With the continued expansion of occupational health and safety (OHS) legislative frameworks, have we gone a step too far to enable employers, particularly small- to medium-enterprises (SMEs), to operationally achieve and maintain compliance? With the recent introduction of psychological health requirements across Australia, this question has never been more important.
It’s National Safe Work Month in Australia this October. This year’s theme is SafeTea** emphasising the importance of involving everyone in work health and safety (WHS) discussions by encouraging workplaces to have a safety chat over a cup of tea. This started me thinking about safety conversations. Is the Safety Moment mentioned at the start of every meeting ritual impactful, engaging, behaviour changing or is just eroding safety credibility?
Ross Gittins is a prominent Australian economics journalist. In The Age on September 20, 2023, he wrote an article about the recent spate of corporations being prosecuted and penalized for breaking the law. Many of his points can also relate to companies and executives breaking occupational health and safety (OHS) laws.
Continue reading “Toothless enforcement”It’s been years since I have seen anything in the Australian press about companies or individuals being penalised for asbestos contamination. That despite workers telling me since being back in Australia, they have suspected asbestos when demolishing older domestic, cultural and industrial structures or even while digging shallow excavations in preparation for construction or mining.
It seems like Australian fashion for deregulation may have bitten into OHS.
The Australian Industry Group (AIGroup) has published an article intended to rebuild trust between workers and employers and is based on a “Tight Loose Tight” concept. It seems to make sense and maybe moreso to its intended audience but it is missing essential integration.
Occupational health and safety (OHS) seminars can be a bit hit-and-miss. Sometimes they seem to be a front for promoting a new management program, but every so often, the information offered is perceptive and rewarding. Herbert Smith Freehills partner Steve Bell has been consistently rewarding over many years. No quoting Section 321 of an OHS Act or PowerPoint slide of obscure and semi-important court cases here. His latest seminar appearance covered
In 2022 a young employee of EY died by suicide after a work function. EY announced an independent review of EY Oceania’s workplace culture and that the report would be publicly available. That report was released on 27 July 2023. EY’s response was good crisis management, but the public release is beyond what many companies would do, so EY’s transparency in this case should be acknowledged.
The report written by Elizabeth Broderick‘s company offers good news for EY. There is a high level of satisfaction, but results in the 80 percentages or some 90 percentages still allow for a significant number of personnel who are dissatisfied, harassed, bullied, and/or mentally stressed. It is not unreasonable to accept the EY report as being indicative of the workplace cultures of hundreds or thousands of similar businesses.
This report needs to be read widely and thoroughly by any Human Resources (HR), Executive and occupational health and safety (OHS) professional. The following article scratches the surface of this significant investigation.
