January 3, 2024.

A highway flagger in Paducah, Kentucky was directing traffic around a mowing crew when a driver blew past every warning sign and barreled straight into the closed work zone, striking the flagger.

Thankfully, the injuries weren't serious. That flagger went home that night.

But in 2023, 898 people didn't. This is why construction zone safety is necessary for both drivers and workers.

This is exactly what National Work Zone Awareness Week is about

National Work Zone Awareness Week (NWZAW) is an annual campaign in the US that brings together government and safety organizations like the Federal Highway Administration (FHWA), to raise awareness about work zone dangers. It’s held every spring, with this year’s week landing on April 20–24.

Why spring? Because in most parts of the US, it marks the start of heavy road construction season. It’s the ideal season for such work: it’snot too cold like winter, and not too hot like summer.

Add to that, each year brings a different theme. Last 2025’s was "Respect the zone so we all get home." The NWZAW 2026 theme is "Safe Actions Save Lives," putting a big emphasis on the choices drivers make when traveling through work zones.

What’s in store for the week?

Since this is a weeklong celebration, each day has something special planned.

Here's the 2026 NWZAW daily schedule:

• Work Zone Safety Training Day (April 20): Companies are encouraged to pause work for safety demonstrations, discussions, guest speakers, and other prevention steps.
• National Kickoff Event (April 21): The official launch of the awareness week. A different state Department of Transportation (DOT) hosts each year, and this year, it's Connecticut’s own DOT.
• Go Orange Day! (April 22): Everyone is encouraged to wear orange in support of roadway safety and the families of victims who've lost their lives in work zones. Share photos on social media using #Orange4Safety.
• Social Media Storm (April 23): This day is dedicated to flooding social media with work zone safety social media kits using #NWZAW and #WorkZoneSafety.
• Moment of Silence (April 24): A tribute to those who lost their lives in work zone incidents. The American Traffic Safety Services Association (ATSS) Foundation also hosts a traveling National Work Zone Memorial listing the names of every victim.

The numbers speak for themselves

As mentioned before, 898 people died in US work zone crashes in 2023. That’s a 53% increase from the low set in 2010 with 586 fatalities.

To add, drivers make up 80% of work zone deaths, not the construction workers. This is why the emphasis on driver behavior and safe actions for NWZAW 2026 is necessary.

So, what's causing these accidents? Here are some of the most common factors:

Most Common Work Zone Incidents

What you can do

From a manager’s perspective, you could make it so that the whole week goes well from day one. 

• On Work Zone Training Day, take a pause and refresh staff training like hazard recognition, traffic control, or flagger certification.
• Hold toolbox talks with guest speakers from the industry or work zone safety advocates.
• Support the cause by going full orange on Go Orange Day, along with custom orange pins and shirts for your crew.
• Run safety walks through active work zones and check conditions firsthand.
• Check your work zone hazard signs and Personal Protective Equipment (PPE), and update or replace any that are worn out or non-compliant.
• Make sure all work zone construction equipment maintenance is up to date.
• Use sensors to monitor equipment in real-time and stay ahead of issues before they turn into breakdowns.
• Remind your team to share their experiences with #NWZAW and #WorkZoneSafety on the Social Media Storm on April 23.

On the other hand, if you're one of the millions of drivers out on the road, here are some ways you can help:

• Slow down when you see orange signs, cones, or flaggers
• Put the phone down 
• Don’t tailgate and keep your distance
• Be patient, everyone just wants to get home safe

Remember, all it takes is one moment of inattention. Safe actions save lives.

Think about a professional sports team. Now think about your business. The same principles apply.

A great coach sets the game plan. They provide direction without micromanaging. All the while, players are trusted to make decisions in the moment based on what’s best for the team.

But a coach who second-guesses every move or refuses to adjust the strategy won’t build a championship team. The same is true for leaders who want their organizations to continuously improve.

Loosen the reins

The last thing you want as a leader is to keep your team on a leash.

That doesn’t mean they can do whatever they want. There still needs to be clear rules and boundaries. But within those guardrails, let them take ownership.

Trust your team by giving your boots on the ground control over the day-to-day.

With clear expectations in place, they should be able to fix small issues and make adjustments without waiting for approval.

That’s how you avoid bottlenecks, minimize miscommunication, and keep improving every day.

According to “The Improvement Paradox,” a commissioned study conducted by Forrester Consulting on behalf of SafetyCulture, fragmented ownership leads to issues with productivity, communication, and organization, blocking continuous improvement. 

The truth is, teams perform better when they have full ownership of their work. And leaders need to support this.

But it can’t just be all backing. There has to be a balance.

Sponsoring shouldn’t mean control.

It should give your teams the space and authority to decide and act.

Leave no feedback loops open

Of course, you can’t just let people act on their own. Mistakes will happen. And when they do, your team shouldn’t feel like they’re carrying all the blame.

That’s why feedback matters.

Ownership without feedback just feels like extra work. If someone raises an idea and never hears back, they’re left wondering if it worked, if it mattered, or if anyone even noticed.

In “The Improvement Paradox,” 81% of frontline supervisors say progress on improvements is reviewed. But only 63% know what actually happens to the ideas they raise.

This is why closing the “loop” in a feedback loop matters. It builds trust. If an idea fixes a problem, say it. If it doesn’t, explain why. Don’t leave people in the dark.

This doesn’t have to be complicated. Daily team huddles. Clear metrics everyone can see. Simple recognition moments. People need to know if they’re on the right track.

And feedback shouldn’t be a once-a-month conversation. If you want continuous improvement, it has to be constant and regular.

Building a culture of improvement
Workplace culture is like a well. It can stay clear and clean until something contaminates it.

That’s why everything has to work hand in hand. The foundation. The processes. The regular testing and check-ins.

Leadership is no different. 

Building a culture of improvement takes time and the right foundations. Most organizations want it. Many believe they already have it.

But does it truly exist, or do they just have tools for improvement without alignment?

Real integration only works when everything connects as one system, not as separate pieces. When a culture of improvement is ignored, time is wasted. Your engagement drops. Growth slows down.

Continuous improvement starts with ownership and feedback. When those two break down, the foundation weakens.

How seriously do you take improvement?
Improvement isn’t a one-time thing. Just because you already built a culture of improvement, doesn’t mean you’re getting results. Like all things, it’s a gradual climb.

If you’re unsure about where you stand, there is such a thing as an improvement maturity scale. The scale goes as:

• Reactive: Improvement isn’t a priority. You only step in when something goes wrong. And when progress does happen, it’s usually driven by a motivated few.
• Compliant: Improvement feels like a box to tick. Routines and checklists keep things stable, but changes only happen because they’re required, not because people believe in them.
• Proactive: Improvement is more intentional. Frontline teams are trusted to act without waiting for approval, instead of holding ideas and feedback until a monthly review.
• Integrated: Improvement is part of how you work every day. People, processes, and tools are aligned, and issues are anticipated before they become problems.

So, where do you stand on the improvement maturity scale?

If you’re reactive, there’s no shame in that. It just means there’s room to improve. The first step is learning to trust your team and giving them the feedback they need.

For our New York retailers out there, there’s a new requirement rolling out on 2027 New Year’s Day that’ll soon be changing the retail game state-wide. 

Starting January 1, 2027, the way workers can call for help on the floor will no longer be a shout across the aisle, it’ll be the press of a button. 

Let’s break it down. 

Quick recap: What is the NY Retail Worker Safety Act?

New York’s Retail Worker Safety Act (RWSA) is an existing state law that aims to reduce workplace violence in the retail industry. It mandates employers to have written workplace violence prevention policies and train workers on how to spot and respond to violent or threatening situations. Currently, this covers employers with 10 or more retail employees working under them.

Changes coming in 2027

From January 1, 2027, all retail employers with 500 or more employees across the New York State must provide employees with a button that requests immediate assistance from a security officer, manager, or supervisor in case of emergency.

Enter: silent response button.

It’s a button to be used by retail workers to quietly call for immediate help if and when they find themselves in situations where calling for help out loud isn’t safe or possible. 

This button doesn’t necessarily need to be a traditional and literal button; it can take various forms like a physical button on the floor, a wearable device, or a mobile app on company-provided equipment.

The act originally proposed "panic buttons" that would contact 911 directly, but was updated to silent response buttons that notify an internal responder of the employer's choosing instead. 

It’s worth noting that the 2027 requirements only applies to retailers with 500 or more employees across all New York locations combined, not per store.

Who’s in and who’s out?

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The original RWSA itself covers and will still cover retail stores in New York that sell consumer commodities, such as everyday goods. 

The new silent response button requirement will only apply to retail employers who have 500 or more employees—think large chains, not your local bodega.

If you're part of a small independent shop with under 10 retail employees, technically the law doesn't apply to you—but a lot of the practices like enforcing clear incident reporting, conducting de‑escalation training, and establishing a standardized way to call for help are just basic risk management, and employers can still choose to put them in place.

If you are a part of a business with over 10 employees, the existing RWSA applies to you, but not the new requirement for silent response buttons. 

If you’re part of an organization with over 500+, this act and its new changes are made specifically for you. 

What this looks like on the floor

This is where it gets practical. Here's what it can actually look like in action, and why training your employees on it matters:

Where the button might be and how to use it

Depending on what your silent response button may look like, employees should be aware of where the button will be. Consider placing them in “hot spots” wherein they’ll be easily accessible, such as check-outs counters, near the floor, or elsewhere with high foot traffic.  The buttons may also be a badge clip or fob that employees can carry with them, or an app on a work phone or handheld device that employees must keep on their person at all times.

Typical situations where it’s reasonable to use it

It’s important to brief your employees on what constitutes an emergency. Since these emergencies are unpredictable and often subjective, it’s best to prepare your employees for anything with the right training and instructions. 

What happens after you press it

The exact process will depend on the protocols in place. But in practice, the silent response button should include alerts that go to a manager, supervisor, or security officer on duty. After the situation has been handled, it should be logged and reviewed later as part of the workplace violence prevention process. 

How this shifts the bigger picture

This upcoming change is a part of a wider shift, and it sends a message.

Retail employees shouldn’t have to choose between doing their job and protecting their safety. Safety shouldn’t even be a choice. It should be a part of their job. 

And the 2027 changes make that message concrete.

For years, retail workers have absorbed the risk quietly. Though the silent response button doesn't fix all of that, it signals something important: the system is starting to catch up to the reality workers have been living in.

The goal isn’t to just keep retail employees safe while they're on the job. Rather, it’s to break the social norm, the expectation that feeling unsafe in the retail industry is just something that’s part of the job. 

The goal isn't compliance. The goal is that floor workers can do their job knowing that if something goes wrong, help is one press away.

That's not a high bar. It just took a while to get there.

Every April, you’ll see a spike in campaigns about Workplace Violence Prevention Awareness Month. But what a lot of people still don’t realize is just how widespread this problem actually is.

In the US alone, nearly 2 million workers report being victims of workplace violence every year. And that’s just what gets reported—the real number is almost certainly higher. 

What even is Workplace Violence Prevention Awareness Month about?

Celebrated every April in the US, it’s spearheaded by organizations like the Occupational Safety and Health Administration (OSHA), National Institute for Occupational Safety and Health (NIOSH), and National Institutes of Health (NIH) and much more. Workplace Violence Prevention Awareness Month is dedicated to raising awareness about preventing violence in the workplace and promoting safer work environments for all employees, from the frontlines to the executive level.

Now, why April? That choice isn’t arbitrary, it’s actually for a smart reason. It aligns with spring policy review cycles, legislative activity, and Stress Awareness Month, making it a natural moment for organizations to audit their safety culture and update their protocols.

What counts as workplace violence?

This is where a lot of people get confused because they think workplace violence starts and ends with a fistfight in the break room. It doesn't. It’s a lot broader than that.

As OSHA puts it, workplace violence is any act or threat of physical violence, harassment, or intimidation at a work site. A lot of things fall under that description than most people realize. The NIOSH and Centers for Disease Control and Prevention (CDC) framework breaks it down into four types:

1. Criminal Intent: Robbery, trespassing, random attacks. Most common in retail and public-facing spaces.
2. Customer to Client: Patients, students, or clients who become violent toward workers. This is the most dominant type of workplace violence in healthcare and education.
3. Worker-on-Worker: Employee-to-employee aggression, threats, or intimidation.
4. Personal Relationship: Domestic violence that follows someone into the workplace. This type disproportionately affects women and is one of the most overlooked.

If you’ve ever heard a story where an employee was grabbed by a patient, or shouted at by a customer—that’s workplace violence. The normalization of these incidents is exactly the problem.

Why is it so underreported?

There are two main reasons:

1. Fear of retaliation:  Employees don’t report these incidents because they fear  it’ll cost them their reputations, their relationships at work, and most especially, their job.
2. It's treated as "part of the job": Commonly experienced in healthcare, combative patients are expected to be part of the job. Similarly, retail workers are often told to tolerate aggressive behavior as “just part of dealing with people.”

This normalization is dangerous, it discourages reporting, minimizes serious incidents, and prevents organizations from addressing root causes and improving safety.

Who's most at risk?

Even worse, workplace violence doesn’t just stop in healthcare and retail industries. It can be seen in various other fields, and some you won’t even notice, such as the following:

• Social services
• Food and hospitality service
• Education (K–12 especially)
• Law enforcement and corrections (correctional officers face 19x the national average)
• Transportation and delivery
• Hospitality and bars or nightlife
• Public service and government roles

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This list doesn’t even include all of the industries at risk. Workplace violence can happen anywhere people interact, especially in roles involving the public, high stress, or limited security measures. 

The reality is this: No industry is completely safe from workplace violence. Recognizing the risks is the first step toward prevention, protection, and creating safer workplaces for everyone.

What can organizations do?

We’ve broken it down into two key areas:

1. For employers and HR teams:

• Conduct a formal workplace violence risk assessment (if you haven't done already.
• Establish a clear, anonymous reporting mechanism.
• Train managers to recognize early warning signs fornot just physical altercations, but also escalating behavior, threats, and harassment.
• Review your lone worker policies and your safety check-in systems.

1. For individual employees:

• Know your organization's reporting process before you need it.
• Document incidents, even "minor" ones, as patterns matter.
• Advocate for policy reviews, especially if you're in a high-risk role.
• Look out for your coworkers; early intervention matters.

Awareness is step one. Action is step two.

April isn’t just another month filled with campaigns and Workplace Violence Prevention Awareness Month isn't just another calendar event. This month is a reminder that people can and are getting hurt at work—and often, they can’t say anything about it. 

That silence needs to stop. Safety at work isn’t supposed to be something they’re lucky to have at work. It needs to be built, maintained, and continuously improved. 

It’s all there. Data is clear, industries are identified, types of violence are defined. 

What’s left to do now for organizations is to act. And to stop treating workplace violence as anything less than the serious, preventable problem it is.. 

Workplace violence is completely preventable. But that only begins when you take it seriously enough to act.

In the US alone, over 200,000 people die from asbestos-related worldwide every year. 

Additionally, out of all cancers caused by workplace conditions, asbestos alone is responsible for about 70% of it.

So, what is it? Asbestos is a material you’ve probably heard of, once widely known for its strength, heat resistance, and, most importantly, low cost. 

But with all its good and useful properties comes a twist. It was highly hazardous. 

When disturbed, asbestos releases tiny fibers into the air that can be inhaled and become lodged in the lungs, leading to serious illnesses such as lung cancer, asbestosis, and mesothelioma, often manifesting years or even decades after exposure. 

Which is why Global Asbestos Awareness Week exists. 

What is Global Asbestos Awareness Week?

Global Asbestos Awareness Week (GAAW) is held every year from April 1-7. Founded by the Asbestos Disease Awareness Organization (ADAO) in 2004, it’s the largest independent US nonprofit focused on helping and providing those affected with education, advocacy, and community. Along with ADAO, GAAW is also led in partnership with other global organizations like the Institution of Occupational Safety and Health (IOSH) and British Occupational Hygiene Society (BOHS). 

Their goal aside from raising awareness? Preventing exposure and driving policy change. But for that to happen, it’s important to clear up the misconceptions about asbestos. 

Myths vs. facts about asbestos

Misconceptions put people at risk and misinformation can be fatal. A few persistent ones are:

	Myths	Facts
Global Ban	Asbestos is banned worldwide.	Over 60 countries have banned it, but nations like China, Russia, India, Brazil, and the US still permit asbestos-containing materials.
Route of Harm	Asbestos is only dangerous when inhaled.	Ingestion is also a risk—contaminated water sources and improper handling can lead to other health problems.
Short-Term Exposure	Brief exposure to asbestos is harmless.	Even short-term exposure can pose health issues. The World Health Organization (WHO) states there is no known safe level of exposure.
Immediate Removal	Asbestos found at home must be removed right away.	Intact and undisturbed asbestos-containing materials pose minimal risk. Danger arises when materials degrade or are damaged, releasing fibres into the air.
Modern Buildings	New buildings don't contain asbestos.	Some materials from older stockpiles or imported from countries where asbestos remains legal can still bring asbestos into modern buildings. It has been detected in structures built as recently as 1999.
Symptom Timing	Asbestos-related diseases show symptoms immediately.	Conditions like mesothelioma and asbestosis can take 10 to 50 years to show symptoms, making early detection difficult.
DIY Removal	You can safely remove asbestos yourself with protective gear.	Disturbing asbestos releases microscopic fibres that can linger in the air. Professional teams use specialised equipment and containment areas. DIY removal is highly dangerous and often illegal.
Smokers Only	Only smokers are affected by asbestos exposure.	Smoking does significantly increase the risk, but non-smokers can also develop mesothelioma, asbestosis, and lung cancer from exposure
Visual Identification	You can identify asbestos by looking at it.	Asbestos fibres are microscopic and are most often hidden inside other products. Professional testing with laboratory analysis is required for confirmation.

Asbestos: One Word. One Week. One World.

With the amount of information we know about asbestos, you’d think it’s something that has been fixed a long time ago, right?

Well, it hasn’t.

And every year, GAAW serves as a reminder that it still exists in our buildings, our workplaces, and our communities. Often hidden, often overlooked, but still very much a risk.

That’s why the different theme for each year goes beyond just awareness. This 2026, the theme is this:

Asbestos: One Word. One Week. One World.

One word, asbestos is a single word that has affected countless lives.
One week, seven important days dedicated to advocacy, education, and action.
One world, no nation is immune, asbestos doesn’t pick and choose who to affect.

All together, the theme is a call for unified global attention and action, serving as a reminder that the shared issue, highlighted in one week, affects people across one interconnected world. A reminder that this issue is not contained by time, borders, or industries. 

The daily themes for the week, developed by ADAO, focus on different areas of asbestos they wish the public will focus more on.

• Day One: Ignite the Movement: Legacy, Facts, and Cancer Prevention

Grounding the week in what asbestos is, where it exists today, and how prevention reduces cancer risk.

• Day Two: Global Asbestos Crisis: The Human Cost of Inaction

Highlighting real stories and data that show the consequences of delayed action.

• Day Three: Inspire Change: Art, Advocacy, and Action

Making the issue visible through storytelling, creativity, and community engagement.

• Day Four: Demand Justice: Prevention Through Law and Policy

Pushing for stronger bans, regulations, and enforcement worldwide.

• Day Five: Unite Globally: Workers, Health, and Safety

Focusing on training, protection, and safer practices across high-risk industries.

• Day Six: Empower Prevention: Technology for Global Access

Expanding access to tools that help identify hazards, deliver training, and report risks.

• Day Seven: Virtual Candlelight Vigil to Honor and Remember Asbestos Victims Worldwide

Remembering the lives lost to asbestos and recommitting to prevention.

Together, these themes uphold the same message: awareness and knowing the risk isn’t enough unless something changes.

Why asbestos still matters in 2026

Despite everything we know about asbestos, it’s still not fully banned in the US, and it remains legal in around 70% of countries.

Only 72 countries have enacted a complete ban but many countries still use, import, or export asbestos-containing materials, especially in construction and manufacturing.

Even in countries with bans, “legacy asbestos” in older buildings, ships, vehicles, and infrastructure remains a serious long-term hazard.

This isn’t just history. It’s a current occupational, environmental, and public health problem.

Who is at risk, and what are the risks?

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Asbestos reaches far more people than what many would expect. While it’s mainly associated with the construction industry, the reality is that it doesn’t affect just one group of people. Those most at risk include:

• Construction and demolition workers
• Electricians, plumbers, and maintenance staff
• Shipyard workers and auto mechanics (especially those doing brake and clutch work)
• Industrial and manufacturing workers handling older equipment or insulation
• Firefighters and disaster response teams dealing with damaged buildings
• Homeowners renovating older homes without proper precautions
• Teachers, students, and office workers in aging buildings with deteriorating materials

Being exposed can lead but not limited to:

• Mesothelioma, a rare, aggressive cancer of the lining of the lungs, abdomen, or heart
• Lung cancer
• Asbestosis, a chronic, progressive lung disease
• Other lung and pleural conditions that can severely impact quality of life

The risks of developing asbestos-related diseases can take years or even decades after exposure, which is why prevention and early detection are crucial. 

How organizations and communities can get involved

Regardless of your industry, there’s ample ways you can participate in #2026GAAW. 

Something as simple as starting conversations, sharing accurate information, correcting misconceptions and breaking stigmas around asbestos can literally save lives.

Organizations can also use this week to review safety practices, recalibrate their processes and most of all, do a clean sweep of their establishments for any asbestos risk. They can also choose to coordinate with survivors. With their consent, they can share survivor stories that cut through apathy and make the risks real. Remind people that this is an on-going problem. 

Awareness that goes beyond the week

What you take away from this week should go beyond just seven days, because the need for vigilance, education, and prevention continues every day after, all year round. 

It means turning awareness into action, creating safer workplaces and pushing for stronger protections in your communities. 

It means recognizing that asbestos, or any workplace hazards for that matter, isn’t just a workplace issue but a shared responsibility. 

And until asbestos no longer poses a risk anywhere in the world, it remains a problem we all have a role in solving.