One of the fascinating elements of this year’s National Comcare conference is the conflict between the Human Resources (HR) approach to occupational health and safety (OHS) and workers compensation, and the OHS approach to psychosocial hazards. This is not the fault of Comcare as the audience is a peculiar mix of both professions.
The difference was on display when some presenters focused on the post-incident care and, almost entirely, on interventions on the individual. Other presenters focused on the prevention of physical and psychological injuries – the OHS approach. The former seemed warmly embraced by the HR professionals. There were other speakers, or parts of their presentations, where prevention was almost mentioned as an afterthought and even then omitting references to their organisation’s own OHS publications.
There has always been a structural and ideological separation of the professions
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It is a common tactic for procrastinators to acknowledge a problem and then point to an ill-defined, fluffy concept as the problem because that fluffiness makes it almost impossible to change, some use the phrase “wicked problem” similarly. The fluffy concept may be too difficult for most to understand, or the benefits will not be quick enough or not fit into an unrealistic preconceived schedule. “Safety Culture”, or the currently preferred term “organisational culture that includes safety”, is often used to justify this procrastination.