerably less.

Research Questions

Much of the research investigates how smaller sites implement ISO 45001 differently

than larger enterprises. Given the lack of established standards for small firms, the following

research questions arise.

1) Is the integration of 45001 more complex for small sites than for large ones?

2) Do large and small sites derive the same benefits from ISO 45001 policies?
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Chapter 2: Literature Review

Business organizations have increasingly recognized the critical role of employee safety

and its impact on sustainability. However, the outcomes have been discouraging, as injuries and

deaths continue to be experienced in large numbers. Recent reports have indicated that over 2.7

million deaths occur yearly due to work-related illnesses and fatalities; nonfatal injuries and

diseases are reported to number over 370 million per year (International Labour Organization,

2020). In addition to the vast effect on communities and families, the impact on companies and

economies cannot be overstated. The outcome of employee safety in different organizations

varies significantly from one firm to another. Case studies show that some companies failed to

meet the OSHMSs' legal requirements, as others integrated it into their enterprise management

systems (Skład, 2019). Organizations with OSHMSs as part of their strategic goals were found to

be highly productive as employees feel safer. However, it is unclear how OSH facilitates the

achieved the desired outcomes.

Accordingly, organizations have paid increasing attention to promoting and safeguarding

their stakeholders' mental and physical health. The adoption of various OHSMSs has been one of

the strategies used to reduce work-related accidents and diseases. These systems are critical to

firms as they promote a healthy and safe working environment, circumvent occupational

accidents and illness, and enhance Occupational Health and Safety (OHS) performance.

The Major Difference between the Implementation of ISO 45001 Compared to ISO 9001,

ISO 14001, ISO 18001, and ISO 50001

ISO 45001 is an ISO standard for administering occupational health and safety systems,

made available in 2018. Its main goal was to reduce occupational disease and injuries in nursing.

It protects the physicians' mental and physical health and promotes their status. ISO 9001
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denotes the international standards which stipulate the essentials for quality management systems

(QMS). It is used as a criterion to showcase the ability to consistently offer products and services

that meet the regulatory requirements and the needs of customers (Lis & Nowacki, 2019). ISO

14001 refers to a family of standards associated with environmental management that assists

firms in minimizing the way their activities negatively affect the environment, adhering to

applicable laws and other necessities that are environmentally oriented. Finally, ISO 5001 is a

standard that provides a basis for an organization's requirements to develop an approach for

using energy effectively and efficiently. This paper aims to address the significant difference

between the implementation of ISO 45001 compared to ISO 9001, ISO 14001, and ISO 5001.

ISO Management Systems is essential in enhancing the performance of an organization.

It outlines the methods and procedures an organization can implement to accomplish its stated

goals and create a constant improvement culture concerning one's self-assessment, correction of

identified gaps, and evaluation (Mahmood et al., 2022). ISO 14001, ISO 45001, and 1SO 9001

are the most used ISO standards in environmental safety. The comparison between ISO 45001 to

ISO 9001, ISO 14001, AND 5001 will provide a complete comprehension of the management

systems, existing similarities, differences, and significance.

Difference between ISO 45001 to ISO 9001

ISO 9001 refers to the worldwide standard stipulating the necessity for quality

management systems (QMS). It is among the most used by administrations to validate their

aptitude to constantly deliver goods and services, thus adhering to the customers' necessities and

regulatory needs (Yang & Maresova, 2020). Concerning the ISO 9000 series, ISO 9001 is known

to be the most popular standard hence the only standard in this series that is certified by many

environmental organizations. ISO 9001 was printed by the International Organization for
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Standardization in 1978. ISO is a global organization that encompasses the standard bodies of

over 160 nations. The recent ISO 9001 variety was released in September 2015.

ISO 9001 is a globally recognized QMS tool that can pose significant benefits to an

organization of a given size. It is hence designed to be a powerful improvement tool for any

business. When an organization has an ISO 9001 tool for management, it can monitor the

industry in an improved way to determine the areas that may need improvement in that particular

organization. It is the widely adopted Quality Management System (QMS) and is regarded as the

quality system of choice. For instance, organizations certified to ISO 9001 have improved their

businesses due to this management system standard. ISO 9001: 2015 is a recognized body

standard essential for creating, maintaining, and implementing a QMS system for a company. It

is anticipated to be used by firms to ensure the satisfaction of customers as well as its

improvement.

Generally, ISO 9001 is so important and prominent that it serves as the foundation for

other industry standards to be developed by groupings of companies, such as AS9100 for the

aerospace industry, ISO 13485 for the medical devices sector, and IATF 16949 for the

automobile industry. The number of businesses that have adopted the ISO 9001 quality

management standard around the globe is still stable, according to a 2017 survey of ISO 9001

certification. It is true despite the global economic downturn. The ISO 9001:2015 version of the

standard is the most recent one. The previous revision, ISO 9001:2008, was replaced by the ISO

9001:2015 standard, also referred to as ISO 9001 revision 2015. Many of the procedures from

the earlier iteration of the standard are included in this updated revision, emphasizing risk-based

thinking and an awareness of the organization's context. A significant structural modification

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from the ISO 9001:2008 standard was made to enable this transition; the critical clauses of the

standard are different between the 2015 and 2008 iterations.

There may be various reasons for the widespread adoption of ISO 9001. The original

intent of the ISO 9001 (9002 and 9003) necessities was for procurement corporations like

contractors and design events to use them as the keystone of their prescribed covenants with their

dealers. Setting conditions for a supplier to ensure product superiority helped decrease the need

for supplier quality growth (Balabanov & Davletshin, 2018). Based on the product's difficulty,

the company type, and the jeopardy to the procurer, the ISO 9001 principles could be modified to

discourse-prescribed situations. The contract would specifically mention this need if a chosen

supplier had poor controls over their measurement equipment (calibration), affecting quality

control and inspection outcomes. Adopting a single quality assurance necessity also reduces the

administrative costs associated with maintaining various arrangements of quality guides and

processes, resulting in cost reserves throughout the supply chain.

Despite having many similarities and sharing a similar Plan-Do-Check-Act structure, ISO

45001 and ISO 9001 do not directly align clause for clause. All phases of developing a QMS and

or an EMS can use the products, including:

 For businesses that DO NOT want a combined SMS-QMS, a complete ISO 45001 SMS

is helpful.

 A customized SMS for people with a quality management system (QMS) based on ISO

9001 (ISO 9001, ISO 13485, AS9100, etc.)

 A complete solution is available for those who want to integrate SMS and QMS

simultaneously.
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While ISO 9001 and ISO 45001 have many of the same objectives and overall developmental

aims, they also use different approaches and prescription levels. Generally, the international

standard ISO 45001 for Occupational Health and Safety Management Systems offers a workable

method to enhance the health and safety of employees and other staff members (Uzun et al.,

2018). Any organization, regardless of size, industry, or nature, can use this ISO 45001 standard.

On the contrary, ISO 9001 is critical since the quality management system must adhere to ISO

9001. It increases consumer satisfaction and helps businesses and organizations operate more

efficiently.

Difference between ISO 45001 to ISO 14001

ISO 14001 is a standardized family connected to environmental administration, which

mainly exists to aid organizations. Their operations minimize how they impact the environment

negatively, complying with regulations and other environmentally oriented necessities. The ISO

14001 necessities are fundamental to the European Amalgamation's Economy and Audit Scheme

or EMAS. The EMAS's organization and material are more demanding, mainly concerning

reporting duties, legal compliance, and performance improvement. The present type of ISO

14001 is 2015. The ISO 14001 sequence is based on a voluntary method of the ecological

directive. The series involves the ISO 14001 standard, which offers procedures for establishing

or improving EMSs (Fahmi et al., 2021). It shares numerous similar traits with its precursor,

namely, ISO 9000. It is served as its interior structures model and the excellent management's

international standard. It is recognized as the administration system standard of generic meaning,

which to any association is significant in seeking to manage and advance resources more

efficiently (McKinnon, 2019). Generally, it encompasses companies with single sites to

multinational, more prominent companies, and low-risk service organizations.

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ISO 45001, a management system's OHS standard, was launched in March 2018. It was

intended to lessen occupational damage and ailments, encouraging and guarding bodily and

psychological well-being. The standard originates from OHAS 18001 conventions and

regulations of the national standards and ILO. It accompanies the structure at a greater level than

other ISO standards, making integrating these standards easy. In October 2013, ISO 45001 was

recommended at ISO. As of March 2021, ISO 45001 migration has been done by companies and

organizations to hold on validation certificates, although the period of transition has been

widening by ISO up to about six months for organizations mainly affected by the COVID-19

pandemic (Mariappanadar, 2020). Modeling of ISO/ PC 283 has been settled upon and is

responsible for direct standardization processes. At least 70 nations put up with the drafting

procedure (Balabanov & Davletshin, 2018). The board, and the preparation task, were carried out

till December 2015.

Additionally, a subsequent draft was revised, accepted, and clarified into the final draft.

The standard garnered approximately 62 favor votes, nine absentees, and, lastly, four votes

against India, Turkey, and France and was finally published in March 2018.

The benefits of using ISO 14001 are legal compliance, reduced waste, reduced insurance

cost, competitive advantage, and increased client reputation. On the other hand, ISO 45001

benefits include individual safety improvement, preventive risk management, consistency,

increased trust, and organizational oversight improvement. ISO 14001 has necessities regarding

the identification and management of environmental aspects. On the flip side, ISO 45001

consists of regulations of employees' social influencing factors such as workload, working hours,

and even bullying (Balabanov & Davletshin, 2018). The significant elements of the ISO 14001
 22

include corrective actions, checking, operation, management review, implementation, and

environmental policy.

The vital aspects of ISO 45001 are workers' participation, evolution performance, improvement,

support, and the organizational context. The main aim of ISO 14001 is to reduce the

organization's energy consumption, pollution, and waste. On the contrary, the objective of ISO

45001 is to reduce injuries and illness. Further, it offers a framework for health responsibilities

and safety management.

ISO 14001 is about creating regulations to prevent environmental risks and hazards. The

organization ought to undertake supervisory measures to attain the certification. In addition, it

maps out an outline that a firm or an organization can keep an eye on. On the other hand, under

ISO 45001, organizations ought to make provisions to improve the working conditions of the

place of work. They should contemplate diverse factors that result in employees' lack of

motivation, like conflicts, workload, and lack of suitable infrastructure, such as faulty equipment

and electric wire-related issues (Silva et al., 2020). Besides, ISO 45001 organizations study the

environmental effects of their actions to inspect if their doings are causing problems like

pollution or initiating ecological issues in the community by dumping waste or not being capable

of conversing energy in the production process. Despite that, the ISO 45001 organization

reviews the environmental work to discover if resultant hazards or injuries in the workplace may

be due to the organization's poor infrastructure. The company attains ISO 14001 certification,

which abides by Environmental Management System or EMS. On the contrary, the organization

may obtain ISO 45001 accreditation following the OH and S management system.

OHSAS 18001 and ISO 45001

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The purview of occupational health and safety has evolved over the years as

societies embrace a change in culture and technology. The rising demand for employers to mind

workers' health has become mandatory and a commitment (Suwardi & Nurcahyo, 2021). For

many years, the Occupational Health & Safety Assessment Series (OHSAS 18001) has guided

companies in managing occupational health and safety issues, including safety and hazard. The

OHSAS was published in 1999 and has since played a key role in ensuring a safety culture and

protecting employees from injuries and occupational hazards (Šolc et al., 2022). Despite its role

in providing a safe culture in the workplace, OHSAS is currently being replaced by ISO 45001.

ISO 45001 is not a new version of the OHSAS 18001, even though it borrows some ideas from it

(Karanikas et al., 2022). However, it is a unique and new standard focusing on the hazards,

occupation risks, and opportunities to improve the working environment. Therefore, there is a

clear distinction between OHSAS 18001 and ISO 45001. ISO 45001 differs from the OHSAS

18001 because it is based on Annex SL structure, has dynamic clauses, involves senior managers,

is processed based, proactive, and considers both risk and opportunities.

The first significant difference between the OHSAS 18001 and ISO 45001 is that, unlike

the former, which took a reactive approach to solving occupational health issues, the latter is

proactive to occupational health issues. The OHSAS 18001 was reactive with the intent of

finding the solution to the risk when it occurred (Šolc et al., 2022). The focus was on the risks

and not the risk prevention. Therefore, the OHSAS 18001 involved waiting for the risks before

taking measures to find ways to handle them. However, ISO 45001 takes a uniquely proactive

approach to risk. It consists in finding a solution to a potential health risk before it happens

(Polavarapu & Gummadi, 2021). Therefore, it consists of taking mitigative approaches to the

problem. ISO 45001 also involves focusing on the opportunities the management can use to
 24

mitigate potential risks. Thus, ISO 45001 differs from OHSAS 18001 because it takes a

proactive approach to solving occupational health issues within a workplace.

Another difference between the two systems is that while the OHSAS 18001 was

procedure-based, the new ISO 45001 is process-based. The procedure-based OHSAS 18001 was

focused more on the means of executing the activities. It underlined the procedure used to define

risk and deal with it. Therefore, it was more of a surface-level approach where the objective was

to determine technical ways to understand health and occupation issues at a particular point (Šolc

et al., 2022). However, the process-based ISO 45001 takes a unique approach. It first outlines the

means of understanding the link between workplace processes and how their relationship can

lead to potential health hazards (Dzięgielewska et al., 2022). It also accounts for every function

and explains why focusing on them can help develop a plan to mitigate risks within the company

(Polavarapu & Gummadi, 2021). That way, it takes a systematic approach to every department,

system, and process. Finally, it defines how their interaction creates employee vulnerability and

contributes to a toxic and risky workplace (Karanikas et al., 2022). Thus, ISO 45001 differs from

OHSAS 18001 because it is process based, which implies that rather than focusing on the risk

alone, it also answers why the trouble occurs and what makes employees vulnerable to it.

Another distinction regards the objective and performance between the two systems.

While goals remain almost similar, the two-system objectives and performance are different. For

example, the old OHSAS 18001 mainly focused on controlling hazards (Karanikas et al., 2022).

Therefore, this system aims to contain the threat, including implementing a strategic plan to

identify and manage the dangers that have already occurred. Even though this still aims at

creating a safe working place, it is different from the goal and the performance of ISO 45001

(Šolc et al., 2022). The new system's main aim is to use objective-driven processes to improve
 25

safety. It entails using process evaluation, incidents and accident prevention, and hazard

reduction. Thus, while the former looks at what should be done about the risk, the latter looks at

why the threat occurred, what process led to their occurrences, and what should be done to

reduce a repeat.

Furthermore, the objective can include training employees to make them much safer and

employee participation in their safety, communication, and procurement (Suwardi & Nurcahyo,

2021). Therefore, the new system aims to induce critical interaction between the organization

and its working environment. That way, it enhances the participative approach to understanding

the risks' occurrence and the best mitigation way (Dzięgielewska et al., 2022). Thus, ISO 45001

is distinct from OHSAS 18001 because it is objectively based. It focuses more on specific

objectives, including involving people, training, and engagement to evaluate, reduce, and prevent

occupational health hazards within an organization.

The main areas of attention for the OHSAS 18001 are risk management and elimination

(Polavarapu & Gummadi, 2021). OHSAS 18001 also focuses on the risk or the hazards alone,

while the new ISO 45001 concentrates on the risks and opportunities that come with it. The

British standard was created to manage occupation risk. In that way, it spells out the

requirements and standards the company needs to meet to address a particular risk. However, this

is much different from the new ISO 45001, which accounts for the risks and opportunities within

the company to make the working environment even safer (Šolc et al., 2022). The options within

a company include training, employee engagement, resources, and awareness of the need to

create a safe environment for workers. These are opportunities that a company can utilize better

to create a more robust and healthier workplace. Therefore, ISO 45001 is designed to help the

company use these chances to limit the risk and improve the overall health safety standards
 26

(Dzięgielewska et al., 2022). Thus, ISO 45001 is unique because, in addition to attending to the

dangers or hazards like the former OHSAS 18001, it also focuses on the opportunity the

company can use to improve the overall health standards.

ISO 45001 differs from the OHSAS 18001 regarding its structure and clauses. Unlike the

old standards, ISO 45001 has Annex SL standards. The Annex SL is a standard that other ISO

management systems use and is often easier to implement. It uses simple and common language,

making it easier to understand and implement (Suwardi & Nurcahyo, 2021). At the same time, it

considers the opportunities and factors beyond the organization that affect the safety of the

workers. It also uses Annex SL structures that are unique, allowing easy implementation by the

management. Other than the structure, the two management systems also differ based on the

clauses' dynamics (Karanikas et al., 2022). While ISO 45001 is dynamic concerning all its

clauses, the OHSAS 18001 is not structured or dynamic. Therefore, the two standards differ

because the new ISO 45001 is engaged with its clauses.

Lastly, ISO 45001 is also distinct from the former because it involves management and

considers the third party's views. Unlike the OHSAS 18001, which did not involve many people

during its implementation, ISO 45001 provides a chance for top management involvement

(Dzięgielewska et al., 2022). It is developed for the top managers because its effect should trickle

down. In the same sense, it involves other stakeholders within the company. The stakeholders

could include employees, the community, the union, and customers. These individual roles are

unique but essential for the implementation of the standards. Such a collaborative approach

ensures that the causes and the mitigation strategies for occupational health risks are understood

and controlled seamlessly (Šolc et al., 2022). Therefore, the new ISO 45001 focuses on top

management and other stakeholders, distinguishing it from the old OHSAS 18001.
 27

In conclusion, the new ISO 45001 differs considerably from the old OHSAS 18001. Even

though the goal remains the same, the implementation and the means of achieving the goal

between these systems differ. For example, while the former is reactive, the newer is proactive.

At the same time, ISO 45001 involves stakeholders and top managers. Furthermore, its structure

is based on the Annex SL, making it easier to implement. Additionally, ISO 45001 is distinct

because it not only caters to the risk but also seeks to understand why the risk occurred and the

opportunities within the company that can be resourceful in mitigating the occupational health

hazard.

Companies have succeeded with the recent development of ISO 45001:2018 and are

effortlessly working to become ISO 45001 certified. This standard is the world's first

international OHSMS and builds on the successes of previous international frameworks. It

provides a framework for all organizations to manage and continually enhance their OHS. This

standard provides guidelines for increasing safety, minimizing work-related risks, and improving

OHS performance. However, companies adopting ISO 45001 must consider certain critical

factors when planning and establishing an OHS management system to meet its requirements.

The available expertise, knowledge, and resources will substantially affect the implementation

process (Shah, 2019). In addition to understanding their core business, businesses should focus

on the size of their organization; the number of sites they possess; and their expertise,

knowledge, and resources (Shah, 2019). This study compares the implementation of ISO 45001

at smaller and larger sites, specifically examining how the commissions are conducted in

different industries, including the aviation, oil and gas, and construction sectors.

This section provides an overview of the relevant literature on the topic. It describes ISO

45001 in detail, including its roles, benefits, and factors influencing its implementation in
 28

organizations. The discussion then delves deeper into examining how this standard has been

implemented in the three identified industries under focus.

Difference between ISO 45001 to ISO 50001

An energy management structure should be designed, implemented, and maintained per

ISO 50001 (International Organization for Standardization 50001). Developed by an ISO

technical committee, ISO 50001 was released in 2011 (Balabanov & Davletshin, 2018). As with

other recognized standards like ISO 9001 or ISO 14001, ISO 50001 is built on the management

system idea of ongoing development. It facilitates firms' efforts to manage quality better and the

environment by integrating energy management into their overall strategies. The ISO 50001

standard offers a structure of demands for businesses to:

 Create a plan for more energy-efficient use.

 Establish goals and objectives to comply with the policy.

 Make decisions about energy use using statistics to help you understand it better.

 Track the outcomes.

 Examine the effectiveness of the policy, and

 Keep working to make energy management better.

The United Nations Industrial Development Organization requested that ISO 50001 be

created, which was built in response. ISO 50001 employs a vendor- and technology-agnostic

tactic for business vitality administration. This standard aims to help companies increase and

implement an energy organization structure (Balabanov & Davletshin, 2018). According to the

ISO website, an energy management system is a basis for implementing techniques and practices

to considerably reduce energy expenses and greenhouse gas emissions. Developing an energy

rule, goals for enhancing energy efficacy, a schedule with intended dates for goal completion,
 29

and an action plan outlining how the establishment's goals will be achieved are all system

components.

The US Department of Energy and ISO 50001 embrace the Plan-Do-Check, Act

paradigm. During the planning stage, the company establishes goals and targets and creates a

baseline using the most recent energy efficiency measurements. The organization upsurges

energy efficacy throughout the do level (McKinnon, 2019). The organization evaluates its energy

enactment at the check stage, comparing the outcomes to its model. The organization selects

what adjustments should be made to boost energy presentation throughout the active phase. An

additional planning step is added as the cycle then repeatedly repeats. With a focus on

continuous development, ISO 50001 can assist a company in better use of its current energy-

consuming assets, improving openness and communication about energy use, promoting best

practices in energy management, and prioritizing adopting energy-efficient technology.

Like other ISO management system standards, ISO 50001 certification is optional but

unnecessary. Some businesses choose to adopt the norm just for its advantages. Others want

certification to demonstrate to outside parties that they have implemented an energy management

system. Although an accredited third-party agency may award certificates for ISO 50001

compliance, the ISO does not. Before choosing one recognized intervention, it is advised that

organizations concerned with obtaining ISO 50001 authorization speak with and conduct

interviews with many. The ISO website has a list of accredited evaluators. For three years, a

certificate is valid. The achievement of ISO 50001 certification shows a company's dedication to

advancing its energy management practices. The 2011 revision of the standard has undergone

several revisions to meet the demands of contemporary business contexts better. Organizations
 30

that now use ISO 50001:2011 should be aware that ISO 50001:2018 was just released on August

21 and that the three-year transition period has already begun.

The standard's primary goal is to continuously enhance energy-related performance and

energy efficiency and find opportunities for energy reduction. Organizations will be helped to

build systems and procedures by this systematic approach. Organizations can use consistent

energy management to reach untapped energy efficiency potential (McKinnon, 2019). In

addition to saving money, they will significantly contribute to protecting the environment and the

climate by permanently reducing CO2 emissions. Employees should be aware of the potential

gains in short-term and long-term energy management through the standard, especially at the

management level. The company can find opportunities for cost savings and competitive

benefits. Additionally, the company could benefit greatly from a rise in its reputation.

The scope of the Standards is the primary distinction between ISO 45001 and ISO 50001

in terms of differences. Even though both Standards offer organizations ways to safeguard the

environment through policies, goals, and procedures, ISO 50001 concentrates on energy use. At

the same time, ISO 45001 examines environmental protection in general (SO 9001, ISO 14001,

and new management standards, 2018). In contrast to ISO 50001, concerned with energy

performance indicators and a business's energy baseline, ISO 45001 examines resource

consumption, waste management, and pollution. Therefore, energy consumption would be

covered by ISO 45001, but only to the extent that it impacts environmental performance.

However, under ISO 50001, energy use would be investigated by looking closely at the

equipment, systems, and procedures utilized to mitigate the impact of their poor energy

performance (Hu et al., 2019).

 31

The goal of executing a standard is to enable a company to set up a system to expand its

energy performance continuously. ISO 50001 is an "Energy Management System" (EnMS).

While ISO 45001 is a system for managing professional health and safety (OHSMS), which

offers a way to assess and improve a firm's influence on environmental health and safety (Šolc et

al., 2022). The fact that an entity can voluntarily declare its conformity with ISO 45001 is a

significant distinction between it and other international standards.

Understanding ISO 45001

Although the ISO 45001 certification is not mandatory, its implementation is highly

recommended for businesses since it is a valuable tool for demonstrating that a firm meets

standard safety criteria. The first step that small enterprises must take toward implementing ISO

45001 is to understand the standard clearly. Management should thus analyze the firm’s

environment, including the internal and external factors affecting the business that are relevant to

occupational health and safety (OHS) (Lee et al., 2020). It helps the managers to understand the

purpose and benefits that the system would bring to the firm. Through this increased knowledge

about a management system – including how to leverage it to benefit the firm by boosting health

and safety performance – the implementation and maintenance become relatively easy. The firm

also familiarizes itself with the requirements of ISO 45001, which is critical for its adoption.

Unlike larger organizations with the capacity to engage experts, a small business might depend

on a few employees. They also need time to analyze and familiarize themselves with the

standard's requirements (Neag et al., 2020). With more profound knowledge, small firm

managers can develop solid reasons for implementing the standard.

The ISO 45001 standard applies to any organization, regardless of its size. However,

small firms face unique challenges when implementing this standard. As a result, smaller sites
 32

may adopt implementation plans that differ slightly from those of large firms; for instance, they

may use a professional consultant with expertise in implementing the standard. It is because the

measure could be written in complicated language, containing elements that imply that the

system is bureaucratic and intended for larger firms (Lee et al., 2020). The consultant can work

alongside the management, explaining the critical ISO 45001 requirements in simple terms and

designing an easy-to-read management system for safety processes. However, not all small firms

can afford consultancy services. By contrast, larger firms have the resources to hire experts and

do not necessarily rely on external-based services to implement the standard. All across the

world, businesses understand the need to create a safe, healthy, and welcoming working

environment, lower the chance of accidents, and how they are actively managing risks. ISO

45001 will offer a broadly recognized framework that will aid in protecting both individuals' and

organizations' longevity and general health.

Clauses: 1-3

The first three clauses are described below:

1. The first clause outlines the management system's needs and the desired results.

2. The second clause maintains a uniform numbering across all ISO management system

standards.

3. The third clause describes terms according to conceptual relevance.

Clause 4: Context of the Organization.

According to the clause, the company shall determine internal and external elements

pertinent to its purpose and impact its ability to accomplish the intended objectives of its

occupational health and safety management system (Bureau Veritas, 2020). An organization shall

also evaluate the opportunities and risks affecting its operations and the delivery of its goods and
 33

services (Bureau Veritas, 2020). The clause further stipulates that the company shall consider the

needs and expectations of a wide range of interested parties, including employees at all levels,

suppliers, shareholders, clients, regulatory bodies, and the general public (Bureau Veritas, 2020).

Clause 5: Leadership and Worker Participation.

The clause demands top management show a solid commitment to health and safety

issues. It stipulates that employees may be responsible for particular aspects of the system, but

the leadership is ultimately in charge of how the OH&S management system is run (Bureau

Veritas, 2020). Top management is also responsible for OH&S policy. The clause also states that

workers should be involved in incident investigation, creating and evaluating OH&S policies and

objectives, and hazard or risk assessment (Bureau Veritas, 2020).

Clause 6: Planning for the OH&S System.

The clause offers guidance on how the organization can design its OH&S management

systems, including considering all the risks and opportunities affecting it and its employees and

developing corrective action communication (Bureau Veritas, 2020). It broadens the focus from

physical safety to the value of employees' psychological health, including the risks of burnout,

harassment, bullying, and stress-related illnesses. Planning for the OH&S system also entails

looking closely at the organization's internal workings and external environment for potential

dangers and opportunities (Bureau Veritas, 2020).

Clause 7: Support.

The clause stipulates that a business shall; (a) identify and determine what resources are

required for their OH&S plan and how they intend to distribute them; (b) it also emphasizes

determining the workers' ability to recognize major or impending threats and proposes

organizations increase their workers' competency through mentoring or training, or even by

 34

employee reassignment or employing new personnel; (c) the business must also develop a

strategy (raise awareness) to inform employees of the findings of any pertinent health and safety

investigations and ensure that communication is received and its effectiveness is evaluated; (d)

the firm must also document information about OH&S in any format, but the emphasis should be

on workers' competence (Bureau Veritas, 2020).

Clause 8: Operation.

The clause is centered on four aspects; (a) change management, which advocates for the

establishment of execution and control mechanisms so that the introduction of new goods,

services, procedures, or working methods does not create new risks; (b) procurement and

outsourcing which emphasizes that firms must confirm that their contractor and procurement

activities follow the guidelines set forth by the health and safety management system and

adequately communicate it to the contractors; (c) operations planning that states that any

organization intending to implement a compliant OH&S in a multi-employer workplace, such as

shared offices or co-working spaces, must have a plan for coordinating its system with the other

firms; (e) emergency preparedness which states that apart from recognizing emergency

circumstances, a business must also implement procedures to eliminate or drastically reduce the

OH&S risks emanating from possible emergencies (Bureau Veritas, 2020).

Clause 9: Performance Evaluation.

The clause covers all evaluations related to management review, internal audit,

monitoring, analysis, and compliance. It further stipulates that a firm must decide which internal

issues need to be assessed, tracked, examined, and reviewed to comply and how often they

should perform these activities (British Standard Institutions [BSI], 2017). Accidents, events, and

employee competence are a few examples of concerns a firm might choose to track.
 35

Clause 10: Improvement.

The clause stipulates that organizations shall have a procedure for reporting and

investigating incidents and other nonconformities, as well as for taking corrective action and

dealing with the issues (BSI, 2017). In addition, it shall perform a root cause analysis on the

incident or non-conformity to take the necessary steps to stop a recurrence. The company must

also ensure that its OH&S system undergoes continuous improvement (BSI, 2017).

Implementation of ISO 45001

Implementation entails the execution of a decision made after an extensive investigation

has been conducted. ISO 45001 is a standardization system that promotes OHS regulations to all

organizational stakeholders. The fundamental goal is to encourage workers' physical and mental

welfare by reducing injuries and diseases within the organization (Foulke Jr, 2019). ISO 45001 is

an advanced implementation of the earlier OHSAS and is intended to replace the latter. The basic

requirements include investigating and reporting all previous incidents related to workers' health

and safety and responsively planning to conduct corrective measures. ISO 45001 applies to all

organizational platforms regardless of the organization's size, context, and nature (Foulke Jr,

2019). Although it may not be mandatory, the standard acts as a legal requirement that is

encouraged due to the rigid structural framework it provides. Additionally, it shares a similar

plan-execute-report-act structure to that of ISO 9001.

Fundamentally, some clauses control and monitor the implementation of ISO 45001,

divided into informative clauses and clauses with requirements. Under informative clauses, the

scope is the information provided for understanding the workforce required by the organization

and the relationship between all stakeholders. Normative references are documents cited within a
 36

text that constitute content requirements. Thus, terms and conditions are the legally binding

agreements the organization has with its employees and customers.

Clauses with requirements are not limited. The organization’s context defines its

expectations regarding workers’ welfare and the protection of the environment (Agus et al.,

2020). The planning elements of ISO 45001 include the documentation of discovered hazards

that affect workers, the environment, and organization performance. The planning elements are

environmental policy, implementation, management comments, and the execution of corrective

actions.

Leadership and worker participation strongly influence the feasibility of ISO 45001.

Specifically, leadership status determines the organization's output through how the leaders

manage and monitor workers as they perform their paid daily routines. The support clause is

efficient and effective for maintaining an organization's stable growth and performance output

through implementing the policy (Purwanto et al., 2020). It involves using resources to improve

the working conditions of the organization, thereby promoting the competence of all stakeholders

involved. A report form is issued to provide proof of compliance with the clause. The operation

clause depicts the responsiveness of the organization to the occurrence of an emergency. The

operations should be efficient and effective for solving workers' emerging challenges.

The performance evaluation clause describes the overview of the organization's progress

toward achieving its intended objectives. It focuses on the workers' output resulting from their

prevailing working conditions. Finally, improvements provide for potential gaps where the

organization can execute better conditions to comply with OHS requirements. This phase is the

final step during the organizational scope and performance output reporting stage.
 37

Additionally, the goals that arise from the implementation of ISO 45001 include the

provision of safe, healthy, sustainable conditions. This effort entails working conditions being of

a protective nature for workers and visitors; preventing injuries and health-related complications,

which apply to workers while they execute their duties; and improving the workspace's

occupational safety and health standards. These standards may include criteria for workers

working at heights in conditions where safety ropes hold them above the ground; the disposal of

dangerous materials, such as chemicals and faulty machinery, which may cause harm to

employees; the issuance of protective equipment, such as gloves and chemical boots to workers

who undertake technical tasks; and equal consideration for realistic working hours that apply to

all workers (Agus et al., 2020).

The latter standard implies that working hours should be viable and not cause health

problems for workers through overwork. Other criteria include the implementation of advanced

ergonomics to ensure that efficiency prevails in the working environment. Workplace harassment

is also covered. Clause 6 will be problematic for SMEs, primarily when identifying risks, seizing

opportunities, and developing remedial measures. The average accident risk is higher for small

firms than for bigger ones (Micheli et al., 2018). Still, the number of injuries is also lower in

small businesses because of a lower headcount. Because of this, SME owners frequently

underestimate the risk in their factories, resulting in a superficial general decline in the

company's health and safety. Additionally, it is less likely for an SME to have a dedicated OH&S

specialist than a larger company. Thus, many of them will unintentionally be non-compliant.
 38

Engaging with Stakeholders

Safety professionals should understand that implementing ISO 45001 could result in

organizational changes. These changes may affect individuals in different ways. For instance,

some could support it, while others could oppose the change (Lee et al., 2020). Therefore, small

sites must collect views from the entire firm to understand stakeholders' varying opinions

concerning health and safety risks. However, this step would be unnecessary for minimal

businesses, such as sole proprietorships.

By understanding different views, management gains a starting point for conducting a

gap analysis based on the standard requirements and the firm's objectives for the OHSMS

(International Organization for Standardization, 2020). In addition, gathering information on

different views and engaging with stakeholders helps nurture a culture where everybody owns

the process safety management system. ISO 45001 also affirms that everybody in an

organization has a responsibility, role, and right to safety through an accountability system (Neag

et al., 2020). Similarly, this entire process of engaging with stakeholders is adopted by larger

companies when implementing ISO 45001 for health and safety management.

Determining Priorities and Formulating Objectives

With the information acquired through stakeholder engagement, managers can determine

the preferred priorities for the firm's OHSMS. Such information would also help establish the

business performance goals the firm aims to achieve through implementing ISO 45001 (Lee et

al., 2020). The firm then aligns the ISO standard's implementation with the actual business

objectives. Additionally, formulating business objectives and aligning them to the standard

enables the firm to generate metrics for measuring the success of the OHSMS and then adjusting
 39

to achieve improvement over time (Lee et al., 2020). This step is equally embraced by larger

businesses when implementing the standard.

Establishing or Improving the OHSMS

Following the preceding implementation steps, small-site safety professionals can build

an OHSMS tailored to the firm. With ISO 45001 in place, performance can be tracked against the

identified goals and objectives for continuous safety and business performance (Valentic, 2019).

However, larger organizations can also follow the preceding steps to build a customized OHSMS

for the organization or improve an existing system. This step is thus considered crucial for all

organizations, large or small.

An implementation of the ISO 45001 policy results in benefits that increase workers'

performance by preserving their OHS rights as they execute their duties. The first benefit is the

protection of workers and their sustainable conditions. An eventual reduction of risks may arise

from practices within the organization, such as chemical manufacturing. Implementing the policy

constitutes legal compliance, thereby preventing legal action against the organization due to non-

conformity to legal requirements and ensuring administrative commitment to health and safety

requirements (Morgado et al., 2019). The organizational management can set aside funds that are

scheduled for any corrective mitigation toward hazards.

In addition, ISO 45001 can easily be integrated with other management systems, and

therefore no resources need to be wasted in changing the organization's context. The standard

promotes legal requirements through the prevention of environmental pollution. Moreover, the

workers are motivated by occupational safety and health regulations being adhered to at their

workplaces. It improves worker performance by reducing non-conformity by occasionally

calling in sick for fear of possible incidents, such as a chemical spillage, which could otherwise
 40

be fatal to their health. ISO 45001 promotes a preventive culture within the organization, thus

providing mitigation measures for potential future hazards. Lastly, the policy fosters the cohesion

of ideologies among the organization's stakeholders.

Evaluating Implementation

Safety is crucial in every field of work, from construction (observing engineering

guidelines) to food industries, which must adhere to stipulated health regulations, and even

within offices (following instructions to avoid accidents). Even though organizations recognize

the importance of safety in their work environment, achieving it remains daunting. Furthermore,

achieving the required level of protection is a different matter – with many challenges in

financing and training, among other things.

ISO 45001: Description and Role

The study shows that ISO 45001 can be applied to every organization, irrespective of the

nature of the business, industry, or size. It can be incorporated into their existing management

processes (Shah, 2019). Like other ISO management system standards that have been previously

developed, such as ISO 14001 and ISO 9001, ISO 45001 adheres to the same high-level

structure. The intention of ISO 45001 is to encourage top management to take responsibility for

their employee's health and safety and to help them meet this responsibility. The standard makes

it clear that risk assessment and process hazard analysis are not substitutes for one another but

rather complementary tools that should be used by top management. ISO 45001 also contains

employee training and participation requirements, which are essential for creating an effective

workplace environment. It emphasizes the importance of communication, consultation, and

reporting procedures between top management, employees, worker representatives, and other
 41

interested parties. The system must be viewed as a two-way process where all parties can provide

information, make suggestions, or raise issues without fear of reprisal.

One of the main requirements of ISO 45001 is that organizations implement a continuous

improvement cycle for all tasks and processes (National Quality Assurance, n.d.). This process is

not intended to be a set procedure but rather a plan that continually defines the functions required

to improve the organization's health and safety. The aim is to allow organizations to constantly

evaluate their health, safety, and environmental performance using measured data and statistics.

The top management is responsible for creating this system, which must be maintained

throughout the business once established.

The potential benefits of ISO 45001 are reduced insurance premium costs, occupational

incidents, and lower turnover and absenteeism. The ultimate effect is that a company's

productivity is considerably improved. Another benefit of implementing this standard is that it

instills a health and safety culture to drive and actively involve employees in OHS and meet legal

and regulatory needs. Other benefits are improved business reputation, enhanced staff morale,

and enhanced leadership's commitment to enhancing safety performance.

An organization can implement ISO 45001 by adopting a direct or indirect approach. The

direct method means an organization has no existing Occupational Health and Safety

Management System (OHSMS). By contrast, the indirect approach means that a company has a

basic management system but is not compliant with ISO 45001 (ISO & UNIDO, n.d.). In most

cases, organizations should implement ISO 45001 using the direct approach, allowing them to

incorporate their existing system. This kind of implementation is particularly effective as

organizations have everything in place from the start and do not have to go through the process

of implementing a new management system.

 42

ISO 45001 can be implemented by many organizations, including private and public

sector organizations, third-party service providers, voluntary organizations, and charities. It can

also be implemented in different industries. However, this study is restricted to elaborating on its

implementation in the aviation, oil, gas, and construction sectors.

The research included case studies of ISO 45001 implementation in smaller organizations

compared with those in larger organizations. These were achieved through interviews with ISO

45001-certified practitioners and observations of their implementation of the standard.

Impact of Company Size on the Implementation of ISO 45001

Existing studies have shown that the company size is a critical antecedent in

implementing safety protocols. Morgado et al. (2019) investigated to identify Portuguese

companies' perspectives on Occupational Health and Safety (OHS). The researchers incorporated

small, medium, and large companies in the study. Morgado et al. (2019) established that size or

the number of employees was not a critical factor in implementing safety standards. Instead,

safety awareness, safety culture, and the availability of personal protective equipment are crucial

in implementing safety protocols (Morgado et al., 2019). The organizational commitment to

implementation remains a vital tenet for large and small firms wishing to enhance safety

standards within the company. However, due to ISO 45001's novelty, the researchers

acknowledged a knowledge gap in implementing this standard in the Portuguese setting

(Morgado et al., 2019). Purwanto et al. (2020) support the premise that company size is not

critical in implementing the protocol. ISO 45001 has specific attributes that make it applicable to

both small and large companies. In justifying this, the author says, "ISO 45001: 2018 is also

designed to assist organizations of all sizes and industries, which are expected to reduce

workplace accidents and diseases throughout the world" (Purwanto et al., 2020, 1982).
 43

Accordingly, based on these researchers, the OHS specifications, rather than the company size,

are essential in the actualization of the safety protocols in a company.

Several studies have acknowledged some of the barriers experienced by smaller

companies in implementing safety standards. Garnica & Barriga (2018) based their research on

Brazil, where studies show that about 720,000 job-related injuries occur every year. The

accidents adversely affect work performance and the overall brand equity of these companies

(Garnica & Barriga, 2018). A knowledge gap exists in identifying smaller companies' unique

challenges regarding safety implementation. Filling this deficit provides policymakers and

managers in the respective organizations with the necessary framework to implement safety

standards such as ISO 45001. According to the authors, smaller companies have a more

dangerous work environment than bigger ones (Garnica & Barriga, 2018). In addition, smaller

companies often lack the means and capacity to manage these risks in the work environment.

The authors say, "Interventions to manage risks in small enterprises are ineffective because of

few available resources and lack of solid management and awareness of work safety" (Garnica &

Barriga, 2018, p. 1). Mashwama et al. (2018) conducted a similar study focusing on small and

medium enterprises in South Africa. The research revealed several shortcomings these

companies face in implementing safety protocols on their premises. Some primary examples

include inadequate health and safety education, poor communication, and poor technical skills.

Additional challenges include the lack of management commitment and insufficient tools and

equipment for safety (Mashwama et al., 2018). Therefore, these studies agree that small

companies experience unique challenges in implementing safety protocols.

On the other hand, larger companies are more likely to utilize their financial capabilities

to implement ISO 45001. Existing studies have shown that financial incentives play a critical
 44

role in the effective and efficient actualization of OHS initiatives. For instance, Cohn & Wardlaw

(2016) acknowledge that companies invest large amounts of resources in leveraging workplace

safety the same way they do in other endeavors like research and development, equipment, and

other aspects that require financial input. For this reason, the authors argue that a firm's safety

primarily relies on the financial resources at an organization's disposal (Cohn & Wardlaw, 2016).

Financial constraints facing smaller companies could make it increasingly challenging to

implement safety protocols and standards. However, most large companies have financial

incentives that enable them to establish safety protocols and transition from older to newer

standards (Cohn & Wardlaw, 2016). Tadesse & Admassu (2006) used the International Labor

Organization (ILO) data to illustrate that financial constraints have prevented many employers

from implementing the required safety standards. Small companies and startups with limited

budget view safety concerns as a luxury they would not want to spend their money on (Tadesse

& Admassu, 2006). De Oliveira Sousa et al. (2021) assert that high-performing companies regard

safety as an investment. The implementation of OHA protocols promotes high performance,

leading to increased financial output. Thus, larger companies with better financial resources are

more likely to achieve modern safety requirements within their premises.

Barriers to the Implementation of ISO 45001

Due to its novelty, a literature gap exists in the effective implementation of ISO 45001

for both small and large companies. Compared to OHSAS, ISO 45001 has new features requiring

organizations to factor in during the actualization process (Lui et al., 2022). As illustrated by the

authors, ISO 45001 incorporates the aspect of the organizational environment and the impact of

leadership. It also encompasses employee participation and the effective management of risks

(Lui et al., 2022). According to the authors, the main organizational barriers faced by companies
 45

when implementing ISO 45001 include inadequate motivation and the lack of tangible and

intangible resources (Lui et al., 2022). The costs of implementing the IS0 45001 standards differ

between small and large companies. Companies that wish to redefine their safety culture with

this protocol must attend courses, purchase standards, and hire consultants and auditors (Sharp,

2019). The estimated cost for a small organization is between $10,000 and $15,000 (Sharp,

2019). However, large organizations might spend more considering their size, number of

employees, and safety requirements. Other pertinent aspects that could influence the costs

include the level of occupational health, the complexity of associated processes, and the safety

protocols already present in the workplace (Stojanovic, 2017). Despite the lack of concrete

knowledge regarding ISO 45001, the existing evidence shows that cost is among the main

barriers to the practical realization of the safety protocol. In addition, companies will have to

continue spending a lot of money to ensure that they revolutionize their culture to align with the

ISO 45001 safety requirements. Thus, both small and large companies face problems associated

with cost implications.

Besides the cost, knowledge deficit is another significant aspect that adversely affects

small and large organizations' ability to implement ISO 45001 successfully. Researchers have

conducted several studies to establish the role and impact of knowledge in enforcing safety

standards. Le et al. (2020) conducted studies to assess the effect of awareness as an antecedent to

the effective establishment of safety standards. One of the investigations found a "lack of health

and safety awareness of top management" as one of the significant barriers (Lee et al., 2020,

423). In addition, other studies have also looked at the value of continued education when

establishing new safety standards within an organization. As illustrated by the authors, ISO

45001:2018 has more requirements than previous versions. Its proper implementation requires
 46

commitment, leadership, and the participation of all stakeholders at different levels of the

company (Šolc et al., 2022). As a result, the organization has a critical role in ensuring that it

creates knowledge and supports employees transitioning from one safety regime to another (Šolc

et al., 2022). Large organizations perform better in developing expertise and ensuring that

everyone understands the requirements. Precedence from various safety protocols and, more

importantly, mentors and leaders guarantee the proper establishment of the new safety standards.

Accordingly, in light of the barrier to education and knowledge acquisition, larger companies are

more likely to perform better than their smaller counterparts.

Resources and time are another significant concern for realizing the ISO: 45001 safety

protocol. The proper implementation of any safety standards requires the availability of time and

resources. Since this is a continuous process, stakeholders must set aside enough time to ensure

they meet the desired objectives and goals (McKinnon, 2013). However, large sites could face

significant challenges in implementing the ISO: 45001 protocols due to time constraints.

However, the major challenge for smaller organizations is the lack of adequate resources.

Besides finances, firms need additional resources, ranging from human capital to the necessary

natural, infrastructural, and technological inputs (McSween, 2003). The author says, "The

organization must initially determine and provide the resources necessary to establish,

implement, maintain and continually improve its OH&S management system" (ISO 45001 -

Clause 7: Support & Clause 7.1: Resources, 2018). The organization must ensure that it avails

itself of the resources promptly. More critically, it must establish a system that enables the

efficient flow of these assets to avoid delays and any other barriers that adversely affect the

implementation process (McKinnon, 2013). Large firms have the required resources to achieve

this objective. However, gaps in knowledge exist regarding the utilization of safety resources in
 47

multi-site and multi-employer companies, such as mergers and acquisitions. The evidence shows

that mergers and acquisitions, especially where the constituent companies have not established a

common culture, can experience problems establishing safety protocols. Without a mechanism to

share resources, communicate efficiently, and engage in everyday tasks, large entities could face

challenges implementing ISO: 45001. However, for smaller sites, the close-knit structure enables

them to collaborate and cooperate in resource utilization, making establishing safety protocols a

success (McSween, 2003). Regardless, researchers should perform more studies for multi-site

and multi-employer firms to understand and appreciate the challenges associated with ISO:

45001 implementation processes.

Opportunities Available for Smaller Sites to Implement ISO 45001

Despite inconclusive evidence, existing proof shows that individuals working in small

and medium companies have disproportionate exposure to hazardous situations in the workplace.

The authors illustrate that "Those working in SMEs are more frequently exposed to hazardous

situations and suffer more work-related injuries and illnesses than those working in large

businesses" (Legg et al., 2015, p. 190). As a result, implementing ISO 45001 remains one of the

most significant decisions for small and medium companies, regardless of the numerous

limitations (Kheni et al., 2010). SME companies enjoy several fundamental opportunities at their

disposal. The relatively smaller size of the company makes it easier to train and build capacity

among the employees concerning the new standards (Legg et al., 2015). In addition, the
 48

management has better means of communicating with stakeholders and setting achievable goals

for the company (Kheni et al., 2010). Unlike in large units, managers have an easier task

managing small companies and measuring performance against the established goals (Legg et al.,

2015). In cases of mistakes, managers can correct them with only a few barriers compared to

cases where it has happened in a large organization. Therefore, such opportunities enable various

stakeholders in SMEs to identify the safety loopholes and use ISO 45001 as a model to

revolutionize the organizational culture.

ISO 45001 gives small businesses more incentives concerning their brand image and

competitiveness. Managers at SME levels are more motivated to foster their brand image by

venturing into an endeavor to leverage their safety and health protocols in the company. Since

ISO 45001 adoption is voluntary, small enterprises that integrate this safety model into their

premises demonstrate their desire to engage in corporate social responsibility (Georgievska,

2019). The author says, "It shows that the business is committed to working within a set of health

and safety principles, demonstrating to all stakeholders that the business is socially responsible"

(Georgievska, 2019, par. 9). Researchers have addressed the critical role that occupation safety

has in a company's brand image and equity. Such an organization will attract employees and,

more importantly, customers who want to associate themselves with the firm (Miles & Mangold,

2014). Also, the continued safety concerns via injuries and accidents place the small business at

constant risk of legal ramifications such as lawsuits. The firm spends much time and resources in

court while jeopardizing its already-established name (Greene & Latting, 2004). Therefore,

factors associated with the brand image should incentivize smaller companies more, considering

they lack the same marketing capabilities and customer base as their larger counterparts.
 49

A knowledge gap exists concerning the opportunities or relative advantages that large

organizations have compared to their smaller counterparts in implementing ISO 45001.

However, existing research continues to demonstrate the value of precedence. Since large

organizations benefit from the previous establishment of earlier versions of ISO safety standards,

implementing ISO 45001 becomes an increasingly easy task (Campanelli et al., 2021). Many

large companies relied on the previous OHSAS 18001 as their main anchor in establishing a safe

environment. However, as the author demonstrates, OHSAS 18001 provided a platform for

adopting ISO 45001 due to organizations' need for a standard with precise terminology,

functionality, and scope (Campanelli et al., 2021). Unlike large companies, many small firms

lack the necessary foundation to establish future safety standards. In addition, the previous

OHSAS 18001 prepared large companies to take up the leadership roles required in ISO 45001.

In most firms with the OHSAS, the stakeholders had already established the necessary leadership

mechanism to enable them to survive under any new safety model (Uzun et al., 2018). As

elaborated in studies, ISO 45001 has a salient place for leaders who play an active role in leading

and contributing to the health and safety protocols in the company (Uzun et al., 2018). Thus,

large companies benefit from precedence in their quest to implement ISO 45001 as the preferred

safety standard choice.

Large companies that had already implemented OHSAS had the prerequisite environment

to enable them to succeed with ISO 45001. Studies in the construction sector have shown that the

implementation of OHSAS 18001 established improved safety performance within the

organization (Rajaprasad & Chalapathi, 2015). OHSAS enhanced safety culture, improved

employee morale, and set the necessary standards for safety training and continual improvement

(Rajaprasad & Chalapathi, 2015). Lafuente & Abad (2018) acquired the same findings in their
 50

study to assess the impact of the OHSAS 18001 in establishing a safety culture in the

organization. According to the research, OHSAS 18001 provides standards that enhance

organizational communication and coordination, improving workplace safety. In addition, it

resolves incompatibilities within the safety management systems, creating favorable workplace

conditions for employees working in risky organizations (Lafuente & Abad, 2018). The

outcomes also align with the research findings of Campanelli et al. (2021), which showed that

the practical realization of ISO 45001 within an organization requires a longstanding culture of

safety and health considerations. Therefore, large organizations have leverage in implementing

ISO 45001 because of the successful history with previous safety protocols like OHSAS.

The Impact of Managerial Commitment

Research has demonstrated that organizational commitment significantly impacts the

adoption of ISO 45001. However, a knowledge gap exists regarding managerial devotion in large

and small organizations. The authors say, "Management commitment has the maximum driving

power, and the most influential factor is safety policy, which states clearly the commitment of

top management towards occupational safety and health" (Rajaprasad & Chalapathi, 2015, p.). In

another study in the Malaysian manufacturing sector, the researchers identified a lack of

management commitment to safety as a significant cause of unsafe working conditions and

employees' exposure to hazardous materials (Hassan et al., 2020). When employers have a

positive attitude towards safety, they are more likely to train employees and encourage the

establishment of safety protocols like ISO 45001 (Hassan et al., 2020). In their study, Payne et

al. (2017) investigate the impact of organizational commitment to safety in small and medium

enterprises. According to the authors, the need to implement a safety culture is crucial despite the

organization's size. The devotion to promoting safety in a firm leads to a safe climate and an
 51

organizational culture devoid of injuries and exposure to materials that jeopardize workers'

health (Payne et al. 2017). Accordingly, these researchers believe that regardless of size, a firm's

commitment to safety determines its likelihood of implementing relevant standards and

protocols.

Additional studies have demonstrated the value of organizational commitment for small

and large sites in implementing safety. The leadership of an organization plays a critical role in

ensuring that the firm has a devotion to creating a safe environment for all employees.

McGonagle et al. (2016) regard commitment to safety as the most significant aspect of

establishing a safe climate for all firms, regardless of size. When workers perceive that the

company prioritizes their safety, it becomes increasingly possible for them to perform at the

highest level and improve their productivity (McGonagle et al., 2016). Organizations

demonstrate their commitment to safety in several fundamental ways, including improving

communication, cultivating co-worker safety practices, providing incentives, and enhancing

training programs for employees and managers at different levels (Payne et al. 2017). Based on

the literature review, it remains apparent that small and large (sites) firms have equal

opportunities for safety implementation so long as the management demonstrates a sense of

commitment (Payne et al. 2017). As a result, it shows that the successful realization of the ISO

45001 standards does not entirely depend on the company size. Therefore, managers must

demonstrate their commitment to safety, creating a culture and environment that supports the

workers' wellness, well-being, and welfare.

Role of the Employees

Another literature gap exists regarding whether employees have a role in implementing

ISO 45001. Some researchers speculate that employees in larger organizations have more
 52

responsibility for adopting safety standards than their counterparts in smaller units. Studies on

employee roles have demonstrated their need to maintain caution and a safety mindset (Jonathan

& Mbogo, 2016). Another significant model proposed by the author is the shared responsibility

framework. The authors say, "The 'shared responsibility' model assumes that the best way to

reduce occupational accidents and disease levels relies on the cooperation of both employers and

employees" (Jonathan & Mbogo, 2016, 1). A study by McGonagle et al. (2016) has shown that

teamwork plays a significant role in implementing safety standards, especially for smaller and

tightly-knit firms. Research has shown that employees working in a team setting are less likely to

experience adverse organizational situations (McGonagle et al., 2016). Working in such a

framework promotes mentorship and ensures that everyone is responsible for their partner or

counterpart during the execution of various duties (McGonagle et al. 2016). Although companies

can implement teamwork regardless of their size, existing studies show that smaller firms are

more likely to embrace this form of collaboration due to the ease of management. Accordingly,

this makes it easier for the employees to implement the much-needed safety standards.

Large companies have a critical role in creating safety by empowering employees. The

larger the company, the more likely the employees will face numerous risks and hazardous

conditions that affect their welfare and well-being. Regardless of the necessary safety protocols

and standards, an organization cannot succeed if it does not empower its employees. Carmeli et

al. (2020) propose a concept known as inclusive leadership as an antecedent for a safe culture in

the workplace. According to the authors, inclusive leadership promotes accessibility and

openness and ensures that the leader is always available for the rest of the employees (Carmeli et

al., 2020). The research findings align with what Jonathan & Mbogo (2016) found regarding the

impact of shared responsibility. Essentially, the literature review shows that both the employer
 53

and the employee have equal stakes in ensuring a safe and healthy environment where employees

remain free from harmful or hazardous situations. Aris (2003) proposes a model for change to

improve safety conditions within the workplace. Firstly, the firm must begin by assessing the

stakeholders' commitment to change before engaging in training and capacity building. The third

steps encompass formulating and implementing proposals, followed by measuring and

monitoring progress (Aris, 2003). When stakeholders utilize an inclusive leadership model

proposed by Jonathan & Mbogo (2016) and Carmeli et al. (2020), firms have a better opportunity

to adopt safety standards such as the latest ISO 45001.

Time Required for Implementation of ISO 45001

A study gap exists concerning the time difference in implementing ISO 45001 in small

and large companies. Researchers have focused on the factors that influence the speed of

implementing policies in the workplace. The organization's size is significant in determining how

fast the policymakers will implement proposals in a company. For instance, smaller companies

are more likely to expedite the policy adoption process due to the few employees and the

smallness of the firm (Ford, 2009). However, some researchers argue that larger organizations

will speed up the policy execution process due to superior resources and know-how. Researchers

have also examined implementation issues by focusing on organizational change (Wiesner et al.,

2004). Some studies have shown that larger organizations have a more efficient change process

than their smaller counterparts (Ford, 2009). Small and medium enterprises have limited human,

financial, and material resources, making it challenging to transition from one state to another.

However, in some instances, the smallness of an organization can work in its favor (Wiesner et

al., 2004). The closer relationships that small firms have with their market make them more

responsive to external forces. In addition, as the author says, "Both loyalty and geographic
 54

proximity can work in favor of the SME, and they may have an advantage in being able to read

the signs of change early" (Wiesner et al., 2004, 5). Additional studies on the role of size in

organizational change have shown that it has a significant impact on the fluidity or rigidity of the

change process. Although some studies have recognized smallness as an advantageous tenet in

the adaptation to change, it could hinder the transition in some cases. The lack of formal controls

in SMEs could hinder the change process, especially in the latter stages of the transformation

(Ford, 2009). Large companies will benefit from the company's hierarchical structure, enhancing

the much-needed change (Ford, 2009). Accordingly, researchers have developed different

conclusions concerning the impact of size on policy implementation and change processes.

The speed with which organizations implement policies gives researchers a glimpse into

the time taken to adopt policies such as ISO 45001. The successful execution of this change

would require the input of various stakeholders, including organizational leaders and employees.

The main advantage of small companies is their lack of bureaucratic barriers (Ford, 2009). The

lack of such hindrances makes it possible to roll out ISO 45001 and accept it as part of the

organizational culture. However, as Wiesner et al. (2005) illustrated, the lack of various

resources could also slow the process, making it difficult for the stakeholders to realize the

much-needed changes. The functional controls and hierarchical structures could hasten the

change process for large organizations mainly due to the general organization and stakeholder

collaboration (Ford, 2009). As a result, the relevant stakeholders will quicken the policy changes

to benefit all the stakeholders. Accordingly, due to the differences in research findings, the time

taken to implement changes related to safety standards remains a gray area for researchers.

Numerous factors, such as the organizational structure, availability of resources, and experience
 55

with previous protocols, will determine the speed of change. Therefore, this remains an area that

researchers will need to explore for effective outcomes.

Adapting to the Safety Standards

A literature gap exists concerning the speed and efficiency of adopting safety standards

between large and small firms. Flexibility in the adaptation of safety protocols remains a

significant aspect for consideration. A construction company might not necessarily assume ISO

45001 the same way a manufacturing industry would due to the differences in structure,

leadership, and level of risk. As a result, firms must maintain flexibility to enhance the much-

needed modification of the safety codes. Englehardt & Simmons (2002) address technology's

critical role in organizational flexibility and adaptation to changing times. The researchers have

also played a significant role in identifying the characteristics that make an organization more

flexible. The authors say, "Flexible organizations typically have been thought of as having less

top-down control and more team and individual empowerment" (Englehardt & Simmons, 2002,

113). In addition, flexible firms appreciate risk and encourage individuals to try new ways of

doing this. Organizational aspects such as the level of formalization and the degree of

centralization will also determine whether an organization is flexible (Hatum et al., 2006).

Although it remains unclear which large and small companies are more relaxed, factors such as

the organizational hierarchy, decision-making model, and employee empowerment play a critical

role (Hatum et al., 2006). Therefore, other flexibility-related factors besides size could play a

crucial role in determining whether an organization will adopt ISO 45001 successfully.

Research on ISO 45001 has demonstrated the need for flexibility and the ability to adapt

frequently. For instance, the employer has a fundamental role in enhancing the safety and health

of all workers. However, as the author illustrates, to achieve this requirement, "The employer
 56

needs to adopt a new approach and new instruments to perform an efficient management of

occupational health and safety" (Darabont et al., 2017, 2). The creators of IS0 45001 deliberately

established this standard to meet the needs of organizations regardless of their size, structure,

nature, and type. As a result, organizations must only demonstrate their commitment and desire

to adhere to its specific tenets (Darabont et al., 2017). Flexibility is crucial in picking things that

work for a particular company and disregarding those that lack relevance. Regardless of

company size, firms only need to focus on creating a seamless environment that promotes

creativity, risk-taking, communication, and, more importantly, collaboration (Hatum et al.,

2006). Therefore, managers must create organizational structures that support flexibility and

adaptability, especially with the ever-changing policy and regulatory business environment.

RC14001 Responsible Care Implementation

RC14001 accreditation has existed for several years, with SAI Global being the first to

achieve it as a certification body. SAI Global (2022) conducts its activities in the US but has

increasingly expanded internationally. RC14001 integrates “American Chemistry Council’s”

Responsible Care with ISO 14001 requirements. As ISO 14001 majors on environmental issues,

the RC14001 focuses on expansions that address multifactor like “environmental, health, safety

and security” (EHS&S) concerns (SAI Global, 2022, p. 1). It enables firms to implement a

management system that conforms to ISO 14001 ACC’s Responsible Care. Currently, the

Responsible Care initiative is found in over 50 countries, and the "International Council of

Chemical Associations" members are responsible for leading it. “Responsible Care Management

System” (RCMS) contains the principles and codes that guide management practices (SAI

Global, 2022, p. 1). The RCMS also transforms these guidelines into the old “Plan-Do-Check-

Act” management cycle. Its goal is to prevent environmental injuries, harm, or accidents (SAI
 57

Global, 2022). RCMS is also a product of the ACC and represents the US chemical industries

that work closely with RC 14001.

The implementation of RC14001 is found across different sectors of the economy. For

example, research shows that reliance industry limited (RIL) adopted the RC14001 as a

responsible care management system with a focus on "effective management of manufacturing"

and "distribution with adequate use of chemicals" (Singhania & Saini, 2022, p. 107). RIL

combines RC-14001 with REACH (Registration, Evaluation, Authorization, and Restriction of

Chemical) compliance materials. The integration is a measure for safeguarding human and

environmental health (Singhania & Saini, 2022). These industries must abide by the law in all

functions and operations. For example, RIL’s manufacturing units work under ISO 14001 as an

environmental certification to ensure quality and security performance management (Singhania

& Saini, 2022). These manufacturing sites also received a 5-star audit from UK’s British safety

council. Singhania & Saini (2022) found that these audits are primarily done to identify early

political and environmental signals at the operations sites. Thus, RIL also utilizes RC14001 and

ISO 14001 to adhere to health, safety, and environmental policy requirements.

Identified Research Gaps

From the implementation process of ISO 145001, two research gaps were evident. First,

there is no clarity on cost implications for small and large firms. The literature review highlights

that both small and large organizations face challenges associated with the financial burden of

implementing ISO 45001. However, there is a lack of factual knowledge about the actual costs

involved, which organizations might have to bear to ensure compliance with the safety protocol.

Secondly, the review indicates that the knowledge deficit remains a significant barrier to the

effective implementation of ISO 45001, especially for smaller organizations. It highlights that
 58

large organizations might face challenges in implementing the protocol due to time constraints

and inadequate resources. There is also a gap in knowledge regarding the utilization of safety

resources in multi-site and multi-employer companies, such as mergers and acquisitions. Hence,

these issues need additional insights to make them conclusive.

59
 60

Chapter 3: Methodology

Participants in the study included professionals implementing ISO 45001 at small and

large sites. The study required a survey to reach the professionals responsible for

implementation. The survey was conducted to determine the participants' knowledge and

understanding of ISO 45001 and its impacts. Respondents were also interviewed about the

problems of implementing ISO 45001.

The target population for the study was professionals who had implemented ISO 45001,

and the technique used in selecting them was purposive sampling. This sampling method is

advantageous because it allows a researcher to collect qualitative responses, resulting in detailed

research findings and insights. Purposive sampling also decreases the possibility of bias and is

associated with high flexibility, which assists researchers in saving both money and time.

Researchers can also obtain considerable information from the data they have gathered.

Surveys are instrumental in describing the characteristics of a targeted population

(Santesso et al., 2020). There exists no other research method that can successfully provide this

broad capability. When performed correctly, surveys allow a researcher to collect vast

information about behaviors and opinions in making critical decisions. Additionally, surveys can

assist in gauging professionals' personal experiences and views. Conducting a survey also

ensured that an accurate sample was used to gather information to draw results and conclusions.

The survey was administered online through social media (LinkedIn). The aim was to understand

how the sites implemented ISO 45001 and the timeline and significant barriers to

implementation.
 61

Interviews were preferred and necessary for data collection in this study because they

created an opportunity to examine participants' experiences and perspectives as professionals in

implementing ISO 45001 at small and large sites. Interviews allow for the collecting of robust

and detailed data on specific practices and processes different firms adopt to guarantee

compliance with ISO 45001 (Heras‐saizarbitoria et al., 2020). Interviews permit the researcher to

discover challenges or barriers that may have been encountered during the implementation

process. As a result, it offers meaningful information about the difficulties that may arise and

employable strategies that can overcome these challenges (Heras‐saizarbitoria et al., 2020).

Through the interviews with ISO 45001 professionals, the researcher gained a more

comprehensive understanding of the subject and gathered sufficient data that may not have been

easily obtained through other methods. It allowed the researcher to establish a rapport with the

participants and clarify any misunderstandings or ambiguities during the data collection process.

In addition to interviews, data was collected using questionnaires. Most questionnaires

use open-ended questions to collect detailed information (Weller et al., 2018). Open-ended

questions were a valuable tool for gathering the qualitative data in this study on how smaller sites

are implementing ISO 45001 compared with larger companies. These questions allow

participants to freely express their thoughts, opinions, and experiences, providing a more in-

depth understanding of a particular subject (Tasker & Cisneroz, 2019). They also permit the

researcher to explore themes and patterns that may emerge from the collected data. In this study,

open-ended questions were appropriate as they provided a means to gather information on the

specific practices and processes that smaller and larger sites are implementing to comply with

ISO 45001. The data was then synthesized and analyzed to understand the differences and

similarities between smaller and larger firms and their plans to ensure ISO 45001 compliance.
 62

Open-ended questions also allow for exploring any challenges or barriers encountered in the

implementation process, providing valuable details for future improvements (Tasker & Cisneroz,

2019). Ultimately, the use of open-ended questions in data collection ensures that the

perspectives and experiences of the participants are fully captured, providing a rich and detailed

understanding of the topic being studied.

The questions were presented in a clear and straightforward format. Interviewer

instructions were provided alongside the questions to inform the researcher about how the

responses should be provided.

Advantages and Disadvantages of Interviews

Interviews are a commonly used method of data collection in qualitative research, and they offer

several advantages when studying the implementation of ISO 45001 in small and large sites. One

advantage of interviews is the ability to gather detailed information about participants'

experiences and personal viewpoints, thus elicitation of quality data (Fritz & Vandermause,

2018). Interviews allow for follow-up questions and clarification, which helps uncover nuances

and complexities in participants' experiences. Additionally, they provide a more personal and

interactive experience for respondents through reflective responses and increase their willingness

to share information (Fritz & Vandermause, 2018). However, interviews also have several

disadvantages that should be considered. One disadvantage is the substantial time and resources

required to conduct and transcribe interviews (Barrett & Twycross, 2018). The quality of the data

collected through interviews highly depends on the interviewer's skills and abilities, such as

building rapport with participants and asking open-ended questions. They can also be biased if

the interviewer has preconceptions or opinions about the studied topic, which can affect the data

collected (Barrett & Twycross, 2018). Lastly, some of the target population of professionals who
 63

have implemented ISO 45001 were busy and had difficulty scheduling an interview, which

limited the sample size and data representativeness. These limitations were carefully considered

when settling for interviews as one of the primary data collection methods.

After the data were collected, they were analyzed using thematic analysis (TA). Many

concepts were identified and summarized from the set of data. Thematic analysis is essential

because it enables the researcher to categorize and divide large amounts of data in ways that can

be easily understood. Moreover, TA is specifically valuable when searching for subjective

(personal) details such as participants' opinions, views, and experiences, which explains why this

approach is practical when obtaining data from surveys. Generally, TA aims to identify patterns

or connections (whether explicit or implicit) in a data source. The method is often used in fields

such as philosophy and psychology because they study a person's thoughts through interviews

and questionnaires. A deductive approach helped the researcher to develop the underlying themes

for an enhanced understanding of the research objectives.

Why Deductive Reasoning Was Necessary

Deductive reasoning was necessary for developing themes from collected data because it

provides a structured, organized, and efficient approach to analyzing the data. It starts with a pre-

existing theory or hypothesis, which is then tested and refined based on collected data (Sternberg

et al., 2021). In this study, a deductive approach allowed the researcher to test their hypotheses or

preconceptions about how smaller and larger sites are implementing ISO 45001 and determine if

the data support these predeterminations. The deductive reasoning also ensures that the themes

that emerge from the data are based on clear and concise definitions, making it easier to

accurately compare the results between different sites and draw valid conclusions (Sternberg et
 64

al., 2021). These scholars added that it allows researchers to identify any unexpected findings or

deviations from preconceptions. In this study, deductive reasoning was meant to provide valuable

perspectives that could lead to the developing of new hypotheses.

Study Design

The research used a qualitative multiple-case study design. This researcher hypothesized

that the total costs of implementing ISO 45001 would be relatively low for organizations that had

already achieved ISO certification. This study employed a questionnaire-based survey to canvas

the opinions of top managers and professionals charged with implementing the ISO standard.

Population and Sampling

The population of this study included top managers and professionals in the three

industries under investigation. Accordingly, purposive sampling was used, where the selected

participants had to meet specific criteria. In particular, the participants must be employed at

small- and large-site companies in the aviation, construction, and oil and gas industries. They

were also required to be responsible for implementing (or to have implemented) the ISO 45001

standard in their organizations. Owing to the busy schedules of the potential participants, the

researcher interviewed six respondents, three from small sites and three from large businesses,

for each of the sectors.

Purposive sampling was relevant in selecting participants for this study, given that it was

qualitative and allowed the researcher to target specific respondents with relevant expertise and

experience in ISO 45001 execution at small and large sites. Sampling is applicable in qualitative

research when the researcher (s) is interested in meticulously studying a phenomenon and

requires a sample representative that reflects the entire target population (Staller, 2021). In this

study, purposive sampling enabled the selection of participants who could provide valuable
 65

information and their knowledge about the different processes and practices applicable when

implementing ISO 45001 small and large sites. It also ensured that the diverse sample

represented different perspectives and experiences. It allows scholars to achieve data saturation,

providing new information gained from additional participants (Staller, 2021). Thus, purposive

sampling was an effective method of selecting participants for this qualitative research since it

provided a representative and typical knowledgeable sample, allowing for a comprehensive

understanding of ISO 45001 adoption.

Research Method

This section describes the methodology employed to perform this research. The key areas

discussed are the study design, population and sampling, data collection techniques, analysis, and

reporting. The researcher employed a qualitative case study design appropriate for the current

study's objectives, scope, and data. Qualitative case studies are small-scale exploratory projects

that are limited in scope and easily repeatable. They empirically explore how a specific

phenomenon is implemented in a local context. Qualitative data collection and analysis provide

descriptive accounts highlighting participants' experiences. This approach allows the researcher

to engage in a close description of real-life situations. This study's key outcome was to identify

the best practices and lessons learned so that ISO 45001 implementation can be improved

through learning from leading industries.

Data Collection

The study used a questionnaire (see Appendix 1) for the data collection. Questionnaires

usually contain two forms of questions to collect data: open-ended and closed-ended questions.

The latter allowed the researcher to obtain qualitative data, and the questionnaire employed
 66

open-ended questions. The aim was to get detailed insights into the differences between small

and large sites in the aviation, construction, and oil and gas sectors.

Surveys are instrumental in describing a target population's characteristics. By

conducting surveys in this study, the investigator ensured an accurate sample for gathering the

data, which assisted with conclusions. The researcher administered the surveys online through

LinkedIn. Through the surveys, this study probed a wide range of elements regarding how the

sites have implemented or are implementing ISO 45001. The other focus areas were determining

the timeliness and timelines of various sites to implement this standard and identifying the

primary challenges faced during the implementation process. Before participants commenced the

research and agreed to participate, they received a consent form to ensure they understood the

overall research process and objectives. Furthermore, the consent form emphasized the

anonymity and confidentiality of the survey findings.

Advantages of Using Surveys

Surveys are a valuable tool in conducting qualitative research on the ISO 45001

implementation in small and large sites. Surveys offer the advantage of collecting data from a

large number of participants in a relatively short time (Hennink et al., 2020). It allowed the

researcher to understand diverse respondents' experiences, perspectives, and all-around input.

Surveys also accommodate anonymity, increasing participants' willingness to provide honest and

candid responses (Hennink et al., 2020). It is less complicated to administer and analyze them,

hence a cost-effective option for collecting data. Surveys can be structured in such a way as to

elicit detailed information about specific aspects of a study, including challenges, successes, and

areas for improvement (Merriam & Grenier, 2019). Therefore, surveys were suitable for this

qualitative research on implementing ISO 45001 in small and large sites.

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Disadvantages of Using Surveys

However, despite the advantages, surveys have disadvantages that should be considered

when conducting qualitative research on implementing ISO 45001 in small and large sites. One

major drawback is that they can be limited by response bias, as participants may not answer

truthfully or fully understand the questions being asked (Santesso et al., 2020). Surveys rely on

self-reported data, which is not often accurate or complete. The tool is limited in capturing the

complexity and richness of participants' experiences and perspectives due to respondents'

expected simple and concise answers (Merriam & Grenier, 2019). Surveys design and

administration require careful consideration and expertise. That is because the quality of the data

collected is highly dependent on the survey's structure and the way it is administered (Merriam &

Grenier, 2019). These limitations were accounted for when the researcher decided to use surveys

for data collection in this qualitative research on implementing ISO 45001 in small and large

sites.

Analysis and Reporting

A themed approach to the qualitative research multi-case study design was adopted. The

researcher categorized the ISO 45001 implementation processes and factors for the different

industry sites, the various timelines required for implementation, and the barriers the sites

experienced. Organizing the ISO 45001 implementation processes and elements for other

industry sites is important because it helped this researcher understand the similarities and

differences in how ISO 45001 is being implemented in various sectors. It permitted the

researcher to identify patterns and trends and gain more in-depth thoughts on each type of site's

specific challenges and opportunities. Categorizing the implementation processes and factors

also helped the researcher identify best practices and make recommendations for improvement. It
 68

also provided valuable insights to organizations looking to implement ISO 45001 by highlighting

the strengths and weaknesses of different approaches and by providing a roadmap for successful

implementation.

In addition, categorizing the ISO 45001 implementation barriers that different firms have

experienced was important because it allowed the researcher to understand the common

challenges faced by organizations during the adoption phase. It provided a clear-cut picture of an

organization's obstacles, allowing the researcher to identify similar trends and patterns in the

data. By understanding the common barriers, the researcher could recommend improvement

areas while guiding companies anticipating implementing ISO 45001. Categorizing the

hindrances facilitates the prioritization of the enhancement areas, allowing organizations to focus

their energies on the most critical aspects. The information also promotes designs that target

interventions to address the explicit barriers faced by individual companies or sectors, leading to

more effective ISO 45001 implementation.

The findings were compared and contrasted to identify remarkable similarities and differences,

as discussed in Chapter 4 below.

Chapter 4: Presentation of Research

In recent years, OHS has occupied an important place in the modern industrialized world

and has received much attention in various sectors. Various stakeholders are trying to prevent

work-related illnesses and incidents that might occur in small and large business entities.

According to ISO and UNIDO (n.d.), ensuring good working conditions, free from hazards for

workers, is essential in proactively preventing unnecessary accidents.

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In the aviation sector, airline companies of different sizes have implemented ISO 45001

since its inception in 2018. Research suggests that effectively implementing safety and health

initiatives in the aviation industry contributes to saving the lives of employers and employees

considerably, sometimes extending to saving the lives of the many customers who use the

services on a day-to-day basis (Rogers, 2019). The role of safety and health in the airline

industry is often astonishing to the extent that the public hesitates to travel, leading to revenue

loss and effects on the larger economy. It is aside from the many lives that could be lost. When

companies implement ISO 45001 and become ISO-certified to avert negative consequences,

Makrosafe (n.d.) suggested that the scope should cover terminal operations, such as facilities,

cleaning, and security management. Furthermore, support should be provided for the

commitment to offering secure and safe operational and work conditions to individuals using the

facilities.

In the enforcement and support process and to ensure a holistic approach to health and

safety, it is critical for the aviation industry to consider certain key aspects of this standard

(Makrosafe, n.d.). It should identify and establish common hazards; consider human factors;

investigate incidents, accidents, and illnesses; and examine leadership engagement and

responsibilities. The industry should also effectively identify, manage, and control risks; maintain

systems and measures; and review performance. Rogers (2019) recommended that airlines

establish processes to fulfill OHS standards, such as setting up and communicating a safety

policy, which involves a commitment to continuous safety management improvement, the

preservation of safety cautions and warnings, and the handling and storage of hazardous

materials to be ISO 45001-certified. The author also highlighted those standards that should

compel companies to conduct operational planning and control, requiring and considering
 70

personal and product safety. Among the notable companies that have achieved ISO 45001

certification are Emirates Flight Catering and Birmingham Airport.

Outside of the aviation sector, the oil and gas industry is another sector that is a

significant player in today's economy. Studies have indicated that even though the industry faces

many problems, such as facility upkeep and asset management, the core problems have been

related to workplace safety and environmental laws (NQA, n.d.). Occupational accidents and

diseases are especially evident in the industry's supply chain. They can have far-reaching

consequences and damaging impacts on the environment and employees, eventually requiring

remediation costs to clean up the area and negatively affecting the brand image. Moreover, the

dramatic emergence of renewable energy sources threatens oil and gas firms.

In the current context, ISO 45001 can be instrumental for the oil and gas industry by

assisting the activities that ensure continued efficiency and profitability (Intelex, n.d.). It can also

mitigate work environment factors that may harm the well-being and health of workers. In

particular, when handling raw materials, employees' physical safety can be protected proactively.

By controlling these situations, the likelihood of injuries, accidents, diseases, or harm occurring

is substantially decreased.

Although many industries have exhibited improved trends by incorporating various

strategies, standards, and compliance standards, the construction sector still produces data on

health and safety that is of concern. Organizations in this sector must stay current about various

health and safety risks that employees are exposed to, such as concerns associated with emerging

technological advances, mental health, techniques, and materials. Crucially, companies that

manage their health and safety using a positive approach may have numerous beneficial impacts,

including decreased human costs and the prevention of adverse legal and financial effects.
 71

Construction firms generally gain effective and powerful tools for improving their employees'

well-being, safety, and health with ISO 45001 certification. Their business performance can be

enhanced by protecting top management from financial and legal fines and safeguarding them

from reputational and commercial damage. The NQA (n.d.) stressed that forward-thinking

construction firms of all sizes must proactively adopt ISO 45001 to prevent risks. They should

continually improve and innovate, reduce business costs, strengthen legal and regulatory

compliance, enhance brand visibility, increase organizational resilience, and reassure

stakeholders (Savage et al., 2020). ISO 45001 provides flexibility by effectively offering a

framework for managing health and safety during organizational changes.

ISO 45001 can be specifically modified for the construction sector. According to Griffiths

(n.d.), in addition to aligning with previous standards' requirements and mirroring the

construction regulations, the ISO 45001 standard can be scaled to include multiple contractor

combinations at one site. It can be applied to small and medium-sized enterprises (SMEs) and

large companies. Snook (2019) mentioned that ISO 45001 is beneficial since it stresses primary

contractors' responsibility in improving onsite OHS. It also emphasizes the need to involve direct

workers and contractors in the continuous improvement process, which helps identify and

manage risks. Thus, ISO 45001 contributes significantly to all the industries considered in this

research.

Factors Influencing ISO 45001 Implementation

Regardless of the industry, business entities consider certain factors when planning and

establishing an OHS management system that can meet the requirements of ISO 45001. When

doing so, the organizational size is crucial because the available expertise, knowledge, and

resources are critical for determining the speed of implementation (45001 Academy, n.d.). In
 72

considering ISO 45001 certification, organizations should assess numerous aspects (45001

Academy, n.d.). First, it is essential to understand the core business and the sector (s) in which it

operates. For instance, implementing the standard in a small IT firm with ten workers can be

achieved relatively easily and quickly compared with a large construction company with the

same number of employees. The difference results from the nature of the business and the

inherent risks and hazards in the construction sector.

Second, companies need to focus on organizational size, considering the number of sites.

The reason for emphasizing size and organizations is that it is evident that assessing risks and

hazards, undertaking consultations, and implementing actions to mitigate them becomes

increasingly sophisticated and complex as the number of sites and workers increases. Thus, the

company's resources, knowledge, and expertise would ultimately be affected. Finally,

organizations should determine whether they have the required resources, expertise, and ability

to implement a proper ISO 45001. This component is critical when evaluating the rate at which

the implementation process will be performed. The knowledge capability for ISO 45001

implementation and management from beginning to end, meeting the standard's requirements

and terms and ensuring executive support and commitment to OHS within the workplace are all

critical to the process.

Overall, the factors mentioned above and considerations relate to the parameters

regarding the organizational context that top management should consider. Similarly,

organizations may be familiar with such parameters if they are already ISO-certified (i.e.,

utilizing other standards, namely ISO 14001 and ISO 9001, to manage the organizational

environment and quality). Accordingly, implementation would not only be easier and more
 73

efficient but would also cost less. Thus, increasing implementation success and reducing the

implementation timeframe.

Short-Term Implication and Influence of ISO 45001 in Smaller Sites

ISO 45001 is still a vital international OHS management system that seeks to guarantee

that workplaces are safer for staff. Its adoption significantly impacts smaller organizations by

helping them to detect and manage health and safety hazards in the office (Campanelli et al.,

2021). During the first few days, ISO 45001 requires smaller companies to review and advance

their health and safety policies, actions, and practices. It often involves investing in new

equipment or employee training, which is often not manageable for organizations with fixed

resources (Noryani et al., 2020). However, the benefits of ISO 45001 implementation go beyond

compliance. It also involves aiding smaller organizations to minimize accidents, injuries, and

illnesses. These issues improve a firm’s reputation and intensify employee morale (Campanelli et

al., 2021). ISO 45001 also facilitates the identification of areas that require the utmost

improvement and establishes goals and quantity progress. These are drivers of continuous

upgrades of health and safety performance (Noryani et al., 2020). Hence, the short-term

implications and influence of ISO 45001 can be positive for smaller sites but only if approached

with clear-cut commitment and understanding of the possible benefits.

Unlike smaller organizations, medium-sized sites face diverse challenges and prospects

when implementing ISO 45001. Research shows that, on the one hand, medium-sized companies

have more reliable and available resources for addressing health and safety risks (Sorrell, 2020).

However, on the other hand, these organizations have more complicated operations, processes,

and workplaces or organizational structures, creating obstacles even when consistent health and

safety management is paramount. ISO 45001 supports a structured method for managing health
 74

and employee safety-based risks, which medium-sized organizations utilize to align their in-

house policies and practices with their overall strategic goals and stakeholders’ expectations

(Sorrell, 2020). The standard requires companies to involve all their staff in health and safety

management. While at it, an organization should provide communication and consultation

frameworks to foster a positive workplace safety culture and improve employee engagement

(Campanelli et al., 2021). ISO 45001 helps medium-sized organizations to prove their

commitment to staff health and safety and legal requirements, and improve their

competitiveness, particularly in tenders and contracts.

Short-Term Implication and Influence of ISO 14001 in Larger Sites

In larger companies, ISO 14001 implementation can have multiple short-term

implications and influences. Firstly, it enhances environmental performance as the company

implements processes and specific procedures to minimize their impact on the ecosystem (Yu &

Jin, 2022). As such, these activities make it safer for employees working in larger companies.

Secondly, it results in cost savings because the company becomes more efficient in its use of

resources and waste reduction (Yu & Jin, 2022). Efficiency implies that larger companies

prioritize the environmental outcome of their activities for the employees and other residents.

Thirdly, ISO 14001 implementation increases larger companies' competitiveness because more

customers seek environmentally responsible companies to do business with (Alsulamy et al.,

2021). ISO 14001 also enhances the company's reputation and credibility, as it demonstrates an

obligation to be sustainably and environmentally responsible. According to Alsulamy et al.

(2021), ISO 14001 safeguards the sustainability of the company's operations and improves the

overall health and well-being of staff and the environment. Thus, implementing ISO 14001 can
 75

bring numerous benefits to larger companies, making it a valuable investment in their future

success.

Compared to larger companies, the implications and influences of ISO 14001 in medium-

sized organizations have slight differences. Unlike larger companies, medium-sized

organizations may lack many resources available to implement and maintain an environmental

management system (Graafland, 2018). However, companies of average size can still benefit

from the improved environmental performance, cost savings, and increased competitiveness

from regular compliance. On the other hand, the positive reputation and credibility benefits that

ISO 14001 implementation facilitates have a more significant impact on medium-sized

organizations because their size allows for closer relationships with customers and greater

community visibility (Carrillo-Labella et al., 2020). In general, the benefits of ISO 14001 for

medium-sized organizations are partially proportional to their size, but the positive impact on the

environment and their operations remains highly substantial.

Medium Long-Term Implication and Influence of OHSMS in Smaller Sites

OHSMS implementation in smaller organizations has numerous long-term implications

and influences. Research shows that it can improve employee well-being and safety, increasing

productivity and satisfaction while reducing absenteeism and turnover rates (Jain et al., 2021).

These factors expand the organization's reputation, thus increasing trust and loyalty among

employees, customers, and other stakeholders. Secondly, an effective OHSMS helps an

organization comply with legal (law) and regulatory requirements, avoiding potential penalties

and reputational damage (Esterhuyzen, 2022). It is a function that helps the organization gain a

competitive advantage over other smaller businesses by demonstrating their commitment to

workers' occupational health and safety. OHSMS allows smaller sites to save, reducing the
 76

frequency and severity of accidents and incidents and improving the general efficiency of

operations (Esterhuyzen, 2022). Hence, implementing an OHSMS in smaller organizations

impacts (positively) employees' well-being, compliance, market status, and cost-effectiveness.

Medium Long-Term Implication and Influence of OHSMS in Larger Sites

In larger organizations, implementing OHSM maximizes the consistency and

standardization of occupational health and safety practices across the organization. The

continuity improves routines and productivity and reduces risks (Biswas et al., 2018). An

effective OHSMS helps larger organizations meet their legal and regulatory obligations and

requirements. These compliance perspectives are primary indications and demonstrations of

thorough allegiance to occupational health standards and safety to stakeholders, customers, and

employees (Biswas et al., 2018). Furthermore, it advances the organization's reputation and

competitiveness, especially for those in the same sector. Every firm desires to showcase its

engagement with environmental, social, and governance activities (Biswas et al., 2018).

Therefore, studies associate an OHSMS in larger companies with more effective management of

occupational health and safety risks and improving and sustaining reputation and determination

to compete.

In comparison, in medium-sized organizations, the medium to long-term implications and

influences of OHSMS is similar to that of smaller and larger firms. Research indicates that in

smaller organizations, an OHSMS improve the workforce’s well-being, increases productivity

and satisfaction, and at the same time reduces their tendency to skip work and turnover

(Salguero-Caparrós et al., 2020). Similarly, like large businesses, an OHSMS aids medium-sized

companies in complying with all legal and regulatory requirements. These demonstrate their

pledge to utilize various occupational health and safety for stakeholders and customers
 77

(Salguero-Caparrós et al., 2020). However, the impact of an OHSMS in medium-sized

organizations may vary from smaller or larger sites depending on factors like the size of the firm,

the industry it operates in, and the availability of the resources to support the successful

implementation of the system (Jahangiri et al., 2019). Nevertheless, a well-implemented OHSMS

can severely affect an average-sized company's occupational health and safety and its

performance, brand status, and competitiveness.

Macro and Micro Influence of OHSMS in Smaller and Larger Sites

The OHSMS has macro and micro influences on both smaller and larger firms. On Macro

Influences, the factors include; legal requirements, organizational reputation, and cost savings.

Research confirms that OHSMS aids organizations in meeting legal requirements and regulations

surrounding occupational health and safety (Górny, 2019). An effective OHSMS enhances a

company's reputation. They achieve these reputational needs by showcasing their unending

commitment to the staff's well-being (Roze et al., 2021). On the cost of savings, implementing an

OHSMS in larger and smaller sites reduces expenses linked to accidents, injuries, and even ill

health. Some of the micro influences emerging from the literature entail providing a framework

for managing health and safety risks and identifying potential hazards in smaller organizations

(Roze et al., 2021). In larger organizations, an OHSMS also acts as a centralized approach for

managing employee health and safety, thus guaranteeing consistent standards across the

company. Therefore, these systems have both macro and micro influences on smaller and larger

firms providing legal compliance, enhancing organizational reputation, reducing costs, and

providing a framework for managing health and safety risks as the primary highlights.

Comparatively, the macro and micro influences of OHSMS are similar for medium-sized

organizations as they are for smaller and larger firms. In terms of macro forces, medium-sized
 78

organizations face the exact legal requirements and can benefit from the improved organizational

reputation and cost savings through effective OHSMS implementation (Verra et al., 2019).

Concerning micro effects, a medium-sized organization also benefits from the centralized tactic

to manage health and safety that an OHSMS provides, ensuring uniformity across the

organization. However, medium-sized organizations may also encounter unique obstacles,

including the need for a more multipart OHSMS because of multiple employees and a wider

variety of hazards compared to smaller sites (Verra et al., 2019). Nevertheless, the benefits of

implementing an OHSMS remain the same, regardless of the organization's size.

Graphical Representation of Results

A response rate of 87% was achieved, and 197 respondents agreed to participate in the

study. Among those eventually included in the research, 53% were classified as working at small

sites, whereas 47% were considered from large areas (Figure 1). This classification was based on

the number of employees suggested by OECD Data (2017). According to OECD Data (2017),

companies can be categorized into different classes and sizes, and although various approaches

may be used, the number of employed individuals is the most utilized parameter. Organizations

with fewer than 250 staff are classified as SMEs and can be divided into medium, small, and

micro-enterprises. However, for this research, these subdivisions were disregarded. Large

organizations also referred to in this study as "large sites," were defined as having more than 250

employees. Figure 1 presents a pie chart showing that 53% were from small sites, while 47%

were from large businesses. The sample companies encompassed organizations from all the

sectors that this research considered for assessment; they included the aviation, construction, and

oil and gas industries.

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Figure 1: Breakdown of Participants in the Study by Organization Size

Number of employees

Large sites (250 and above)

47% Small sites (Less than 250)
53%

Small sites (Less than 250) Large sites (250 and above)

Concerning the participants who were eventually investigated by industry, Figure 2

indicates that oil and gas industry large sites were the most represented, at 31%. It was followed,

in descending order, by large construction sites (23%), large aviation sites (17%), small

construction sites (14%), oil and gas small sites (9%), and small aviation sites (6%). This sector

representation indicates all of the industries that were considered for investigation. The rest of
 80

the findings are reported as either small or large sites because the focus is on comparing how

differently sized sites implement ISO 45001 and establish the timeframes for implementation;

the unique challenges and constraints faced by the companies in the implementation process are

also compared. This approach made the analysis more manageable and more simplified to

follow. Comparing the companies by size and industry would have consumed more time and led

to a more complex analysis.

Figure 2: Participants by Industry

Industry

6%

23%

17%

9%

14%

31%

Aviation (small) Aviation (large) Oil and Gas (small)

Oil and Gas (large) Construction (small) Construction (large)
 81

ISO 45001: Implementation, Barriers, and Timeliness

A series of survey questions related to ISO 45001 implementation were given to

representatives from small and large sites without considering the industries. The first question

sought to determine whether the respective organization had implemented or was in the process

of implementing this standard. As explained, the essence was to examine how size impacts the

standard's implementation process. Figure 3 indicates that 18% and 11% of the small and large

sites, respectively, had fully implemented ISO 45001, whereas 25% and 15% of small and large

firms, respectively, were yet to implement it but were also working toward doing so. By contrast,

10% and 8% of the small and large sites had not implemented the standard but were merely

considering doing so. Additionally, 2% and 4% of the small and large areas had neither

implemented nor intended to implement ISO 45001. The overall results are interesting because

the general expectation is that large firms, unlike their small counterparts, would strive to meet

all health and safety standards to ensure their public image is reputable.
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Figure 3: Implementation Status of ISO 45001 at Small and Large Sites

Has your organisation fully implemented or is implemented ISO 45001?

No, don’t intend to

No, but using some parts

No, but considering

No, buit working towards

Yes

0 5 10 15 20 25 30

Large sites Small sites

The next question addressed whether the organizations were already ISO 45001-certified.

Figure 4 reveals that 12% of the small sites were already certified, compared with 5% of the

large companies. This more significant percentage arises from small businesses' less challenging

activities and operations. However, a relatively higher proportion (27%) of large sites than small

sites (18%) were in the progress of certification. The same trend was observed among those sites

considering certification for the future. This trend was expected since this standard recently

replaced Occupational Health and Safety Assessment Series (OHSAS) 18001 in 2018, and

numerous companies, especially the large ones, are still planning to implement it. The resources

large companies require far outweigh those needed by small sites. Also, as a means to maintain

their reputation in the global arena as businesses with a safe working environment, large firms
 83

are more likely to implement it. In contrast, smaller peers are usually not overly focused on

reputation.

Even though implementing an OHS management standard is voluntary, both small and

large sites are considering its adoption. Because of the reputation (mentioned above), firms

would want to show a high level of cooperation with every interested party and commit

themselves through an effective OHS system and the company employees, as well as the larger

community that the business may impact. They would want to ensure that their activities are

closely linked by actively cooperating with the identified interested stakeholders, not just internal

ones but also external ones. By doing all this, the company can demonstrate a high-level

commitment to working with a set of health and safety principles. It is an element that

communicates to all stakeholders that an organization is socially responsible. Indeed, other

benefits are also obtained by implementing this standard, such as continuous improvement,

improved productivity, reduced business costs, decreased OHS risks, safety, and so on (45001

Academy, n.d.).
 84

Figure 4: State of ISO 45001 Certification Among Firms Studied

Are you ISO 45001 certified?

No intention to certify

Considering for the future

In progress

Yes

0 5 10 15 20 25 30

Large sites Small sites

The survey also asked whether the participants' organizations implemented the standard

in all organizational functions, activities, sites, and parts. Figure 5 indicates that only 30% and

25% of the small and large organizations, respectively, were implementing it throughout the

whole organization, while partial implementation occurred in 7% of small and 13% of large sites.
 85

Figure 5: Full or Partial Implementation of the Standard

Is your organisation applying ISO 45001 to all sites, ac-

tivities, functions or part of the organisation?

Working towards part of organisation

Working towards whole organisation

Part of the organisation

Whole organisation

0 5 10 15 20 25 30 35

Large sites Small sites

As was the case for the new ISO 45001, more small sites (34%) than large sites (27%)

had already implemented other standards, such as OHSAS 18001. Interestingly, more small

businesses (26%) than large sites (8%) had previously not implemented different measures and

were thus not certified under other criteria. This low adoption rate might be due to less priority

being given to health and safety than would be the case in a large business. The results are

presented in Figure 6.
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Figure 6: Whether Small and Large Sites Have Other Standards or Certifications

Do you have any other ISO certification?

Still using another

No

Yes

0 5 10 15 20 25 30 35 40

Large sites Small sites

In addition, many small sites (20%) were currently required to be ISO 45001-certified by

their supply chain, contrasted with large firms at only 13%. Conversely, only 16% and 31% of

small and large sites, respectively, were not required to be ISO-certified by their supply chain.
 87

Figure 7: Whether 45001 Certification is a Requirement by the Supply Chain

Is ISO 45001 a requirement by your supply chain?

No at this time, but will be required in future

No

Yes

0 5 10 15 20 25 30 35

Large sites Small sites

A more significant proportion of large sites (45%) than small sites (13%) required their

supply chains to acquire ISO certification status. However, the proportions were somewhat

balanced, with large and small companies reporting 9% and 10%, respectively. Large sites play a

dominant role, requiring their suppliers to offer safe working conditions, act ethically and fairly,

treat employees with respect and dignity, and utilize environmentally responsible practices in

their activities and operations (Shou et al., 2022). Therefore, the requirement by large sites,

which potentially have contractual engagement with small-site suppliers, that their supply chain

must be ISO 45001-certified is logical.

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Figure 8: Supply Chain ISO Certification

Do you require suppliers within your supply chain to be ISO 45001 certi-
fied?

It will be a future requirement

No

Yes

0 5 10 15 20 25 30 35 40 45 50

Large sites Small sites

The survey results indicated that the clause that most influenced companies, regardless of

size, is leadership and employee participation. Thus, it is imperative for organizations in the

aviation, construction, and oil and gas industries to emphasize and prioritize these clauses during

the implementation process. Other essential aspects include planning, improvement, and

performance evaluation.

Specific sites may be unique in certain ways, and this would call for a situation where

prioritization of various aspects would be necessary, depending on how those sites view the

extent of the challenges.

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Figure 9: ISO 45001 Parts That Most Significantly Impact the Company

Which part(s) of ISO 45001 most significantly impacts

your company?

Clause 10 Improvement

Clause 9 Performance evaluation

Clause 8 Operation

Clause 7 Support

Clause 6 Planning

Clause 5 Leadership and worker participation

Clause 4 Context of the organization

0 5 10 15 20 25 30

Large sites Small sites

For large sites, the most challenging parts to understand were leadership and worker

involvement (20%), organizational context (23%), planning (13%), and performance evaluation

(11%). Similarly, high figures were recorded for small sites, as presented in Figure 10, although

to a lesser extent. For this reason, small and large organizations face (nearly) similar challenges

with understanding various clauses. Still, the magnitude of the problem is more remarkable for

large companies than for small companies.

The first two significant challenges cited above may have resulted from the working

operation of the new standard. For instance, other OHSAS implement a reactive approach,

primarily focusing on risks rather than solutions. By contrast, the ISO 45001 approach is more

proactive regarding health and safety in organizations, compelling the evaluation and
 90

remediation of hazards and risks before they lead to workplace incidents (Gasiorowski-Denis,

2018). The standard requires sites to emphasize objectives to facilitate assessing improvements

and performance to implement this approach; the purposes may vary by topic, including worker

participation. The same method requires firms to require top management or leadership to

actively include OHS in their overall management system (Gasiorowski-Denis, 2018). For this

reason, the approach is new, and many sites are still becoming accustomed to the factors related

to leadership and worker motivation. Undoubtedly, they will face challenges in these areas.

Figure 10: Most Challenging Parts to Understand

Which part(s) of ISO 45001 is most challenging to un-

derstand?

Clause 10 Improvement

Clause 9 Performance evaluation

Clause 8 Operation

Clause 7 Support

Clause 6 Planning

Clause 5 Leadership and worker participation

Clause 4 Context of the organization

0 5 10 15 20 25

Large sites Small sites

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The clauses the participants found most challenging to meet, regardless of the site, were

leadership and worker participation, organizational context, performance evaluation, support, and

operations (Figure 11). Interestingly, oversight and worker participation (27%) and support (9%)

appeared to be more challenging for small sites than large organizations, which can be attributed

to the inadequate leadership and resources that characterize small companies. In contrast,

organizational context (17%) was the most significant challenge for large sites, possibly due to

the many stakeholders involved in the implementation process.

Figure 11: Most Challenging Part to Meet

Which part(s) of ISO 45001 was most challenging to meet?

Clause 10 Improvement

Clause 9 Performance evaluation

Clause 8 Operation

Clause 7 Support

Clause 6 Planning

Clause 5 Leadership and worker participation

Clause 4 Context of the organization

0 5 10 15 20 25 30

Large sites Small sites

 92

Moreover, large sites stressed leadership and worker participation (30%) more

outstanding as the most demanding aspects, followed by planning (18%) and organizational

context (15%). By contrast, areas that were most demanding for the small sites were leadership

and worker involvement (13%), support (13%), and organizational context (7%). Overall, large

businesses indicated holding more substantial views about parts expected to be more demanding

than small sites, as evidenced by the percentages.

Figure 12: Areas That Should Be More Demanding

What sections of the standard should be more demanding?

Clause 10 Improvement

Clause 9 Performance evaluation

Clause 8 Operation

Clause 7 Support

Clause 6 Planning

Clause 5 Leadership and worker participation

Clause 4 Context of the organization

0 5 10 15 20 25 30 35

Large sites Small sites

In addition, companies felt that certain parts were too demanding and unrealistic. Both

small and large sites exhibited a similar trend in response to this question, with the most widely

selected aspects being worker participation and worker involvement, organizational context, and

improvement. The percentages registered by small sites were 14%, 13%, and 12%, while those
 93

by large areas were 27%, 16%, and 11%, respectively, for these three clauses (Figure 13).

Furthermore, large organizations were more emphatic than their smaller counterparts. These

results are consistent with areas that the business enterprises understand poorly.

Figure 13: Parts That Are Too Demanding or Unrealistic

Which areas of the standard are too demanding or have unrealistic

requirements?

Clause 10 Improvement

Clause 9 Performance evaluation

Clause 8 Operation

Clause 7 Support

Clause 6 Planning

Clause 5 Leadership and worker participation

Clause 4 Context of the organization

0 5 10 15 20 25 30

Large sites Small sites

Regarding the variations in implementation timelines, large sites experienced longer

timelines than their small peers. Figure 14 indicates that most small organizations (85%)

implemented their standards within six months, whereas most large firms (75%) required

between six and twelve months. Notably, a higher percentage of large sites (22%) extended

beyond even twelve months, compared with small businesses (1%). These variations are

determined by many factors, including available resources, expertise, knowledge, and focus

(Sutapa et al., 2020). In addition, for larger companies, other factors may also come into play.
 94

Figure 14: Implementation Timelines

How long did it take you to implement the

standard?

More than 12 months

6-12 months

Up to 6 months

0 10 20 30 40 50 60 70 80 90

Large sites Small sites

Finally, the key areas where organizations require additional guidance about ISO 45001

are risk and opportunity management, worker participation and consultation, leadership, and

OHS culture (Figure 15). These aspects are common to both types of organizations and should be

considered by the departments responsible for implementing the standard. Nevertheless, other

elements ought to be focused on as well.

 95

Figure 15

Areas of Additional Guidance

Would your organisation like additional

guidance on particular aspects relating to this
standard?

OH&S culture

Performance metrics

Sector-specific

Occupational health

Measuring and monitoring

Incident investigation

Risk and opportunity management

Worker participation & consultation

Leadership

0 5 10 15 20 25 30 35 40

Large sites Small sites

 96

Chapter 5: Discussion

These results revealed that a smaller proportion of large sites than small sites had

implemented ISO 45001 and considered implementing it. This finding might be related to the

complexities, elaborate planning and implementation, and the significant number of resources

usually involved at large sites. Thus, large organizations may require more time than small firms

to meet the ISO 45001 requirements. On the other hand, for small companies, particularly those

with similar standards already, the transition process is less complex, involving less planning and

resources. Considering that the measure came into force in 2018, which is barely five years, the

proportions are understandable.

Thus, it would be imperative to conduct further investigation to assess the main reasons

large companies are relatively slow in adopting and implementing this standard, despite their

typical desire to ensure certification by all globally recognized standards. On the other hand,

15% of small and 6% of large sites were working toward implementation in the whole

organization, and 2% of small and 7% of large organizations were working toward a part of it.

Hence, a more significant proportion of small sites worked toward the whole organization, while

large businesses may have considered only the most essential components first to ensure an

efficient implementation. It is expected because, with small firms, the processes involve reduced

costs, and planning is less sophisticated. Thus, implementing the standard throughout the (whole)

organization will not be as challenging as when the site is vast. In the latter case, the company

may consider focusing on the most at-risk parts before heading to other less risky areas. Thus, a

partial implementation may be justified for this reason.

The higher requirement for small sites might be because they operate under large

organizations and are thus required to comply with the parent company's needs. Indeed, large
 97

organizations often implement health and safety standards as part of their culture rather than

compliance.

These findings are consistent with what other studies have established. According to most

researchers (e.g., Akbar & Ahsan, 2019), an increasing number of large companies (usually large

sites in the current context) believe that all people who make their products (typically small sites

in this context) have the right not only to be safe but also to work in a healthy environment.

Employee well-being, safety, and health have become essential in today's organizations.

Accordingly, many small sites are expected to offer and maintain a safe work environment and to

integrate viable OHS management practices into their activities. Their employees have been

given the right not to accept unsafe work; they also have the right to report unhealthy working

conditions. The firms are expected to acquire, maintain and comply with the needed OHS

permits, including ISO 45001. In addition, they should take responsibility for identifying,

evaluating and managing OHS hazards via appropriate strategies. Thus, these expectations and

requirements may have compelled the small sites to implement many health and safety standards

like the recently enforced 45001. Rewarding or simplifying the activities mentioned under these

clauses would be essential to implement the measures better.

ISO certification is a great starting point for the process of quality improvement. Firms

with an ISO certification often emphasize quality more than non-certified organizations. A

corporation must constantly make strategic and operational decisions about implementing an

efficient occupational safety and health (OHS) management system. The suitable framework for

this is provided by the internationally applicable ISO standards, including ISO 50001, ISO 9001,

ISO 14001, and ISO 45001. The standards designers contend that implementing the

abovementioned requirements will not be sufficient to implement the OHS management system
 98

successfully. The success elements listed in the standard criteria should instead be filtered out

and provided with consideration for a healthy environment. All three management systems share

the ongoing improvement objective and numerous other formal requirements. Although they

have different approaches and levels of prescription, the ISO 9001, ISO 14001, ISO 45001, and

ISO 50001 standards are consistent with the new high-level framework in terms of content,

language, and many of the requirements.

 99

Differences in Implementation in World-Class Organizations

World-class organizations uphold exceptional standards in their operations that may not

apply to primary organizations. The implementation of ISO 45001 is relatively rigid and detailed

among world-class organizations. The limiting conditions that control the firm's performance

include efficient resource management and capability enforcement. For example, a world-class

organization does not condone resource wastage due to insubordination. There is a customer

focus, where the organization discourages bureaucracy by promoting customer satisfaction more

than profit-making (Morgado et al., 2019). World-class organizations possess a strategic vision

toward promoting a sustainable working environment. They focus on quality assurance and

promote an optimal environment regarding the safety and health of their workers. Lastly, world-

class organizations create values and virtues that underpin the operations performed by all

stakeholders.

The difference in implementation manifests in variations in benefits and goals, where a

world-class implementation of ISO 45001 policy creates benefits. The cost of incidents is

reduced due to the predictive and preventive measures. Reduced insurance premiums are realized

since the working environment has minimal safety and health incidents (Purwanto et al., 2020).

Furthermore, employee absence and turnover ratios are reduced to enhance the execution of

duties. There is also an improved ability to respond to emerging issues affecting workers

adversely. Therefore, the world-class organization earns international recognition and acts as a

supervising body to benchmark other growing organizations. There are reduced risk levels

toward achieving the objectives of the organization.

 100

World-Class Safety in 2022

It has become relatively easy to measure how close to or far from world-class safety

practices a company is and then improve the situation (Kumar, 2014). However, work

environments vary in many ways, including geographical locations and resource endowment;

hence, safety can still mean different things to different people. World-class safety is a profound

phenomenon that contemporary organizations continue to pursue to meet health and safety needs

in the workplace. According to the Occupation Safety and Health Administration, all workers are

entitled to a secure environment that guarantees protection from preventable hazards. Ideally, the

simplest definition of "world-class" would be the recognition of being among the best.

Scholars consider the phrase a description of the positive features of an organization's

safety culture compared with others in a similar industry. For others, world-class is a measurable

achievement attributed to excellent performance in a particular activity. The metrics used to

evaluate safety standards can include employee engagement and training. However, some

scholars would disagree and argue that world-class safety requires sustained effort and that

attaining safety measures should not be treated as an award.

In 2022, most leaders understood that success encompasses various components, of

which ensuring the safety of employees is just one. Firms have sought relevant tools and are

busy implementing and remodeling their designs to suit the desired world-class safety system.

Awards such as America's Safest Companies recognize efforts to ensure high safety standards.

Several factors are considered, including the leadership management of safety practices, the

involvement of employees in the safety process, training programs, innovations that promote

safety despite challenges, and the rate of injury against the average frequency of occurrence in a

specific industry.
 101

World-class safety is an investment for any company that seeks it since the benefits last

longer. Generally, organizations that value safety attests to success in most other areas of their

operations. Such companies build their employees' morale, which improves productivity because

the employees understand that their employer cares about them. Consumer confidence also

increases for such organizations because modern-day consumers need to know that products and

services are safe. Additionally, it is reassuring to know that the whole process is secure and those

involved are unharmed, which describes the concept of "conscious green consumption." It may

manifest through incorporating safety values into the work culture and may be evident in

employee engagement regarding safety and concerns (Safesite, 2020). Transparency in injury-

prevention procedures and continuous security training can lead to less reactivity and more

proactive safety solutions.

How can World-Class Safety be Achieved?

Building a world-class safety system may be challenging, but it is achievable. It may

require a great deal of commitment, but so does everything worthwhile. Once achieved, the

rewards cut across the professional and personal realms. The results include high employee

satisfaction and hence a competitive edge in the market for the company. Due to the high level of

expected excellence, those seeking it must live by the slogan and belief that all injuries are

preventable. It is the only way to (constantly) ensure injury prevention and full accountability if

an accident occurs.

The following five-step procedure highlights a safety plan and provides clear guidelines

for achieving it. The first step is assessment. Evaluating the culture in a workplace is as crucial as

conducting a safety or risk assessment. It helps to pinpoint whether safety is a part of the values

of that organization. Practices align with the desires of management. If managers value their
 102

employees and wish they would not get hurt, the safety measures will reflect that sentiment. The

assessment can be conducted through observation, direct questioning, or surveys and reviews. A

practical evaluation provides clear grounds for mapping the next steps.

The second step is to design a safety program with clearly stipulated roles and

responsibilities at all levels, which creates an excellent system. A steering committee can ensure

the appropriate allocation of capital and resources and implement efficient strategies to attain the

set goals. The team will make decisions based on the collected data and information regarding

the rate, types, and severity of reported incidents and related factors. A tracking and monitoring

system can measure the progress and determine the success of the system being implemented and

is also helpful for identifying lagging points.

The third step is training in safety management. This duty primarily falls to line managers

since they are responsible for the security of employees during production and operation.

Unfortunately, most line managers lack the knowledge and skills to follow through with the

implementation of safety systems successfully. It complicates and compromises the whole

process. The training equips them with investigation skills and the development of corrective

actions, among others (Rusli et al., 2021). The fourth step is employee training. Training of this

nature occurs intensively during the organization's "safety week." To achieve world-class safety,

having a safety week in the organization's calendar is an easily accomplished task.

Finally, in the fifth step, a safety plan is developed to provide an approach in phases.

Input for the scheme is obtained from information gathered from all of the departments in the

organization. The project must have objectives for safety that are in line with the goals of the

company. It should also address short- and long-term safety concerns. The objectives should be
 103

aggressive but attainable, with measurable goals since the focus is on attaining world-class

safety.

Other measures may be to identify potential accident points by, for example, checking the

anchor points of engineering to ensure fall protection where employers work at heights. Regular

housekeeping is also essential to ensure proper sanitation and identify leaks or clutter, which

could lead to people slipping, tripping, or falling (Rusli et al., 2021). Clutter and improper

storage can reduce accessibility or obscure access to emergency exits and spaces that would be

helpful in crises.
 104

Summary

In summary, various organizations try to ensure they are environmentally healthy, safety

conscious, and compliant to view sustainability today. Doing so can help businesses save on

regulatory fines and lost time during injuries, improve efficiency, and strengthen brand identity

among customers. The public and potential employees desire to work in an organization with

stringent measures to guarantee their safety. If they do, they may transfer to or look for

employers who prioritize their health and workplace safety. As a result, it is intricate to argue

against fewer workplace injuries and illnesses. However, a company cannot simply claim to be

safer and healthier and then fail to prove it; verifying a company's health and safety activities is

essential. ISO 45001 certification may help such industries, large or small, take a proactive

approach to hazard identification and improve organizational health and safety.

This study conducted primary research to understand how sites implement ISO 45001,

determine implementation timelines, and identify the significant hurdles. It focused on three

sectors, aviation, construction, and oil and gas, comparing small and large sites. A quantitative

questionnaire-based survey was used, in which participants from these small and large

organizations in all three industries were asked several questions relating to the study's

objectives. The survey was composed of closed-ended and multiple-choice questions. The

analysis was based on classifying small and large companies to simplify the presentation of the

research results.

Contribution of this Study

These contributions are part of the primary outcomes of this research. The findings

demonstrated that while small sites vary in how they implement this standard compared with

large firms, they also face unique challenges. The results also showed that more small companies
 105

had implemented the standard than their large counterparts. The reason was explained in terms of

the extensive planning and resources the latter must use to meet the standard's requirements.

Even though large sites might be more "compelled" than small sites to implement ISO 45001, the

requirements for large companies are vast, and they are thus forced either not to implement the

system or to do so partially. Notably, worker participation and leadership were the central

obstacles to implementation in both firms, an element related to the new initiative-taking

approach of ISO 45001. This study's contribution is that as other organizations continue to adopt

ISO 45001, they must have an elaborate mechanism of complete employee and leadership

engagement. Without the participation of these two parties, the OHS programs are unlikely to be

successful and could lead to unmatched reputational damage.

The research also investigated the difference in implementing ISO 45001 compared with

smaller businesses. Due to the lack of established standards, integrating 45001 is more difficult

for smaller sites. Furthermore, their timelines for implementation differed, with large

organizations requiring more extended periods due to the complexity of the processes often

involved. The lengthier period needed by large companies is attributed to many factors based on

the intricate nature of the processes involved. These complexities range from extensive planning

and resources required to a lack of formal external pressure to achieve a safe workplace. Another

essential contribution of these difficulties in ISO 45001 implementation is that a prerequisites

plan is mandatory regardless of a firm's size. Managers of organizations seeking to abide by the

law and comply with international OHS standards should start by developing an execution

framework.

In summary, implementing ISO 45001 is vital for any organization that aims to maintain

high OHS management standards. Organizations can implement this standard irrespective of the
 106

size or nature of the business since health and safety risks are indiscriminate. Notably, few

differences exist between smaller and larger firms in terms of implementation besides the

constraints imposed on smaller sites by limited expertise and resources. Thus, smaller firms can

implement (successfully)and maintain ISO 45001 to achieve enhanced health and safety

standards with adequate resources and expertise. As illustrated in Chapter 5, there are five steps

in the implementation of ISO 45001 by organizations.

Undoubtedly, the ISO 45001 policy is a tool that can structure any organizational

framework. Implementing this policy and protecting workers' safety and health conditions in

manufacturing and other industries is necessary. These huge organizations are prone to accidents

due to their large-scale platforms. For ISO 45001 to be successful, total commitment is required

throughout organizations, regardless of their size, nature, or context.

Furthermore, following the four steps discussed in the previous chapter, without seeking

shortcuts even after implementation is crucial. These are essential preventive measures for

ensuring that workplace hazards are efficiently managed, thus improving safety and averting

disasters. Employee health and safety are not optional; organizations should avoid shortcuts that

may demoralize their highly productive teams in the long term.

Study Limitations

While this study offered insightful aspects of the recently enforced ISO 45001 for small

and large sites, the research was not without shortcomings. One of the critical limitations was

that the subject was vast and may not have covered some details. Thus, future studies should

narrow the issue. For instance, they could focus on a specific industry. In addition, this was the

first empirical study, to the authors' knowledge. Accordingly, more primary research should be

conducted to verify these findings.

 107

Future Work and Recommendations

Future researchers should examine the role of ISO 45001 in promoting the health and

safety of employees, and for better results, they should focus on one particular industry.

Targeting a population from the same sector will allow the scholar to exhaust all aspects of

OHSMS and minimize the complexity of suggesting workable implementation approaches.

Future works should also adopt a case study design and increase the sample size. Case studies

will reduce the irrelevant of vague generalization, which often makes results unrelatable to the

target audience. Larger sample sizes will the actual population, making it manageable for other

firms in the same industry to replicate the results and get nearly the same results. Companies'

first step in adhering to ISO 45001 should start with a throughput plan. It should be

implementable with leaders' and employees’ full participation and commitment in the

implementation process. While ISO 45001 is partly a legal requirement and initiative to build a

good reputation, firms should not set themselves up for failure. Thus, large and small

organizations should consult with their counterpart (especially those who have been successful)

to help them with proper OHSMS designs. Managers should be willing even to pay consultative

fees to get an expert opinion on improving their OHS strategies.

 108

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Appendix A

Questionnaire Survey

 Demographic Information

 Gender

 Male

 Female

 Age

 20-29

 30-39

 40-49

 50-59

 59 and older

 Industry

 Aviation

 Oil and gas

 Construction

 Position

1. Executive

2. Manager

3. Professional

 Implementation, Timeliness, and Hurdles of 45001

 Has your organization fully implemented or has implemented ISO 45001?

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 How long did it take you to implement the standard?

 Are you ISO 45001 certified?

 Is your organization applying ISO 45001 to all sites, activities, functions, or part of

the organization?

 Do you have any other ISO certification?

 What is the size of your organization?

 Which industry does your organization operate?

 Is ISO 45001 a requirement in your supply chain?

 Do you require suppliers within your supply chain to be ISO 45001 certified?

 Which part(s) of ISO 45001 most significantly impacts your company?

 Which part(s) of ISO 45001 are most challenging to understand?

 Which part(s) of ISO 45001 was most challenging to meet?

 What was the reason for the challenge?

 What sections of the standard are more demanding?

 Which areas of the standard are too demanding or unrealistic requirements?

 Which areas of the standard require fewer rigid requirements?

 Which areas of the standard require more rigid requirements?

 Do you think there is any essential component of occupational health and safety that

is missing?

 Would your organization like additional guidance on aspects relating to this standard?