Official statistics on workplace bullying in Australia are notoriously unreliable. The Productivity Commission estimated the cost of workplace bullying with a huge margin of variation, between A$6 billion and A$36 billion annually. WorkSafe Victoria has indicated in the past that the number of interventions on workplace bullying is way below the number of workplace bullying complaints. On 29 October 2103, in a long discussion on workplace bullying the Australian Capital Territory’s Chief Minister, Katy Gallagher stated:
“According to reports from the Commissioner for Public Administration, reports of bullying and harassment have totalled 68 cases in 2010-11, 71 in 2011-12, and 118 cases in the financial year that has just passed, 2012-13. Proven cases of bullying have numbered four, eight 11 and 19 respectively. This amounts to complaints being made by 0.5 per cent of staff, and substantiated in relation to 0.08 per cent of staff.” (Hansard, page P3930, emphasis added)
These latest statistics, in conjunction with those previously reported, indicate that the perception of workplace bullying is much higher than the reality in Australia. More…
A diagram of safe posture at modern workstations has become iconic but it has also become a symbol of ergonomic misunderstanding. There are assumptions behind the angular figure about the way modern workers work, the equipment used and the tasks undertaken.
Too often images, such as the one included here, are taken out of context. The image is used as a shortcut to what is considered the “correct” way to sit. The context, the risk assessments, the tasks undertaken, the location of the workstation – basically all of the OHS information included in the workplace safety guides is ignored. People think “the picture has a tick of approval, so why read when the picture says enough”?
This week Steelcase, a one hundred year old company that originally constructed waste paper baskets, launched its Gesture chair. The marketing of this chair is based on the discovery (?) of nine new postures in the workplace:
As the 1 January 2014 implementation date for new workplace bullying processes approaches there is an increasing amount of legal, HR, and safety seminars, and newsletters and alerts being produced. Most reiterate the amendments to Australia’s Fair Work Act but occasionally there is additional information.
In a recent seminar, it was suggested that the draft Code of Practice for the Prevention and Management of Workplace Bullying, developed by Safe Work Australia, is to be released as a guidance note rather than a Code of Practice (see below). More…
Many safety professionals in Australia have become so familiar with the work of James Reason that they are looking for the next big thing. There isn’t one but there are small things that build on Reason’s work and, importantly, that of other safety theorists (the non-cheese sector) to progress safety management
Recently a colleague drew my attention to a 2013 handbook on Engineering Safety Management. It focuses on rail engineering but has a broader safety relevance. Both volumes of the handbook are freely available HERE.
The text may seem a little stilted and some may be turned off by the engineering focus but there is much to like and the engineering focus will seem fresh to the OHS professionals. There is an acknowledgement of the overlap in approaches between rail safety and OHS, an overlap that is increasing in Australia. More…
For some time the Commonwealth Science and Industrial Research Organisation (CSIRO) has been plagued with accusations of bullying and harassment. A researcher began court action in 2011. An anonymous website “Victims of CSIRO” was established in 2012 and provides a timeline of disgruntlement for back as far as 2002. In May 2012, Liberal politician Sophie Mirabella, raised the issue of bullying in criticism of the then Prime Minister, Julia Gillard. In July 2012, Comcare issued an Improvement Notice to CSIRO following an investigation
”thoroughly reviewing the workplace systems relating to the prevention and management of bullying behaviour at CSIRO”.
In September 2012, CSIRO whistleblowers spoke of bullying. The CSIRO Staff Association reported anecdotal evidence of increased bullying and harassment in late 2012.
In August 2013 HWL Ebsworth released the independent report (the Pearce report) which, according to the CSIRO, found
“no major or widespread issues with unreasonable behaviour or bullying in CSIRO”.
How does that work? More…
WorkSafe Victoria has asked me in the past why I do not report on some of their successful activities and promotional campaigns. Recently WorkSafe Victoria has been running what appears to be a very successful safety campaign focusing on young workers. The campaign is called “if you’re not sure, ask“. The television and online advertisements again feature confronting workplace injuries but the significant difference in this case is that there is a social context about body image. This element of the campaign is very effective however, from the perspective of an old fart of a safety professional, the advertisements miss the role of the supervisor and the importance of a safe working environment.
There has been little movement on the assessment and management of manual handling risks in Australia during the period of OHS/WHS harmonisation. Just an hour or so ago, Work Health and Safety Queensland released a video that outlines its manual handling assessment program PErforM – Participative Ergonomics for Manual Tasks.
A PErforM manual for trainers seems to have been around since February 2012 but the new video should create fresh interest in the program that is supported by a new handbook.
Manual handling risk assessments are one of the most difficult tasks for business and safety people but they can also be a safety task that offers the greatest financial and worker rewards. This initiative is a relatively new look at an old OHS problem.
The Institute for Safety, Compensation and Recovery Research (ISCRR) has released a set of guidelines for the prevention of mental health problems at work. Such guidelines have been sorely required in Australia where workplace mental health problems have become an increasing problem for workers and organisations and workplace bullying dominates the policy landscape. It recommends the development of a mental health and wellbeing strategy that includes the following elements:
- “the development of a positive work environment that supports and encourages mental health
- balancing job demands with job control
- appropriately rewarding employees efforts
- creating a fair workplace
- provision of workplace supports
- effective management of performance issues
- provision of training to develop management and leadership skills
- supportive change management processes More…
Recently, the issue of Safe Work Method Statements was discussed at a construction safety conference in Canberra. SafetyAtWorkBlog reported that:
“Several delegates stated their belief that the Office of the Federal Safety Commissioner (OFSC) is largely to blame for the over-emphasis on SWMS in the construction sector and for the bloating of SWMS into a document that does little to improve safety and is more related to meeting the audit criteria of the OFSC”
Last week, the Office of the Federal Safety Commission (OFSC) removed the webpage that led to its Fact Sheet – Guidance for producing Safe Work Method Statements. The webpage now says that
“The Guidance for producing Safe Work Method Statements (SWMS) Fact Sheet is currently under review.”
What’s going on? More…
The lower house (thanks, Rex) of the Australian Parliament has passed amendments to its industrial relations laws, the Fair Work Act, to allow for matters concerning workplace bullying to be heard in its Commission, once the laws pass the Senate.. But recent media and parliamentary discussion on this action seems to forgotten the welfare of the bullied workers.
Professor Andrew Stewart of the University of Adelaide is reported to have said that there is a risk that the Fair Work Commission will be “swamped” with bullying complaints and that a system of filtering should be applied. Such a mechanism is supported by Professor Ron McCallum who said in The Australian on 14 June 2013:
“I would agree with the Coalition that there should be some filtering mechanism because we don’t know how many complaints there are going to be,” he said. “There’s been wildly varying suggestions.