Redinger and Associates, Inc.  EHS Integration Model

Through our work with EHS management system design, measurement, and implementation, we have observed that the implementation of a formal EHS management system does not necessarily maximize EHS performance. 

Implementation of formal systems is a valuable and necessary step to achieving higher performance, but to reach maximal performance, or even a performance ideal there is “further east to go.”

To meet this challenge we have developed:

• an EHS Integration Model; 
• an EHS Integration Methodology  on how to move through the integration model levels; and,
• a diagnostic tool to measure EHS Integration.

The model has seven levels arranged within two main dimensions:

• the Implementation Dimension and
• Integration Dimension.

The key difference between the Implementation and Integration Dimensions is context.   The Integration Dimension requires  a new generative context for the EHS Function where actions are driven by vision and commitment and are proactive and, not reactive.

Within this new context, central issues such as leadership, accountability, participation, and partnership are essential to EHS Functions. 

The majority of the organizations we’ve worked with and have observed are in the Implementation Dimension.  Compliance with regulations or conformance with non-governmental standards is the dominant theme. EHS Functions and actions can be characterized as compliance-based or driven, and can be described as primarily reactive.  Performance measurement tends to focus on trailing indicators. 

Moving into the Integration Dimension can be challenging.  Making this transition is a visible topic in organizational and management science literature.  A number of issues have been identified about this challenge.

• One challenge has to do with learning in general and the issues that present themselves when smart and accomplished professionals embark on developing new competencies.  While counter intuitive, sometimes we resist learning new capacities.
   
• Another is structural.  That is, organizations are challenged when an attempt is made to modify or change existing structures.  There can be resistance to this.
   
• Yet another is a function of time and resources.  In some organizations, people have very full plates with existing activities and can’t make the time to devote to new development work.

A key concept depicted in the EHS Integration model is “Threshold Barrier” which represents a threshold that must be broken through when moving from the Traditional Implementation Dimension to the Integration Dimension.  Our EHS Integration Methodology presents steps for moving through this threshold.

Seven Steps to EHS Integration: A Roadmap

These steps represent a mixture of technical EHS issues as well established concepts in the organizational and management science literature and practice.

Breaking Through the Threshold Barrier

Step I           Understanding
Step II           Shifting the EHS Mindset

Integration in EHS Functions 

Step III         New Leadership Capabilities
Step IV         EHS Framework

Integration in the Organization

Step V          Going Public
Step VI          The Art of Sustainability

Sustained EHS Integration

Step VII        A New State-of-the-Art; Mastery

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