The human resources (HR) discipline is often criticised for not considering the interests of workers as its primary consideration. This is not a recent phenomenon. To understand the origins of this criticism, looking at some of the research into the discipline from before the wellness industry dominated many of the HR approaches to occupational health and safety (OHS) is helpful.
The Australian Financial Review has looked at the local Australian context of the United States opposition to continuing workplace initiatives on diversity, equity and inclusivity (DEI), The AFR contacted some Australian technology companies for their leaders’ thoughts as overseas the DEI opposition seems loudest in tech companies. The media attention overseas has also come from the activities of some right-wing anti-woke activists. The opposition seems to deny or ignore some of the evidence for DEI contributing to company profitability, cultural strength and occupational health and safety (OHS).
Starting January 1, 2025, Australia will have new laws and penalties for intentional wage theft beginning January 1, 2025. The usual business lobby groups are bleating about the unfair imposition of costs and time on their members. But what about the significant impact on workers’ health, safety and dignity?
Recently, it was revealed that a senior leader of the Construction Forestry Mining and Energy Union (CFMEU), John Setka, has lodged a workers’ compensation claim alleging post-traumatic stress disorder related to his work. Setka (pictured above second from the left) is a controversial trade union and political figure, especially in Victoria, and anyone can lodge a worker’s compensation claim. However, the media reporting identifies some curious factors to this claim.
Last week, Maddocks law firm conducted an end-of-year summary of its workplace relations issues and a forecast for 2025. Occupational health and safety (OHS) are almost inseparable from industrial relations (IR), so the overlaps between the four or five topics discussed were enlightening and provided a good contrast to the information from other law sources.
This is the second in a possible series of articles based on an artificial intelligence analysis of decades of audio interviews and recordings with occupational health and safety professionals, academics, lawyers and more used for this blog and my other writings. This time, I asked:
What are the most substantial impediments to improving the health and safety of workers?
Several substantial impediments to improving worker health and safety emerge from the conversations:
On the morning of day one of the Australian Labor Law Association (ALLA) National Conference, the Fair Work Ombudsman, Anna Booth, mentioned a “culture of compliance.”
She explained the culture of compliance by revealing data in several industry sectors about significant non-compliance based on the activities of the Fair Work Ombudsman inspectors. So, it’s perhaps more important to talk about a non-compliance culture rather than a compliance culture.
