Applying the most effective way to have companies comply with their occupational health and safety (OHS) obligations has been debated in Australia and elsewhere for years. The issue will arise again in 2019 and in relation Industrial Manslaughter laws as Australian States have elections, or the political climate suits.
There are several elements to the argument put by those in favour of Industrial Manslaughter laws. Workers are still being killed so the deterrence of existing OHS laws has seen to have failed. Deterrence has been based on financial penalties and workers are still being killed so financial penalties have failed. Jail time is the only option left.
This is a simplistic depiction of the argument, but it is not dissimilar to some of the public arguments. The reality is that deterrence is achieved in two ways – telling the person of the consequences of an action and enforcing those consequences.
A recently completed thesis into occupational health and safety (OHS) and New Zealand’s trucking industry is gaining some media attention. It deserves more, as it identifies many of the structural and cultural barriers to improving health and safety in this important and global industry. Continue reading “New thesis on transport safety looks at the bigger OHS picture”
The trade union movement was instrumental in showing that workplace bullying was a pervasive problem in Australian workplaces. Many Codes of Practice and guidances for workplace bullying and occupational violence were written shortly after the action by the Australian Council of Trade Unions almost two decades ago. But, for some reason, although sexual harassment was mentioned in those early documents, it never received the attention in occupational health and safety (OHS) circles that, in hindsight, it should have.
Perhaps a more sustainable and effective strategy would be to focus on the “harassment” rather than the “sexual”, or in
Today, Siobhan McHale, Head of HR at Dulux posted a comment and video on LinkedIn about measuring cultural change. She introduces her post with:
“Can culture be measured? In my view it can and should be measured – in the same way as any other business activity that’s important to your success.”
The responses have been speedy and this conversation is likely to continue for sometime as McHale is monitoring the comments, some of which dispute McHale’s position.
This article is part one of an edited version of a keynote presentation I made at the a special WHS Inspectors Forum organised by WorkSafe Tasmania. The audience comprised inspectors from around Australia and New Zealand. I was asked to be provocative and challenging so posed some questions to the audience about how occupational health and safety (OHS) is managed, regulated and inspected.
The audio of the presentation is available at SoundCloud and Podbean and below.
“The purpose of this session is to provide insight into the future challenges for work health and safety regulators due to changes in the nature of work, the workforce, supply chains, and the social and political environments, and encourage inspectors to consider how the way they do their work may need to change to meet these challenges.”
I encourage you all to analyse what you say, what you are told, what you do and how you do it. Too often we accept information and our situations uncritically and I want you to question everything, including what you read in this article.