As the Australian Government analyses the productivity of the workplace it is vital that that analysis reflects the modern workplace and management practice. At the moment Australian workplaces are awash with training programs focusing on resilience and happiness, implying that each individual can change and improve a workplace culture but there has always been an undercurrent of manipulation to these courses and seminars. A new book by William Davies provides a fresh perspective that, rightly, questions the motives behind this modern trend and provides an important historical context. (For those who can’t purchase the book but want to know more, look at this series of articles)
Davies’s book, “The Happiness Industry – How the Government and Big Business Sold Us well-Being”“, is a big picture look at the economics and politics of happiness but has direct relevance to the workplace and occupational health and safety (OHS) as well-being and mental health has become increasingly influential in managing workers and their safety. Davies writes that since the 1990s: More…
The Australian Industry Group (AIGroup) submission to the Australian Government’s Parliamentary Joint Committee on Law Enforcement inquiry into crystal methamphetamine, commonly known as Ice, has been made publicly available. The submission focuses on the risks to all workplaces, primarily, by imposing non-work statistics onto the workplace, lumping Ice in with other illicit drugs, and relying on anecdotal evidence. This approach is not unique to AiGroup and can also be seen regularly in the mainstream media but such an important Inquiry requires a much higher quality of evidence than anecdotes.
The submission references a recent Australian Crime Commission (ACC) report into Ice saying it:
“… paints a bleak picture for the community and Australian workplaces. This combined with greater ease of access, including in regional areas, places Australian workplaces at risk.
A key requirement for employers seeking to manage safety risks arising from persons attending work affected by Ice is the ability to conduct workplace drug and alcohol testing.” (page 3)
The ACC report refers almost exclusively to the hazards presented to hospital and emergency staff, not by Ice use by staff, and yet is able to link Ice-affected public to the drug testing of workers. More…
There are two potentially conflicting approaches to changing the occupational health and safety performance of managers and workers – cultural change or individual inducements. In some ways this reflects a societal dichotomy between the group and the individual, the big picture and the small, employers and workers, white-collar and blue collar, blame the system or blame the worker, and other combinations.
A colleague brought an article by Ross Gittins to this blog’s attention in which Gittins, an economics journalist, criticises key performance indicators and suggests looking at “intrinsic motivations”, based on the work of Jana Gallus. It seems we should be looking at awards rather than rewards. Gallus’s work provides a useful counterpoint or entry point to a recent book called Risky Rewards, written by Andrew Hopkins and Sarah Maslen. More…
On 1 June 2015 Australia’s Radio National broadcast a discussion about the future of work, in support of a Vivid Festival conference. Listening to the discussion through the prism of occupational health and safety (OHS) is an interesting experience as work/life balance is promoted as empowering the individual but, as we know in OHS, individuals often sacrifice their safety for income or deadlines or project demands, contrary to their legislative obligations. The workplace flexibility that many people seek allows the individual to manage the workload and develop or design the working environment. In other terms they establish an unregulated workplace. So what influence will OHS have in these new and emerging workplace configurations? Probably very little.
ABC’s Natasha Mitchell spoke with the curator of the conference Jess Scully. The context seems to be workplace flexibility, primarily, in the creative industries but not exclusively. Mitchell says that this increased flexibility can be seen in an increase in short-term contracts, job insecurity and “inadequate conditions” to which can be added unsafe work environments. More…
The Australian Council of Trade Unions (ACTU) commences its 2015 Congress this week. Each year around 800 trade union delegates meet to discuss changes to policies and to develop or refine strategies. This year the ACTU released its draft policies publicly prior to the Congress. These policies have a long and strong historical and industrial relations context. Occupational health and safety (OHS) is an important part of these policies and should spark discussions in the union movement and the OHS profession.
Early in the document, the ACTU states its “bargaining agenda” in which is included
“better work, life and family balance.” (page 7)
Curiously, the ACTU has chosen “better” rather than “safe”. Better is a more inclusive term but harder to define. Better for whom? Better could be better paid or more secure or safer.
Trade unionists often see OHS as being monitored and enforced through the mechanism of the Health and Safety Representatives (HSRs) and would argue that OHS is throughout all the draft policies due to the HSR role but there are more workplaces in Australia without HSRs than with and it is worth considering the policies as independent from the HSR structure, if that is possible.. More…
A common theme throughout presentations at the Safety Asia Summit in Kuala Lumpur was the need to communicate safety and health clearly and concisely to variety of nationalities with a variety of literacy levels. My presentation aimed at reminding the OHS professional delegates that they may already have skills that they could use in communicating safety issues to their audience or workers and contractors.
Every culture has stories. Stories have been the dominant way of teaching for centuries but we are gradually losing some of our innate storytelling skills or we do not see how they may be relevant to the workplace. OHS professionals could benefit from redeveloping those skills and also encouraging those skills in others. Stories can be a base for teaching,listening and, in OHS parlance, consultation.
Quite often people in business talk about “the story” without really appreciating the complexity of storytelling, or the power of storytelling. Here are two quotes about stories that I plucked from a marketing brochure:
“The story is what drives the bond between the company and the consumer.”
“Stories can be used to communicate visions and values, to strengthen company culture, to manage the company through change and to share knowledge across the organisation.”*
There is some truth in these quotes but the purpose of the quotes undermine their value. The book these are from discusses storytelling in terms of branding and advertising, in other words the purposeful manipulation of people’s desires. For marketing and advertising is the sector where storytelling has been most effective in supporting the selling of products and the selling of ideas.
The Safety Institute of Australia‘s (SIA) CEO David Clarke revealed his four big issues for the SIA at a recent breakfast function in Melbourne.
Clarke stated that he had instigated the creation of a National Policy Agenda for the SIA – a first for the over 60-year-old registered charity. Clarke emphasised that the SIA needed to understand the language of government, employers and unions as it relates to safety. The significance of the agenda was reinforced by Clarke who said that without such a strategy, the SIA would struggle for relevance.
Another priority was the certification of the occupational health and safety (OHS) profession in Australia. Clarke admitted that this was a controversial move but sees the establishment of a “licence to operate” as vital to increasing the status of the profession. More…
SafetyAtWorkBlog believes that the following research project may be of interest to readers.
A research team from the Faculty of Business & Law at Deakin University, led by Drs. Elsa Underhill & Melissa Parris, are conducting a research project to:
- Develop a better understanding of how health, safety and well-being outcomes differ between types of workers (ie. permanents, casuals & labour hire) within the same workplace; and
- Develop an understanding of how employment status impacts on work/life balance.
Their findings are intended to better inform HRM and WHS practitioners on the development of evidence based strategies and policies to improve the health, safety and wellbeing of all employees.
They are seeking organisations which will allow them to survey their employees including, where appropriate, labour hire workers placed with organisation. Responses will be anonymous and respondents will have the chance to win 1 of 10 mini Ipads. Participating organisations will receive a report specific to their organisation, as well as the full project report.
Is your organisation interested in participating? If so, please contact Elsa.Underhill@deakin.edu.au for further information.
The occupational health and safety (OHS) profession in Australia has suffered from the lack of a public voice. This is partly due to ineffective and disorganised professional associations but more it is due to fear – fear of embarrassment, fear of ridicule, fear of failure…. This is peculiar because a fundamental element of OHS is communication. Below is some information from an Australian journalism textbook that may help reduce some of that fear.
Code of Ethics
The Media Entertainment and Arts Alliance (ie. the journalists’ “union” in Australia) publishes a Code of Ethics. (Similar organisations round the world have equivalent documents and obligations) This is vital information for any journalist but also important for those who want to engage with the media, perhaps through interviews. For instance, on the use of sources, the Code says
“Aim to attribute information to its source. Where a source seeks anonymity, do not agree without first considering the source’s motives and any alternative attributable source. Where confidences are accepted, respect them in all circumstances.”
On November 12 2014, the Safety Institute of Australia (SIA) conducted its first large seminar on the certification of occupational health and safety (OHS) professionals. The seminar had an odd mix of some audience members who were suspicious, others who were enthusiastic and presenters who were a little wary. There were few who seemed to object to certification but, as the SIA admitted, the process is a long way from complete.
Justification for Certification
Certification works when it is either mandated by government, usually through legislation, or in response to a community/business/market need. Australia does not seem to have either. The SIA explained that there is a “legal requirement” for OHS certification by placing it as part of the OHS due diligence obligations of Australian businesses, that Safe Work Australia (SWA) sort-of refers to it it in its National OHS Strategy and that the “Recommendation 161″ of an unspecified international law:
“….calls for organisations to have access to “sufficient and appropriate expertise” as a basic right of all workers.”
There is no such Recommendation but there is an Occupational Health Services Convention, 1985 (No. 161)
Convention concerning Occupational Health Services (Entry into force: 17 Feb 1988) – a International Labour Organisation Convention that Australia has not ratified.
The SWA strategy repeatedly mentions the important of “health and safety capabilities” as a “national Action Area”. It specifies this action area as:
- “Everyone in a workplace has the work health and safety capabilities they require.
- Those providing work health and safety education, training and advice have the appropriate capabilities.
- Inspectors and other staff of work health and safety regulators have the work health and safety capabilities to effectively perform their role.
- Work health and safety skills development is integrated effectively into relevant education and training programs.” (page 9)
In the strategy’s chapter on Health and Safety Capabilities, SWA says:
“In a decade many existing workplace hazards will still be present and new ones will have appeared. It is particularly important that education and training enable those who provide professional or practical advice to competently deal with old and new hazards. Those who provide advice need to know when to refer the matter to others with appropriate expertise.” (page 12)
There is no mention of certification in the SWA strategy but the SWA is sympathetic to certification. More…