Balancing the Flexibility of Gig Workers with Workplace Safety
The gig economy is reshaping the global workforce, especially in safety-focused industries, offering unprecedented flexibility for organizations and workers alike. ‘Gig’ workers work outside traditional employment models, and are also known as hourly or seasonal workers, independent contractors, or temporary workers. Their work can take them to new locations, and have a range of tasks such as day laborers working at different job sites, food delivery drivers travelling to different restaurants and neighbourhoods on every shift, or cleaners serving multiple facilities.
Integrating temporary, hourly or seasonal workers presents unique challenges for safety-focused industries, such as construction and natural resources. Safety Managers and safety organizations need to maintain safety standards for all workers, even those hired for short periods of time. They may need to adapt their training to address the needs of these gig workers. Here is a closer look at these challenges — and some strategies to overcome them effectively.
Key Challenges in Hiring Temporary Workers for Safety-Focused Environments
1. Safety Training and Knowledge Gaps
Temporary or gig workers often lack the onboarding time afforded to full-time employees. This shorter ramp-up period can lead to knowledge gaps in workplace safety procedures. Without adequate training, gig workers face higher risks, potentially putting themselves and others in harm’s way.
2. High Turnover Rates
The nature of gig work often leads to a transient workforce, and in safety-focused industries, this creates a significant challenge. High turnover can result in a workforce that’s less experienced and less familiar with site-specific safety protocols, increasing the potential for accidents.
54% of gig workers report low job security (Source)
3. Adhering to Safety Protocols
Even with training, ensuring that gig workers consistently follow safety procedures can be difficult. They may lack a strong sense of accountability compared to full-time employees, especially if they work across multiple sites or for clients with differing safety standards.
According to the Workplace Safety and Insurance Board, temporary workers are up to two times more likely to suffer an on-the-job injury relative to their full-time counterparts. (Source)
Strategies to Hire and Develop a Safe Gig Workforce
While these challenges may seem daunting, effective strategies can mitigate risks and foster a safer temporary worker environment. Here are 4 strategies for hiring and developing safer gig workers in safety-focused industries:
1. Screen Everyone for Safety Disposition/Personality Factors
By understanding the profile of the workers you are trying to hire, you can hire naturally safer workers and be aware of possible risks before they become workplace incidents. For example:
Sample Profile – Hourly Seasonal Construction Worker or Day Laborer:
The day laborer assists with many unskilled tasks around a job site, such as moving materials, building and installing, and other physical duties assigned by a supervisor. When assessing for this role, consider the top safety traits that predict safer on-the-job behaviors:
- Highly Accommodating: More rule abiding and willing to follow preexisting safety regulations without question. They are also more likely to be responsive to safety training.
- Highly Calm: Have a high threshold when faced with on-the-job stressors, and can think clearly under pressure.
- More Focused: More likely to focus on tasks and repetitive behaviors for longer periods of time.
- More Cautious: Realistic about their own capabilities and limitations, and are more likely to assess risks before taking action.
Laborers who map to these traits will be more likely to follow instructions from the manager and safety regulations, and will evaluate the risks and consequences before taking action. An ideal profile range (or “benchmark”) of a laborer is visualized by a red line on this benchmarked report:
Sample Profile – Traffic Control Personnel or Flaggers
When hiring temporary traffic flaggers for construction sites, the profile to consider is different. Flaggers need to be uniquely situated to spend time in dangerous situations, potentially on isolated highways or on busy city intersections interacting with cars and impatient drivers. Traits to consider:
- More Impatient & Assertive: Responsive to frustrations and ‘roadblocks’. Straightforward and frank communicator. Not likely to let bad behavior slide.
- Moderately Thrill-Seeking vs. Apprehensive: Comfortable with uncertainty and acceptable risk. Able to recognize risks that can be avoided.
- Moderately Cautious vs. Impulsive: Considers negative consequences of actions. Able to take quick action in unusual situations when needed.
Also, successful flaggers tend to be more Reserved and task-focused versus people-focused.
2. Standardize Safety Training
It is important for all workers, even temporary workers, to be familiar with job-specific hazards and workplace risks. A streamlined safety training program that is quick but comprehensive provides opportunities for workers to familiarize themselves with the new job. Use digital platforms or on-demand training modules to familiarize gig workers with key safety protocols before they begin work. A standardized approach ensures a baseline level of knowledge across all workers.
Safety Self-Awareness training provides personalized, self-guided courses to educate participants on how personality contributes to safety risk on the job. Two course levels for frontline workers and safety managers help reduce incidents by 30%.
3. Promote a Safety-First Culture
Foster a workplace culture that places safety above all else. Reinforce this culture by clearly communicating safety expectations and encouraging gig workers to report hazards, near misses, or concerns without fear of reprisal. Engaged gig workers are more likely to take ownership of their safety and the safety of those around them.
Administering a Safety Culture Survey is a powerful way to engage all workers, including gig and temporary workers, and assess actual safety attitudes at all levels of the organization.
4. Assign a Supervisor
Providing gig workers with a person to whom they are accountable and can go with questions and concerns, helps workers maintain safety protocols and culture. Even seemingly simple tasks may require training or supervision. When gig workers know there is someone they can speak to easily about completing their work, they are more likely to be engaged and safe.
The Safety Quotient for Leaders (SQ-L) is a great tool to help develop safety leaders and help them support temporary workers.
Strengthening Safety in the Gig Economy for Temporary, Seasonal and Hourly Workers
Hiring temporary and seasonal workers doesn’t have to come at the expense of workplace safety. By implementing standardized training, fostering a culture of accountability, and leveraging safety-informed leaders, safety-focused industries can ensure that even a flexible gig workforce operates at the highest safety standards.
For Safety Managers and HR Professionals, adapting to the gig economy isn’t a choice—it’s a necessity. But with the right strategies, it’s possible to build a workforce that’s not only flexible but also safe, skilled, and ready to perform.
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