When developing a mental health/wellbeing plan, suicide should not be forgotten Reply

Cover of MIC-Report-October-2014In developing harm reduction and prevention strategies, the occupational health and safety (OHS) profession likes to look at worst case scenarios on the understanding that dealing with an extreme event introduces mechanisms that deal with lesser events.  Partly this is a legacy of Bird’s Pyramid.  During this current month of attention on workplace mental health, the issue of work-related suicide is unavoidable as a worst case scenario for depression and mental ill-health.  There are several new pieces of data on work-related suicides that OHS professionals need to consider as part of their own professional development and to increase their organisational and operational relevance.

Mates In Construction

In October 2014, the Mates In Construction (MIC) program released a report on “The economic cost of suicide and suicide behaviour in the NSW construction industry and the impact of MATES in Construction suicide“. Below is a summary of some of its findings, in Australian Dollars:

“The average age of each suicide fatality among construction industry workers was 36.8 years and 37.7 years in QLD [Queensland] and NSW [New South Wales], respectively.”

“The average cost of a self-harm attempt resulting in a short-term absence from work is estimated at $925 in 2010 dollars.”

“Each self-harm attempt resulting in full incapacity is estimated at $2.78 million; and, each suicide attempt resulting in a fatality is estimated at $2.14 million”

“The key cost driver for full incapacity and a fatality is lost income, equivalent to 27.3 years productive years”

“Across all categories, the burden of cost associated with self-harm and suicide is borne largely by the government: 97% or $4.80 million of the total combined cost of $4.92 million.” (all in page 3)

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EU-OSHA releases a business case for safety and health at work 2

cover of The business case for safety and health at work-2One of the most ignored, but important, elements of occupational health and safety (OHS) management is the business case.  Work on this issue is being completed in Australia by Safe Work Australia but the European Agency for Safety and Health at Work (EU-OSHA) has beaten it to the punch by releasing “The business case for safety and health at work: Cost-benefit analyses of interventions in small and medium-sized enterprises“.  This document includes new case studies that provide detailed analysis of cost and return on investment from interventions as varied as a vacuum lifter for pavers to warm-up exercises and task assessments of domestic builders by qualified physiotherapists.

The report found that:

  • “Wide-ranging interventions appear to be more profitable than interventions targeting a particular
    issue related to the sector of the enterprise.
  • Interventions that mainly concern training and organisational change appear to be more profitable than interventions based on technical changes (such as introducing new equipment).
  • Interventions that include direct worker (participatory) involvement appear to be more profitable, regardless of whether or not increased productivity benefits are taken into account in the
    economic evaluation.
  • In most cases, the enterprises managed to estimate benefits related to increased productivity. It
    should be emphasised that increased productivity does not always come as a result of improved
    safety and health, but it is taken into account in the context of a business case.” (page 10)

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Integrated approach to OHS and wellbeing to be promoted in Australia Reply

Cover from VWA_INTEGRATED APPROACH GUIDELINES_D3-2Later this month, the Victorian WorkCover Authority (VWA) will be releasing a document entitled “Integrated approaches to worker health, safety and well-being” (pictured right, but not yet available online).  It is intended to generate discussion on how to improve workplace safety performance by breaking down the walls of various disciplines, production processes, consultative silos and institutional or organisational biases.  This document builds on the overseas experience of the National Institute of Occupational Safety and Health (NIOSH – Total Worker Health program), the World Health Organisation (WHO – Healthy Workplace Framework) and others to provide an Australian context.

Those who are experienced in risk management principles may see little new in this approach and the publication’s success is likely to depend on how VWA explains the initiative and how its stakeholders, Victorian businesses of all sizes, accept the concept and believe it can work in their own workplaces.

Integration

The release of a publication advocating Integration implies that an unintegrated approach to safety management has been an impediment to change. This may be a surprise to risk managers and those who have been consulting broadly on OHS in their workplaces and those companies who have integrated systems managers with responsibility for Quality, OHS and Environment. More…

What is workplace “mental wellbeing”? 1

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)

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New workplace bullying evidence 2

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)

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Technical and practical advice on applying the maturity matrix Reply

Pages from d001323Corporate maturity, especially in the area of workplace health and safety, is an increasingly important consideration in determining the preparedness of an organisation to change and embrace OHS as a crucial element of its business operations.  There are several advocates of determining corporate maturity usually based around Hudson’s five levels of maturity, the most recent seems to be the Australian Constructors’ Association (ACA) in conjunction with RMIT University (see parts 8-7 of the document pictured below), but these tools are often aimed at the upper levels of an organisation.

Recently the Center for Construction Research and Training (CPWR) produced a series of handouts that apply a variation of the maturity matrix to separate components of safety culture.

These levels include:

  • Uninformed
  • Reactive
  • Compliant
  • Proactive
  • Exemplary.

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Book review: Business, Environment, and Society – Themes and Cases Reply

Book coverAustralia’s Royal Commission into the Home Insulation Program (HIP) spent a great deal of time looking at the design of what started as an environmental initiative delivered in one way to an economic stimulus package delivered another way.  The HIP, and the people working with it, struggled to accommodate these changes.  A new book from Baywood Publishing in the United States, coincidentally, looks at the growth in ‘green jobs” and, among many issues, discusses how such jobs can affect worker health.

In “Business, Environment, and Society – Themes and CasesVesela R Veleva writes

“Green jobs, however, are not necessarily safe jobs, and, any of the current green technologies pose significant health and safety risks to workers.  A life-cycle approach and greater emphasis on worker health and safety is necessary when promoting future policies and practices. (Page 7)

The advantage of looking at the HIP inquiries as green jobs is that it provides a broader, even global, context to the scheme. Veleva writes:

“While there is no universally accepted definition of a green job, several organisations have proposed working definitions.  The United Nations Environmental Program defines a green job as “work in agriculture, manufacturing, research and development, administrative and service activities that contribute substantially to preserving and restoring environmental quality”…. The US Bureau of Labor Statistics defines green jobs as jobs involved in producing green products and services and increasing the use of clean energy, energy efficiency and mitigating negative impacts on the environment…” (page 9)

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Dangerous personalities making work unsafe – really? 16

Pages from dangerous-personalities-making-work-unsafe-1Australian recruiting firm, Sacs Consulting, has released the findings of a survey entitled “Dangerous Personalities making work unsafe“.  Such surveys are predominantly marketing exercises and usually, as in this case, there is a limited amount of data available but the results are often broadly distributed and add to the discussion about workplace safety.

The headline itself is a red flag to occupational health and safety (OHS) professionals who are old enough to remember the debate about “blaming the worker” for OHS breaches, injuries and illnesses.  Most safety managers and corporate safety programs are applying a “no blame” philosophy to combat the worker focus but the reality is that workers are still being blamed and being dismissed for safety breaches.  The Sacs Consulting survey confirms the growing worker focus by looking at the personal rather than the organisational.

The Sacs study found:

“…that some people still ignore OHS rules and act unsafely in the workplace, whereas others value their own safety and that of their colleagues so actively that they try to improve the safety of their workplace. Using personality and values testing, the study was able to predict whether an individual is more or less
likely to be safe at work.” (page 1) More…

“Put the human being first” 14

One of the most contentious issues in safety management is the treatment of workers compensation claimants.  On 18 August 2014, a small qualitative research report into this area was launched in Melbourne.  The report, “Filling the Dark Spot: fifteen injured workers shine a light on the workers compensation system to improve it for others”* identified four themes in the workers’ stories:

  • a sense of injustice
  • a lack of control and agency
  • loss of trust, and
  • loss of identity.

These themes, or at least some of them, are increasingly appearing on the occupational health and safety (OHS) literature.  To establish a successful sustainable workplace culture, one needs to establish and maintain trust.  Workers also seem to need some degree of control, or at least influence, over their working conditions and environment.  Also workers, and managers, need to receive a fair hearing, what most would describe as “natural justice”. More…

Book review: The Financial and Economic Crises and Their Impact On Health and Social Well-Being 1

Book Cover NavarreAny of the books written or edited by Vicente Navarro are worth serious consideration.  The latest book, edited with Carles Muntaner has the daunting title of The Financial and Economic Crises and Their Impact On Health and Social Well-Being but it is the content that is important.  The editors’ social class analysis may be unfashionable in some areas, or even anachronistic, but the perspective remains valid, as they write:

“…any explanation of the current crisis requires incorporating a social class perspective so as to understand the modus operandi of the economic-financial-political system.” (page 4)

The book though is about the effects of the crisis on health and well-being and there is much to learn.  More…