Editor's Note: The 2026 class of America's Safety Companies will be recognized Tuesday, September 22, during a live webinar beginning at 2:00 PM (EDT). More information about the webinar can be found at the registration site for How to Create and Sustain a World-Class Safety Culture: Insights from America's Safest Companies of 2026.

West Wind Reinforcing LLC

Construction

Hubbard, OR

250 employees | 2 sites | 3 EHS professionals

It’s not often that safety strategies are viewed as talent development, but construction company West Wind Reinforcing understands this correlation. “We believe that every employee has the right to derive personal satisfaction from their job, and the prevention of occupational injury or illness shall be given the highest priority in all of our operations,” explains Joel McGrath, corporate safety director.

To achieve that goal, the company starts with a collective view of safety. “Each individual, from top management to the field employee, is responsible for the safety of those persons in their charge and co-workers around them,” McGrath says. “By accepting mutual responsibility to operate safely, we will contribute to the well-being of our workforce.”

Not only will do co-workers watch out for each other, but they will also serve as mentors. “By pairing each new employee with an experienced colleague, the program fosters a two-way exchange of knowledge, reinforces company culture, and promotes safety on the jobsite,” explains McGrath.

Elements of the mentor program include:

· Providing new hires with a dependable point of contact for questions.

· Building confidence, job satisfaction and trust.

· Improving retention by creating a sense of belonging.

· Reducing stress during the new-hire adjustment period.

· Accelerating learning of company policies, procedures and safety culture.

· Providing constructive feedback in a peer-to-peer format, which is often more approachable than feedback from supervisors.

A unique aspect of how the company views mentorship is that it believes the program can serve as a psychosocial risk control by reducing stress, supporting mental well-being, and promoting psychological safety during onboarding and high-risk work.

Another aspect of psychological safety is that of inclusivity. “Our company is committed to promoting a culture of inclusivity, respect and belonging for all employees,” says McGrath. “We believe that every employee plays an important role in maintaining a positive and productive work environment. We encourage open communication, teamwork and mutual respect among all levels of management and field personnel. Employees are provided equal opportunities for training, advancement and participation in company safety initiatives regardless of background or experience level.”

As part of its drive for safety excellence, the company remains focused on improving employee development, strengthening operational consistency, and enhancing overall workforce engagement. “We believe that protecting employees is the foundation of long-term success and that continuous investment in safety benefits our employees, customers and the communities in which we work,” says McGrath.—AS