Category: community

New Work/Life Research

There seems to be new institutes and academic schools popping up regularly over research into the issue of work/life balance.  Recently one of the oldest and most prominent of the institutes, the Centre for Work + Life at the University of South Australia, released new research data.AWALI--full cover

The latest Australian Work and Life Index (AWALI) was released in late July 2009.  The executive summary identifies several important issues relevant to OHS:

“Three years of data about work-life interference in Australia tell us that many employees experience frequent interference from work in their personal, home and community lives, many feel overloaded at work and feelings of time pressure are also common and growing.”

“Work hours are central to work-life interference….. Many Australians are a long way from their preferred working hours and the 2008/09 economic downturn has not made any difference to the incidence of this mismatch.”

The work by Barbara Pocock and others at the Centre is characterised by recommendations for improvements rather than simply describing a situation.  In this data the researchers say

“Our AWALI reports over the past three years suggest that employers and public policy makers can help workers deal with work-life pressures.  This involves improving the quality of supervision and workplace culture, controlling workloads, designing ‘do-able’ jobs, reducing long working hours and work-related commuting, increasing employee-centered flexibility and options for permanent part-time work, improving the fit between actual and preferred hours and increasing care supports.”

It is obvious from these comments that OHS professionals need to work hard on these matters to create, or maintain, their workplace safety cultures.

Kevin Jones

New Bachelor degree in OHS

A new Bachelor degree in OHS is being offered at the University of Queensland.  Professor of Occupational Health and Safety Mike Capra says in a media release that

“graduates would become a new generation of highly-trained OHS specialists who would be in demand due to a workforce shortage.”

The New South Wales WorkCover has had to remind employers not to cut corners on safety due to the tough economic climate.  With the unemployment rate increasing in Australia, the demand claimed by Professor Capra is disputable.

The issue of employability was raised in a discussion forum recently.  One person pointed out that employers are able to be more selective.  When they have to choose between a graduate fresh from university or an applicant with experience, experience will win every time.

It will be interesting to see what programs the Bachelor Degree has in place to provide the necessary practical experience.

Hopefully on graduation in 2015, the career opportunities have improved with a stronger economy.

Professor Capra is quoted further.

“The program was developed at the request of the OHS industry, including peak body the Safety Institute of Australia, which saw the need for a professional qualification in the field,” Professor Capra said.  “The lack of well-qualified OHS professionals is causing alarm among members of major OHS associations, government authorities and employers.”

The biggest motivation for improved professionalism has come from WorkSafe Victoria through the Health and Safety Professionals Alliance, and only within the last couple of years.  It is is the “alarm” of the OHS regulator that seems to have been the biggest factor.  At least WorkSafe  is willing to fund the development of such a program having provided a grant of almost $A400,000 recently.

Some of the claims in the promotional video for the course are dubious (“never be out of a job”, for example) and the video could pass, in parts, for a tourism ad, but if the target audience is school leavers, the focus on fun, sun and job variety is probably relevant.

If it is the first course of its kind in Australia, as claimed, it will be very interesting to watch how it is received.

Kevin Jones

Aspirational targets are next to useless put politically expedient

Further to the recent blog article on New South Wales WorkCover statistics,  SafetyAtWorkBlog has been provided with a copy of the official Comparative Performance Monitoring (CPM) report that was released in August 2008.  These figures are used to measure performance against the National OHS Strategy 2002-2012.

SafeWorkAustralia has told SafetyAtWorkBlog that the next edition is due in October 2009 (just in time for Safe Work Australia Week – what a coincidence!) after it has been discussed at the next scheduled Workplace Relations Ministers Council amongst other meetings.

Most organisations, including political ones, have key performance indicators for managers and the companies themselves, to measure the likelihood of meeting the target.  This may involve additional remuneration, awards or any other type of recognition.  If the target is not reached, there are repercussions – loss of potential bonus, loss of job….

The National OHS Strategy has no reward for achievement other than a warm, fuzzy feeling.  Nor does it have any penalty except the same warm, fuzzy feeling with perhaps a few less degrees of warmth or duration.

According to the media release from the then-National OHS Council in May 2002, the “indicators of success” are

  • “Workplace parties recognise and incorporate OHS as an integral part of their normal business operations
  • Increased OHS knowledge and skills in workplaces and the community
  • Governments develop and implement more effective OHS interventions
  • Research, data and evaluations provide better, timelier information for effective prevention”

The release also said

“There are five initial national priority areas for action to achieve short-term and longer-term improvements…. The priorities are:

  • reduce high incidence/severity risks;
  • improve the capacity of business operators and workers to manage OHS effectively;
  • prevent occupational disease more effectively;
  • eliminate hazards at the design stage;
  • strengthen the capacity of government to influence OHS outcomes”

These are classic “aspirational targets” that have no penalties for failure.  The targets themselves were discussed in the previous blog article.

According to the 2008 CPM report summary

“The reduction in the incidence rate of injury and musculoskeletal claims between the base period (2000–01 to 2002–03) and 2006–07 was 16%, which means the interim target of a 20% reduction by 2006–07 has not been met.  It is also below the rate of improvement needed to meet the long term target of a 40% improvement by 2012.  The rate of decline in the incidence of claims will need to accelerate in future years if the target is to be achieved.  Four jurisdictions however, met the interim target of improvement: NSW with 29% improvement, the Australian Government with 27% improvement and South Australia and Seacare each recorded 24% improvement.  Although these four jurisdictions recorded improvements higher than the 20% required, considerable efforts will be required by all jurisdictions if the national target is to be met.

The number of fatalities recorded for 2006–07 is lower than in previous years, increasing the percentage improvement from the base period.  The incidence of compensated fatalities from injury and musculoskeletal disorders decreased by 16% from the base period to 2006–07, thus the interim target of a 10% reduction by 2006–07 has been surpassed.  The national incidence rate is still ‘on target’ to meet the 20% reduction required by 2011–12, however there is a considerable amount of volatility in this measure and consistent improvement is required.

The National OHS Strategy also includes an aspirational target for Australia to have the lowest work-related traumatic fatality rate in the world by 2009.  Analysis of international data indicates that in 2006–07, Australia recorded the sixth lowest injury fatality rate, with this rate decreasing more quickly than many of the best performing countries in the world.  However, despite this improvement, it is unlikely that Australia will meet the aspirational goal unless substantial improvements are recorded in the next few years.”

The federal government can react in several ways if the signatories to the strategy fail to meet the target in 2012:

  • Blame the previous government who was in power at the time of the strategy;
  • the large number of parties to the strategy made it impossible to coordinate;
  • The political climate has changed so much  that the targets reflected unreasonable expectations; or
  • The economic climate has changed so much that the targets reflected unreasonable expectations.

Unless all the parties renew their efforts (and their budgets) in order to reach the targets in 2012, from 2009, which is highly unlikely, 2012 is going to have an OHS “elephant in the room” and it will have been white.

Kevin Jones

Maintain instead of repair

Every country has its share of high-fliers who “burn out”.  Many fade away from the public eye with their careers over.  Frequently this path to wealth and prominence is not perceived as a workplace health or safety matter.  Some people decide that the health trade-off of multi-million dollar salaries is worth it.

Sadly the psychological reality of this personal decision is often masked by clichés.  Frequently, executives say that a major motivation for their decision is “to spend more time with my family”.  Many executives may believe this to be a major part of their decision, but regrettably, this worthy sentiment has become a cliché – the equivalent of a beauty pageant winner working toward “world peace”.

The family-time phrase/reason/excuse signifies an important element of the executive’s personality.  They were willing to sacrifice decades of their relationship with their partner and to be absent from the development of their children for money.

If any of these departing executives use the family-time phrase in the same departure speech or media exit-interview  as regaining “control of their lives” to “re-engage with the most important people in my life”, ask the executives, or politicians, “how do you justify ignoring your family over your career?”.

In some cases one could be more specific.  “Do you think that your multi-million career was related to your daughter’s persistent attempts to kill herself?”  “After being absent so frequently and for so long, are you still justified in describing your marriage as a loving relationship, or your partner as your ‘soulmate’?”  “Was your million-dollar salary really worth it?”

Int he wake of the self-generated corporate financial crisis, some corporate executives are re-examining their ethics and morality.  Not enough are going through this but it’s a start.  Most say they operate for the benefit of shareholders but they cannot deny the reality of massive remuneration for their efforts.  What they are ignoring is the individual cost to their loved ones of these efforts.

Should we look up to the billionaires who sacrifice the wellbeing of others they say they love to chase the dollar?  Are these the paragons of our society?

People are trying to maintain or establish a work/life balance.  (There are several articles at SafetyAtWorkBlog that report on this movement.)  But the reality is that to achieve a work/life balance, one must be prepared to sacrifice income.  This may involve the necessity of achieving a certain stage in one’s career that is not the top, but still a position of value in the company and, equally important, of value to one’s family and even one’s own psychological well-being.  If one’s colleagues fail to understand this decision, the workplace culture is faulty, and probably irreparable.

If the ultimate ideal is to have a happy, functional, and sustainable community, one must examine one’s own motivations, and one’s own personal priorities.  Everyone must consider whether we want to emulate those who sacrifice their family’s welfare for money or whether we support those who rebut the “glory of the high-achiever” and emulate those who love their family enough to spend time with them through their career.  Maintenance is easier than repair in life as in safety management.

Kevin Jones

OHS regulator resources in perspective

It is essential for corporate OHS policy-makers to leave their high-rise offices to experience high-risk workplaces such as factories and small business.  This exposure to reality will add a practicality and ease of implementation to their OHS initiatives.

3i17 coverIn a similar way it is important that OHS professionals in industrialised nations with online references immediately to hand, and assistance at the end of a mobile phone call, realise that workplace safety can implemented, taught and regulated with a lot less.  Some countries have no option but to work with lean resources but good skills.

In 2002 I conducted an interview with Stanley D Pirione, the Deputy Commissioner of Labour for the Solomon Islands.  In 2008 Mr Pirione was the Under-Secretary – Strategic Policy and Reform of the Public Service.  Over the last seven years, the Solomon Islands has faced many political and economic crises.

The interview below is from 2002 but, I think, it is a useful reminder of how some our colleagues have to achieve similar performance targets with a lot less.

Kevin Jones

SAW: Could you provide us with an outline of your Department’s activity and structure?

SP: Eight workers usually staff the OHS Unit but at the moment, we have only 3 workers. We operate under the Labour Division of the Ministry of Commerce and Employment and Industries. The main objective is to provide protection for workers from work hazards, promote and control safety and health at the workplace and provide advice to employers and employees about their respective duties as stipulated in the various Acts and Laws. We also carry out inspections on work policies and practices within industries to ensure compliance with our standards.

We also have Labour Inspectors who conduct respect inspections and surprise inspections. We usually go on tours to the provinces. The geography of the islands means that the islands are very far from Honiara, the main place. We conduct no more than two or three visits a year.

We promote Labour laws through the local newspapers, brochures, even through the radio. We host workshops and seminars for the middle managers and health and safety officers.

SAW: Does the Department’s workforce include the Inspectors?

SP: We usually conduct inspections on Honiara because it is less costly and close to our offices. The islands are very scattered and it can take 10 to 15 hours to travel by boat to the other side. To go by plane is too costly.

We do have overseers in our sub-centres but due to the government problems, some of the workers have been called back to the main centre in Honiara. But what we are doing now is we are providing “extension services” where we appoint workers from the private sector to do labour inspections for the Government. We go through a number of procedures with them; the Government blesses them and gives them the mandate to inspect. These people then have the same powers as the Labour Officers. We are opening up for those in the private sector.

For the past 16 or 18 months, the rate of inspections has really declined because of our problems in the Solomons.

SAW: How is the integrity of the inspection by the “extension services” maintained?

SP: We appoint inspectors in their own respective fields, especially those in manufacturing, mining, fisheries and forestry. Each inspector inspects within his own area of work.

SAW: In a country of limited resources, what is the major source of information on new OHS hazards, or hazard controls?

SP: We always tip in on ILO Suva who give us much information. Last year, two of our officers attended regional workshops on health and safety in Nadi. We make use of this information and then disseminate it to the industries.

However, the standard of information to the public is very low. Most of the workers in the industries are not really aware of the safety standards. The Government itself has not really recognised the role of the OHS Unit. We work on every possible means of resources that we have in giving them out to these people.

SAW: How long has the Solomons had workplace safety legislation?

SP: Since Independence. We have only two Acts here – the Workers Compensation Act and the Safety At Work Act. They were enacted in Parliament in 1982 and the latest review was in 1996. We still need to update these Acts because there are a lot of things to be done.

The standard of safety practiced by foreign companies in the Solomons is very much higher compared to our safety legislation. The Safety At Work Act is too general. It does not cover specific industries like those in mining and fisheries

SAW: I suspect that overseas companies dominate mining.

SP: So far, we only have one mine and mining company, an Australian company. But it is the logging industry that has dominated the workforce here.

We have 15 to 18 logging operations in the Solomons, mostly from Malaysia. The problem is that this group do not enforce their labour standards here, compared to the New Zealand and Australian companies.

SAW: Do the Solomons pay close attention to voluntary standards imposed by overseas companies?

SP: The conditions we place on foreign companies when they move in are to make sure that their standards match ours. But there are too much politics involved and then they will just get through. We usually make use of the powers that we have available through our legislation. We give companies enough time to improve on their standards. Mostly when the investors come in we say this is what we expect from you.

SAW: Many countries have to balance the enforcement of safety standards so as not to deter investment. Is that the case in the Solomons?

SP: The Government has appealed to all the Departments to facilitate as much as possible to let these people in. There should not be any hindrance, there should not be any delay in processing whatever they intend to do. In fact health and safety is also treated as a hindrance to their intended activities but we always state that they should not operate below our standards.

SAW: Do the Australian companies have difficulty in that arrangement?

SP: The Australian companies in mining and manufacturing have higher standards than their Asian counterparts. We always use their standards to inspect, particularly in the Asian logging companies. We are using Codes o Practices as guidelines, from New Zealand, even from Australia. We use them as a standard, we know that that is higher than the one we have here but we know that that is internationally recognised.

SAW: Is logging the dominant industry in the Solomons?

SP: For the post 10 years or so, logging has been the dominant industry. The logging companies employ 20-30% of the private sector. This is the industry that we have a lot of injuries from. Mostly, minor injuries like cuts and lacerations. Over the last 5 years we have received many accidents from the manufacturing and forestry sectors. We have an average of 2-3 fatal cases each year.

SAW: Principally in the logging industry?

SP: Yes

SAW: Are injured logging workers rehabilitated through the companies’ processes or is the compensation and rehabilitation mainly through the Government’s workers compensation legislation and processes?

SP: For fatal accidents, the company pays out for the funeral expenses. They meet all the payments and sometimes pay some compensation to the worker’s relatives and dependents. That is treated differently from what is required under the Workers Compensation Act.

We follow our own formula and procedures. The companies have nothing to say about that. Once we give a claim, we charge them for negligence, for not abiding by the provisions. There should be no questions about that.

For small incidents like abrasions, contusions or small simple fractures or sprains and strains, we follow the Workers Compensation Act.

But there are particular arrangements that occur between the employee and the employer, outside of the Act. We always welcome those.

SAW: Are the mines in the Solomons open-cut or underground?

SP: Open cut. The mining industry is very new and started about 6 years ago. We haven’t yet tried to make provisions for Codes of Practice with regards to mining. We are confident because of the standard of health and safety within this mining company. We are not concentrating on mining because we know too well that the standards are much higher than in logging.

SAW: What industry do most people want to be employed in? Is it logging because of high pay? Alternatively, is it mining because it is a safe industry with an Australian company? Do the citizens of the Solomons consider safety when they go for jobs?

SP: These industries have generated a great deal of money in a very short time. These have attracted workers because of the high pay and all sorts of allowances. Before that most of the workers were focussing in the manufacturing sector or the fishing sector. Just because the work is lighter particularly in the manufacturing sector, there’s not as much exposure to hazards. There is a lot less risk than in the logging.

The logging companies do pay bonuses for those who are exposed to very dangerous situations.

The fishing is quite similar. Due to the problems in the fishing sector, many workers have left and moved to the logging sector. Most of the workers go to the industries based on higher wages.

SAW: Some countries separate the OHS enforcement of fishing from land-based industries. Does this happen in the Solomons?

SP: The Safety at Work Act is too general. It only mentions responsibilities of employers and workers. It does not say anything about fishing although it gives more time for the Minister responsible to put out rules or regulations. Mostly, the Safety at Work Act covers only the manufacturing sector, not specifically fishing or even logging and mining. We have a bit of difficulty so can only place their obligation under the Safety at Work Act. Regardless of what industry you are involved in, regardless of what activity you are doing, as long as you are the employer, defined by the Law, and then this is your responsibility.

SAW: If you were able to have anything to improve OHS in the Solomons, what would you choose?

SP: We have a range of programs here to give out enforcement standards to workers. We have a lot of workshops and programs targeting certain industries. We also have radio programs, we have field and enterprise inspections. We usually go out on courtesy visits and then we talk with the employer and the employee. It is not like a policing attitude. We suggest, in a friendly manner, what they should do.

We also issue pamphlets and brochures but the problem with all this is that we do not have enough money to carry out all our programs. That’s why we are now establishing “extension services”. The Government then does not have to go and spend money for inspections. We appoint inspectors in their own respective industries.

We also need training programs. We did have a project sponsored by the UNDP, where some of our officers used to go out to New Zealand. Last week, Papua New Guinea’s OHS Division sends us information but now the UNDP has withdrawn its sponsor….

SAW: Many countries have support on workplace safety from the trade union movement. Is that so in the Solomons?

SP: The union movement in the Solomon Islands deals with wage increases and other conditions of services but not necessarily on occupational health and safety. It is quite weak. Many workers have been frustrated by the weaknesses of the union. The union movement has been talking too much about politics and not concentrating on their members or increasing the membership.

The safety standards have not really been discussed in negotiations. They are more concerned with better wages and better housing.

SAW: The political problems have resulted in some areas that you cannot go to. How much did the instability hamper you Department’s operations?

SP: During the 1997 Government there was a lot of consultation with overseas groups from Australia and New Zealand providing seminars. There was a lot of motivation. We have tried very hard to improve on labour law reviews. We also tried to work out Codes of Practices in new areas, put up new Regulations. The activity of the OHS Unit have been gradually increased since 1997. The Government has been very supportive of our work plans. The Government gave us a vehicle to use to carry out inspections.

Due to the ethnic problems of the Solomons, nearly 50% of our operations have been affected. There are no finances. Some of our workers have been left out. A former OHS Officer is now a Minister of the Government. He resigned, went home and then ran for election. Some of our workers now work in the private sector. This is because the Government has not been very supportive in addressing the problems we have encountered.

We are optimistic as things gradually improve. It is only law and order that is the problem we have right now. But we are optimistic, we are now establishing the “extension services”.

Recently I conducted two inspections. One was a logging company in one of the provinces and I will be going out inspecting in July, August, and September. By the end of this year, I should have covered at least six or seven logging companies.

We have just finished one workshop and we are trying to have another in June.

SAW: Thank you very much for your time.

Union abuse of workplace safety

The fragility of Australia’s agreement for OHS harmonisation is illustrated in an article by Michael Stutchbury of The Australian.  He  mentions the potential domino effect resulting from the West Australian Treasurer’s desire to keep his options open.  New South Wales and Queensland see that a (politically unpalatable) out is possible.

Pages from Open_Ltr_to_Premiers_and_Chief_Ministers_re_OHS_harmonisation_14.5.2009The freshest information in his article was that the CEO of the Business Council of Australia (BCA), Katie Lahey, has described OHS harmonisation as “linchpin” in the government’s push for a seamless national business economy, according to Stutchbury.  This perspective is one that should be watched closely as the BCA is not renowned for its OHS innovation or advice.

Stutchbury misinterprets the pledge by the Construction, Forestry Mining and Energy Union (CFMEU)

“to make safety the key to their battle against the ABCC’s powers”.

The union is applying safety to their industrial relations battle with the ABCC because their initial attack failed.  The Government has watered down the ABCC’s powers but the ABCC will continue to exist.  Indeed the “lawlessness” of the unions has caused the Government to continue with regulatory oversight of the construction industry beyond the ABCC.  The unions are flogging a dead horse (albeit for excellent ideological reasons) and, as a result, are reinforcing the political and community perspectives of union “thuggery”.

The ABCC action against unions has not been on the basis of health and safety, as far as SafetyAtWorkBlog is aware.  It has been on the issue of union conduct, the way the union progresses on OHS matters.  The ABCC concerns stem from the process itself and not the origin of the process.

The Australian union movement needs to realise that it is its heavy-handedness on industrial relations that is impeding its progress on several fronts.  It is not getting the ear of what traditionally has been a sympathetic political party and it is failing to gain any ground in the community because of its brash conduct.  As a result it is not attracting new members.

It is also disappointing that health and safety is trotted out as a Plan B.  This has happened repeatedly and has resulted in the tactic being seen as minimally effective.  The union movement needs to see that OHS is a core value of union membership.  Workers can be confident that an OHS issue brought to management with the union’s support will get an audience, and is more likely to get fixed.

The unions will gain new members by emphasising the positive and direct benefits of union membership.  A possible campaign start could be

“You will be safer at work with a union”.

There is a place for ideological protest.  The point needs to be made that the powers of ABCC are inappropriate.  But the ABCC was introduced in response to union arrogance and excessive testosterone.  A change of culture in the union movement some time ago would have allowed it to focus on the future of its members rather than continue with its outdated and unpopular belligerence.

Kevin Jones

Nanotechnology safety – literature review

Earlier in June 2009 The European Agency for Safety and Health at Work released a literature review entitled “Workplace exposure to nanoparticles”

Pages from Workplace exposure to nanoparticles[1]The EU-OSHA says

“Nanomaterials possess various new properties and their industrial use creates new opportunities, but they also present new risks and uncertainties. Growing production and use of nanomaterials result in an increasing number of workers and consumers exposed to nanomaterials. This leads to a greater need for information on possible health and environmental effects of nanomaterials.”

The report is available for download by clicking on the image in this post.

Kevin Jones

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