Let's Discuss! Retail Ergonomics...for workers and customers

The Synergy between Future Aviation & Human Factors →

This article is a summary of the part of white paper “The Human Dimension in Tomorrow’s Aviation System” by the Chartered Institute of Ergonomics & Human Factors (CIEHF). The article will cover four aspects of the paper; urban air mobility, intelligence interfaces, future workforce / flight crew and future governance.

Intelligent Interfaces

In the future, computers and/or AI will replace jobs that are currently carried out by humans. However, more humans will work in skilled jobs that have an intelligent assistant (IA) to support them. This is known as human-machine teaming, a great example of Human Factors. The IA should be able to reason and explain data from complex situations that a human cannot. The pilot should be able to understand recommendations from a computer and not have to make some of their own calculations to receive instructions. This would be a poor design and almost makes the system more inefficient than if it was not in place. The IA does not try to copy the pilot’s thought process, but instead uses its own algorithm to understand the data it is analysing. The limitations of such an IA system must be considered so based on the intelligence and skill of the pilot, the human will still the make strategic decisions, rather than what the IA is telling the pilot to do.

Urban air mobility

By having an IA, this allows the possibility of single pilot operation. This will be beneficial as the paper discusses that there will be a lack of pilots based on aviation growth models. Rather than having a pilot and a co-pilot, there will be a pilot and IA, allowing two planes to be flown at the same time for every current pilot/co-pilot team. This will lead to a large redistribution of personnel across the aviation industry. In terms of safety, a single pilot operation needs to be as good as current safety levels. A single pilot aircraft will also have to fully (and safely) integrate into the rest of air traffic, such as delivery drones, ski taxis and suborbital hypersonic travel, which is a complex and highly co-ordinated task.

Future flight crew/workforce

In addition to this, decreasing the number of pilots needed per plane, will reduce a future shortage of pilots and prevent a decrease in recruiting standards. However, from a Human Factor’s perspective, it must be considered whether the cockpit and training will be redesigned for a tabula rasa or an experienced pilot with thousands of hours under his or her belt. The training should consider that future pilots will have grown up in a technology advanced world and interacting with this technology on almost a daily basis. New technology such as VR and eye tracking devices can be used by both instructors and budding pilots to make the training schedule more efficient, realistic and convenient. IA will also be encouraged incorporated in new training regimes.

Future governance

The aviation industry uses tightly coupled, complex systems with human and machine interaction, leaving the possibility for significant risk. Since most aviation accidents are caused by human error, Human Factors must therefore be considered to prevent this from happening. A system safety assessment (SSA) already comes in the form of Failure Modes and Effects Analysis (FMEA). This calculates what can go wrong, the likelihood, the consequences and how it can be discovered in the first place. However, the safety analysis of a given system, could be improved if complemented by a Human Hazard Assessment (HHA), a systematic approach to limit the risk of human error. The combination of a SSA and a HHA is known as a Total Systems Approach (TSA). A TSA incorporates Human Factors elements, which helps to address all system elements and their interactions throughout a full life cycle.

Publishef by Adam J Rainey

The Synergy between Cybersecurity and Human Factors →

Batman and Robin, Butch Cassidy and the Sundance Kid, cybersecurity and Human Factors. What do they all have in common? They all have synergy. When thinking about cybersecurity, one does not automatically think about the relevance of Human Factors. However, this blog will attempt to enlighten the reader on the importance of the synergy between cybersecurity and Human Factors.

First, we need some definitions so that we are all on the same page. Cybersecurity can be defined as the technologies, processes and people that are designed to protect systems, networks and data from cyber attacks. Human Factors can be defined as improving the interactions between humans and machines.

The golden rule of cybersecurity is that “the human is the weakest link”. This claim can be backed up by the fact that 95% of all cybersecurity incidents are caused by human error (Clark and Misstear, 2021). This is where Human Factors comes into play, since the human is a fundamental part of where things can go wrong in cybersecurity. Since the human is the end user, Murphy’s Law, “anything that can go wrong will go wrong”, and the phrase ‘to err is human’ should be carefully considered with cybersecurity.

A first step to improve cybersecurity, on an individual level, is by implementing Multi-factor authentication (MFA). This applies when there is more than one step to access a given system. There are three main aspects of this. MFA is something that you

 know (password)

have (phone or email to get another code sent to you)

are (biometrics - a fingerprint or iris scan)

While using MFA is far more secure, it can often be perceived as inconvenient. Reliance on MFA is better assured if users understand why they should follow the steps. The instructions also need to be clear, intuitive and the authentication needs to be seamless, which helps to improve the user experience (UX).

Organisational culture is a key way to combat cyber threats/attacks. Organisational culture defines how an organisation defines its shared values and assumptions on how people behave and interact and how work activities should be carried out. Therefore, an organisation’s cybersecurity culture determines how secure it is. A robust organisational culture is vital to improve cybersecurity and is can be fostered by providing training for employees on appropriate behaviour, assumptions and values. For example, by encouraging strong passwords, implementing MFA, banning the use of USBs and thinking twice about what is said and shared in emails. Employees social media posts and images are often used and abused by social engineers to achieve their aims too. It would also be wise to enlighten employees on best practice when information sharing.

Social Engineering is a form of psychological manipulation on individuals and a popular tactic among hackers as a first step to gain access personal information or entry to a system. Individuals should also remain vigilant for forms of social engineering such as (spear) phishing, vishing and smishing. Phishing is when an electronic communication pretends to come from a legitimate source but is in fact an attempt to install malware on the recipient’s device to get sensitive information from the recipient. Impersonation is another tactic used. Avoiding falling for social engineering also includes thinking twice about holding a door open to the business for someone they have never seen. Someone could walk straight to the system that they want access to without even being stopped.

The Swiss Cheese Model (SCM) is an important concept in risk analysis and management and error prevention, both relevant and used in the fields of (cyber)security and Human Factors. The SCM is helpful for identifying weak spots, developing strategies to avoid weaknesses and error and to demonstrate the value of adding additional layers of protection to any system. Think of the holes in the cheese as places cyber attacks can penetrate. By having many layers of cheese (protection) this will make it far harder for the holes to line up, i.e. make it harder for cyber threats to penetrate a system.

The term Industrial Espionage covers a range of activities performed to gain competitive advantages or sabotage and involves insider and outside threats. This is where human motivation and ability to penetrate systems meet in a destructive manner. Insider threats could be an aggrieved employee who has a bone to pick with a company. Make the working conditions and salaries conducive to happy employees. Outsider threats could be rival companies trying to access information to gain commercial advantage. There also could be state actors if the organisation or company deals with systems that are sensitive to national security.

Autonomous Systems include autonomous control of buildings, warehouses or vehicles, UAV’s, robots that interact with humans and software for assisting human tasks. Whilst an autonomous system can greatly assist humans in hazardous, physical or cognitively demanding tasks and environments as well as process and analyse vast quantities of data entire systems, it will have vulnerabilities. Implementing Human Factors and security strategies such as modelling, surveillance, vigilance and training are essential. All lines of technology and human defence are need to be implemented given the huge security and safety implications if a system is breached.

There is often a common misconception that cyber threats are carried about by hoodie wearing hackers in a darkened room frantically typing creating persistent and unstoppable threats. The reality is that the human on the receiving end has many simple lines of defence that can make the cyber attackers' efforts far more difficult. None of the techniques mentioned in this blog need any advanced technical training to mitigate the risk of cyber attacks. The implementation of Human Factors and an increased awareness and understanding of cyber threats can significantly improve the cybersecurity of a system.

Published by Adam J Rainey

Bibliography

Clark, N. & Misstear, S. (2020). The Human Firewall. The Ergonomist, 8-9.

Meeuwisse, R. (2017). Cyber Security for Beginners.

Ergonomics Infographics Series - Manufacturing & Production Ergonomics

First in new series of infographics. This one relates to Manufacturing / Production Ergonomics

Holistic design and the need to reconnect with nature for well-being to be the main features for built environment design in 2021

According to an article by Rockfon “The growing awareness of sustainability, holistic design and the need to reconnect with nature for well-being is going to be the main features of 2021.”

In summary;
📌Sustainability (particularly human sustainability)
📌Holistic design
📌Reconnecting with nature (biophilic design)
📌Acoustics
📌Indoor comfort
📌Consideration of materials used
📌Use of space
📌End-user (occupant) behaviours & experience...

These mentioned are only some of the many elements included in the specialist area of Human Factors in the Built Environment...

#builtenvironment #humanfactors
#biophilicdesign #sustainability #architecture #occupantexperience

If you’d like to know more or need any consultation, please get in touch.

Green walls, living walls...creative & stylish biophilic design

🍃🌱🍃 These ‘living walls’ are amazing. We could all benefit from some of these in our indoor spaces.

What’s not to like...

✔️calming, enjoyable, promotes wellness
✔️creative
✔️cleanses our indoor air
✔️improves acoustics
✔️brings nature indoors

All part of creating a healthy building and suitable for any indoor space.

Stunning impact these living walls make. Note the various textures of greenery and the inclusion of natural materials such as wood, stone, pebbles. Use of muted, neutral colours are very calming. Biophilic design at its most creative and stylish.

#biophilicdesign #natureindoors #humanfactors #acousticdesign #airquality #healthybuildings #wellbeingstrategy

Green roofs

I love the concept of green roofs. This worthwhile article puts forward a sound case...

The WELL Building Standard and the Fitwel certification both advocate for green spaces in or around buildings promoting gardening and time spend outdoors with nature as beneficial for fitness, wellness, social interaction and building community spirit. Also the environmental gains of providing eco-areas are a gain for the building and urban area too and reinforce the 2 of the 3 pillars of sustainability. (people, planet and profit).

“To convince investors and developers that installing green roofs is worthwhile, economic arguments are still the most important. The term “natural capital” has been developed to explain the economic value of nature; for example, measuring the money saved by installing natural solutions to protect against flood damage, adapt to climate change, or help people lead healthier and happier lives.”

Smart & Healthy - The EDGE Olympic Building - a shining example

The EDGE Olympic Building by EDGE Technologies in Amsterdam, The Netherlands is exemplary! Just take the virtual tour on the link here to check it out.

This new generation smart building showcases research and technical innovations in health and wellbeing and is designed to minimise its environmental impact. It incorporates a digital infrastructure that connects to a single cloud platform so users can access, personalise and use their workspace using a smartphone app. The building was the first in The Netherlands to receive the WELL Core & Shell Platinum Certification.

#WeAreWELL
#TheWorldNeedsBetterBuildings
#healthybuildings
#humanfactors
#smartbuildings
#indoorenvironments
#biophilicdesign

An holistic design approach for healthy buildings

As a human factors specialist, I love and appreciate these design considerations from Wellspace Architects. A comprenhensive, research-based, holistic approach to the design and use of sustainable and healthy buildings.

#healthybuildings #wellnessintheworkplace #designwelllivebetter #architectureandpeople #humanfactors

Future Workplace strategies and trends

This is really useful and timely report by CBRE Ireland 👏🏻. It’s very clear that considerations re use of space, health & wellness strategies, smart buildings technologies and creating healthy environments to entice employees back to the workplace, when and as appropriate, need to be taken to the next level. Essentially design of workplace needs to be more human-centric.

Holistic approaches or frameworks like the International WELL Building Institute (IWBI) WELL Building Standard, for example, could potentially serve to address many issues / concepts raised in this report and others.

#workplace
#healthybuildings
#humanfactors
#smartbuildings
#wellness
#Humansustainability

Ergo & Wellbeing Ltd has a Fitwel Ambassador

We have gained the Fitwel Ambassador certification!

Fitwel is a premier benchmarking and certification system for optimising building design and operations to support health and wellbeing not only in buildings (residential and non-residential), but extending into communities. It includes policies for mental health, social interaction and increases civic trust.

The Centre for Active Design is the 3rd party certification.

As a Fitwel Ambassador she is well-versed in the connection between design, health & wellness and occupants’ experience and have a clear understanding of how to integrate the strategies into projects.

There are 7 Impact Categories

• Impacts community health

• Reduces morbidity and absenteeism

• Social equity for vunerable populations

• Increases physical activity

• Promtes occupants safety

• Provides healthy food options
  
  Fitwel certification
  
  * incorporate 55+ operational, policy and design strategies
  * is based on 3000+ evidence based research studies
  * is suitable for existing buildings and new, for all types of buildings, excluding single dwelling.
  * is cost effective

• Design Certifications and Build Certifications
  * uses dynamic weighted points system
  * has no prerequisites
  * is applicable across portfolios

Certification goes beyound the envelope and is divided into 12 sections

1. Location

2. Access

3. Outdoor spaces

4. Entrances and Ground Floors

5. Stairs / Stairwells

6. Indoor Environments

7. Workspaces / Dwellings

8. Shared spaces

9. Water supply

10. Grocery Stores, Cafes and Prepared Food Retail

11. Vending machines / Snack Bars / Micromarkets

12. Emergency Procedures

    
    https://fitwel.org/

    https://fitwel.org/certification/
    
    If you would like more information, please contact us.
    
    #Fitwel Certification System #healthybuildings #builtenvironment #socialsustainability #healthybuildings #healthycommunities #wellbeing #buildingoperations #facilitymanagers

Working from Home Guide: Tips & Best Practices →

Content written for Safeti.com

WFH - The Dutch Experience - what can the Dutch teach the world about working from home? →

The BBC featured a Worklife 101 article in June entitled ‘What the Dutch can teach the world about remote work’. Five months later, I think it important to draw attention to it again. The article reflects on a refreshing and modern outlook that the Netherlands has already about remote working. This isn’t anything new for the Dutch. Whilst most of the world lags behind, the Netherlands (and following behind Finland), are a shining beacon of embracing remote working, making it work for both employers and employees. The Dutch has the right combination of high-speed internet access in homes, technology, culture and approach to make remote working successful. They understand the digital and social framework needed to support home working and make it sustainable in a post Covid-19 world.

Most significantly and the lynch pin of success, is that employers place a lot of trust in employees; culturally they are judged on what they deliver and not hours sat at their desk. This does not surprise me as my impression of the Dutch, having been there on many occasions, is that they are a pragmatic, sensible, responsible, equitable nation. Taking responsibility for your own actions and looking after each other are built-in traits of being Dutch, traits which I certainly admire and which holds them in good stead though good times and bad.

Employers in the UK & Ireland could look toward The Netherlands for best practice ways to implement home working policies and setting up virtual, remote offices. The Dutch tried and tested framework of a smart combination of working from home and meeting in real life will be emerging more in other countries. With regard to regulations, Dutch employers are motivated to make sure that their employees have healthy working conditions at home as The Netherlands have stringent sick pay legislation. According to information provided by the Netherlands Enterprise Agency, RVO | Statistics Netherlands, CBS

‘If you own a company in the Netherlands and one of your employees becomes ill, you are required to pay at least 70% of their last earned wages. You are obliged to do this for a maximum period of two years.’

As we know it costs to put in control measures to look after employees, however sickness, absence and turnover can easily cost even more. As a few final takeaways, here are a few quotes from the original article - well worth the read in full.

Aukje Nauta, an organisational psychology professor at the University of Leiden, who is researching how companies can enhance individuals in a dynamic work context, believes that employers could look toward the Netherlands for inspiration as they consider how best to implement remote-work policies and set up virtual offices. “Values such as democracy and participation are deeply rooted in the Dutch working culture, so managers place more trust in their workers than elsewhere in the world,” she says. “For example, ING bank [an influential Dutch company based in Amsterdam] now has a policy on unlimited holidays implemented for pilot groups of workers, who can take as much holiday as they want as long as their tasks do not suffer. Employers elsewhere are now learning that employees can be trusted to work from home, and I believe that in post-corona[virus] times, smart combinations of working from home and meeting in real life will emerge more and more worldwide.”

There are also broader social contexts that enable remote work to flourish in the Netherlands.

“Physical infrastructure is well developed, and public and commercial remote-working facilities are plentiful,” says Bart Götte, a business futurist and psychologist based in Amersfoort. “Public libraries have reinvented themselves as massive and comfortable modern working spaces, and there are an enormous number of small, quality coffee shops that service the remote workforce. Employers in the Netherlands have also seized the opportunity to cut costs and become more productive – they need less square metres of expensive office space…”

We are in the midst of a turbulent learning curve whilst Covid-19 continues to impact business in the UK and Ireland. Now is the time to rethink outdated policies, procedures and introduce wellbeing initiatives, as well as reflect on the Dutch experience customs and values. The Dutch success at least gives us confidence that WHF can be a long-term solution to keeping our economies and entrepreneurism buoyant as well as a facilitator for a healthier work-life balance.

As The Netherlands displays a combination of attuned infrastructure, investment in a digital future and culture of trust that makes it an aspirational archetype of a well-oiled remote world, companies in other countries still have much to understand and adapt to as Covid-19 ushers in a less office-based future.

Creating a healthier, safer and happier workplace - the benefits of ergonomics explained

Ergonomics and Human Factors is a scientific discipline concerned with the understanding of interactions among humans and their tasks, jobs, products, environments and systems. Theories, principles, data and methods are applied to the design and evaluation in order to optimise human well-being, safety and overall system performance.

There is great potential for ergonomics and human factors to raise its profile especially with Covid-19, when human behaviour in the work environment; individuals capabilities and limitations (physical and psychosocial), productivity levels and physical and mental wellbeing are more important than ever. No longer are considering ergonomics and human factors as a niceity; there are now essential for addressing social sustainability in the workplace and tackling the issues of wellbeing in the workplace.



The challenge is getting employers to see the benefits of ergonomics and where it fits in with a sound health and safety work culture, promoting not just safe practices but understanding how incorporating good, ergonomic principals, can create that 'win-win' scenario for employees' wellbeing and their business's bottom line.

 How are happy workers and increased profits achieved? By improving employees comfort levels, safety, satisfaction and morale these then lead to reduced absenteeism, increased staff retention, efficiency, quality out-put and productivity.



Ergo & Wellbeing Ltd are a ergonomics and human factors consultancy which specialise in human behaviour in the work environment; capabilities and limitations (physical and psychosocial), wellbeing, human and system performance.

We are passionate about sharing our knowledge and understanding of applying ergonomic and human factors principals and how they make a significant difference to human life, wellbeing and safety whilst reducing risks of harm associated with mental and physical health. They’re always looking to promote their significant benefits in all workplace settings, particularly in manufacturing and the design of the modern workspace.

With a common sense and practical approach creating an ergonomic culture can produce a 'win-win' scenario for employees wellbeing and their business's bottom line. That's the holy grail of ergonomics and human factors! 

Employees are a business's most valuable assets! 

Fact - happy, healthy, valued workers work better.

Has your organisation considered having an ergonomic review? Contact Ergo & Wellbeing today.

Focusing on accident prevention in the workplace is vital but so too is mental wellbeing

Coming soon!

Should your Health & Safety department rename itself 'Wellbeing & Safety"?

Coming soon!