A Just Culture depends on who decides as to whether or not a certain action was negligence, a wilful violation or a straight forward mistake. Such a call should only really be made by your peer group because only they can see things as you do. Management have a dog in the fight, so to speak, HR are typically a waste of space and the trainers should be part of the solution. Even a panel of experts are not really up to the job as they are too far removed from the nitty-gritty and nuances of day-to-day operations. And for Christ's sake, make sure nobody uses Reason's flow chart. It starts of with you being guilty, just like they used to do things in the Middle Ages before they drowned a witch. The starting point should be "Did this person come to work today to do a bad job?" If the answer is no, then you start finding out how they ended up doing so. And even if you found the victim lacking in some aspects of their performance, get them to help you fix the system so others don't repeat this person's past.
Last edited by Piltdown Man; 11th Nov 2016 at 08:56.
Reason: minor corrections