The annual Safe Work Australia month starts today. The promotion of this month has fluctuated wildly over the last decade. Sometimes there are physical launches with interesting speakers, sometimes balloons and merchandise, other times the national OHS authority has left most of the activity to the States. In 2014, Safe Work Australia has jumped into internet videos, online presentations and webinars each day of the month of October (the full schedule is available HERE). This initiative is to be supported but it has not been tried before in Australia and its success is not guaranteed.
As expected the first couple of videos are polite launches of the strategy with statements from Ministers and CEOs. The potential for valuable content is after the initial launch but this value is debatable. It is unclear who the target audience is. If the seminar series is for OHS newbies, a restatement of legislative OHS obligations is of little interest to experienced safety managers and professionals. More…
The 2014 Annual Report of the Victorian WorkCover Authority (VWA) states a new initiative on workplace mental health:
“…a new direction for the VWA’s WorkHealth program has led to the Victorian Mental Wellbeing Collaboration. The VWA has invested in a tripartite collaboration with peak health promotion agencies VicHealth and SuperFriend to develop a range of evidence based tools and resources that will be tested and refined through industry leaders and made broadly available to Victorian workplaces.” (page 25, links added)
Two significant points in this statement are the development of a range of “evidence-based tools and resources” and the pledge to consult. However what is meant by a tripartite consultation in this context is unclear as traditionally OHS consultation has included employer associations, trade unions and government regulators. If health promotion agencies are included in this latest “tripartite collaboration”. Will the employer groups or trade unions be dropped? Consultation on any new OHS/wellbeing initiative should not be constrained in a tripartite combination.
One of the traps in this initiative is the potential confusion by terminologies. “Mental health” is a well-understood term that is readily applied to the workplace by organisations such as the Western Australian Mental Health Commission who quotes the World Health Organisation
“…. good mental health is not simply the absence of a mental disorder. It is a state of wellbeing whereby an individual can realise their own potential, manage everyday stresses, work productively and contribute to their community.” (page 6)
There have been many claims of a workplace bullying epidemic in Australia but there has always been a lack of evidence. Research has been targeted into specific industry sectors or regions but broad ranging studies have been few. This lack of evidence was a major frustration for the Parliamentary Inquiry into Workplace Bullying that concluded in late 2012. However useful evidence is beginning to appear.
A recent edition of the Journal of Health Safety and Environment included a report (subscribers only) entitled “The prevalence and nature of bullying: A national study of Australian workers”. The authors, Dr Sarven McLinton, Maureen Dollard, Michelle Tuckey and Tessa Bailey, wrote that the study
“… shows that nearly 7% of Australian workers reported bullying and harassment in the past six months.” (page 283)
In Sydney this afternoon a workplace safety trade show held a fascinating (and free) panel discussion on safety in construction. The topic of Safe Work Method Statements (SWMS) was raised, as expected, but the comments were sound – SWMS are only required for specific high-risk activities so make them simple enough to satisfy legislative requirements AND have workers work safely.
One participant asked about obtaining a SWMS template for an activity that was not necessarily high-risk. She was advised to forget about the template and instead approach one of her trustworthy subcontractors and have that contractor step her through the work process to be undertaken and the associated risks. Then she should write a SWMS based on that information. In this way she has consulted on a safety issue, talked with a subject matter expert and developed a SWMS tailored to the workplace needs. In other words, she would have done everything that was reasonably practicable to achieve a safe and healthy work environment.
One of the other issues raised was the need to train people on the use of the risk matrix on which many SWMS are based, and that is embedded in Australian OHS Standards. The audience was advised to ignore the risk matrix as most of the workers do not understand it. It was also mentioned that many OHS/WHS regulators see it as overly complex. The audience was, instead, encouraged to based the SWMS on the Hierarchy of Control (HoC).
It was argued that workers understand the linear decision-making of the HoC more easily and that they are well aware of the consequences of failure or an unsafe act. They do not need to see a risk-rating to accept the risk of an amputation or a fall from heights or a trench collapse.
The trade show seminar had an audience of over one hundred but each one of them received the best advice from the panel of legal and industry experts available. That this cost each participant nothing but their time may indicate why safety conferences, at least in Australia, are struggling for relevance.
I was interviewed this evening on the cost of mental stress by Your Rights at Night on Radio Adelaide. The podcast is now available HERE.
I have listened back to this interview this morning and have some advice for other OHS professionals who may find themselves in a similar situation.
Insist on seeing the interview questions prior to the interview. I asked for this but the questions weren’t available. Colleagues have advised me to refuse the interview if this occurs again as there is a risk of being trapped in a discussion that is very different from what was expected.
If the questions aren’t available, ask for the core theme of the interview so that topic parameters are established earl in the process. More…
On 17 August 2014, RadioLiveNZ‘s Mark Sainsbury devoted an hour to discussing workplace health and safety. Given New Zealand has undergone a remarkable change on its occupational health and safety (OHS) strategy since the Pike River disaster, with the restructuring of its regulations and regulator into WorkSafeNZ, the various interviews are worth listening to.
This series of interviews are structured assuming that the audience has no prior knowledge of OHS. The first interview was with a representative of the Accident Compensation Commission, Dr Geraint Emrys.
Dr Emrys lists fishing, forestry, and farming and agriculture as the industries of most concern. This list is not surprising considering the industrial profile of New Zealand but it is curious that mining was not mentioned, even in passing, given the prominence of Pike River.
Emrys is asked about the opportunity to build an overall safety culture for New Zealand. Emrys says that overall campaigns are possible More…
Macquarie University researcher Sharron O’Neill is traveling around Australia refining, through consultation and seminars, her research into Work Health and Safety (WHS) Due Diligence. In a Melbourne seminar this week O’Neill, and her colleague, Karen Wolfe, provided thought-provoking discussions on three principal areas:
- Due Diligence,
- Performance Indicators, and
Below are some of my thoughts that they provoked.
WHS Due Diligence
WHS Due Diligence is still a poorly understood concept. Part of the reason is that the major explainers of due diligence seem to be, predominantly, labour lawyers who, not surprisingly, emphasis the legal requirements and origins rather than the safety elements and application. There are few safety professionals who are explaining due diligence; rather they are discussing OHS/WHS in the context of due diligence.
One colleague explained how an established organisation employed her as their first dedicated OHS professional around the same time as due diligence was being discussed as part of the national OHS harmonisation process. By looking through the company’s existing system of work, More…
Employee Assistance Programs (EAPs) are excellent resources for minimising harm from workplace issues, particularly psychosocial hazards. However this usually occurs after an event or an incident. This reality was emphasised recently by a media release from AccessEAP that revealed “the top five causes of workplace stress” (not available online but an article based closely on the release is available HERE) . The top 5 seems reasonable but the advice in the media release doesn’t seem to address the causes of the top 2 – Job Insecurity and Work Overload. These are difficult hazards to address particularly as the causes may originate outside the workplace but the media release indicates that to be effective safety managers it is necessary to look beyond the company’s fenceline and accept that the prevention of harm is now just as much social and political as it is occupational.
The top 5 triggers of workplace stress according to AccessEAP are:
- Job insecurity
- Work overload
- Organisational change
- Conflict with managers or colleagues
- Bullying and harassment
Such triggers are not unusual. In 2002 the Journal of Occupational & Environmental Medicine (JOEM) reported the following causes of stress at work: More…
In 2013 the Safety Science journal allowed open access to an article that discusses “The case for research into the zero accident vision” (ZAV). The terminology is slightly different but seems compatible with the “zero harm” trend occurring in Australia. The authors acknowledge that
“…. many companies with a good safety reputation have adopted a zero accident vision, yet there is very little scientific research in this field.” (link added)
Although the discussion revolves around experience in Finland and Finland has a unique culture, the concepts discussed are indicative of the ZAV:
- “accounting for complex contexts;
- setting up norms, rules and performance indicators;
- identifying the role of safety climate and safety culture;
- studying human behavior.”
The authors’ short discussion of context is important as it acknowledges the state of knowledge of hazards and advocates systemic analysis. It also mentions dealing with ‘normal accidents” in complex settings that leads to either looking for safer substitutes or ‘high reliability theory’ and ‘resilience engineering’. Context is vital but there is also the trap of paying too much attention to context and not enough to the hazard, a situation that can often happen with wellbeing programs. More…
How can an OHS regulator get the management of its own staff so wrong?
In June 2014, a NSW Parliamentary inquiry released its final report into Allegations of bullying in WorkCover NSW, that State’s occupational health and safety (OHS) regulator. The report found that
“…Workcover has a significant organisational problem with bullying. This problem is a longstanding one and operates at a cultural level.” (page x)
The Committee Chairman Hon Fred Nile MLC, wrote that
“more effective leadership and governance is essential.” (page x)
Longstanding bullying problems? Problems with leadership and governance? Many companies and public sector organisations have had similar issues ambulances, police, fire services, research organisations, to name a few, and are working them through. What happened in New South Wales?