Category: sexual harassment

The Spiritualism of HR

“Trust us” is one of the riskiest phrases anyone can use. It may be even riskier to accept it. In workplaces, it is often the start of a relationship, but it can also be the start of betrayal. Part of the risk in starting any new job is that new employees must accept their introductions in good faith, and most introductions are handled by the Human Resources department but is that faith misplaced? Recently, one socialist journal from the United States (yes, the US has a socialist sub-culture …. for the moment), Jacobin, included an article about HR in its religion-themed edition (paywalled).

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The fluctuating grey zone of compliance

The occupational health and safety (OHS) profession operates within the legislative context of “so far as is reasonably practicable“, that band of compliance, that non-prescriptive, performance-based flexibility offered to employers to encourage them to provide safe and healthy workplaces. It could be said that OHS was easier forty years ago because the compliance band was thinner, and in some cases, compliance was determined by specialist OHS inspectors on the day of the visit.

Today, that compliance band fluctuates and can be affected by community values and expectations, as shown in a recent discussion about sexual harassment at Australia’s Fair Work Commission.

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New Sexual Harassment Code is part of the workplace mental health transition

This month Safe Work Australia (SWA) released its Code of Practice – Sexual and gender-based harassment, which applies to almost all Australian occupational health and safety (OHS) jurisdictions. It is an important document for many reasons, not the least is to reduce, and hopefully to prevent, the potential for life-altering psychological harm. It is also important in the expansion of management areas traditionally managed through personnel departments to include OHS concepts and control measures.

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Psychosocial laws may encourage political risks

In December, Australian law firm Maddocks launched its 2023 Year in Review. Two items were directly relevant to occupational health and safety (OHS) – Sexual Harassment and Psychosocial Safety – both addressed by Catherine Dunlop. The size of the challenge ahead on both these topics was shown by the Australian Financial Review on December 7, 2023:

“Fewer than half of directors are confident their companies will be able to adhere to new workplace sexual harassment standards when they come into force next week, with just one in five female directors saying their boards understand the requirements of the new regime.”

Outside of the Maddocks launch, there is also some speculation that Victoria’s proposed psychosocial regulations may never happen.

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WorkSafe Victoria’s Director of Investigations says “Culture is nirvana”

Every so often, the spokespeople for occupational health and safety (OHS) regulators spread the public speaking load by having divisional heads speak at health and safety events. This week WorkSafe Victoria’s Director of Investigations, Peter Collins (pictured below), spoke at a breakfast seminar for the Australian Institute of Health and Safety, hosted by Herbert Smith Freehills. His presentation seemed like a prepared generic presentation which was okay but uninspiring. Given the nature of the investigations and prosecutions job, it should not have been a surprise that Collins was restricted on many of the topics he could speak of.

These AIHS seminars have been running annually for around 15 years and the Institute for decades, so there are some in the audience with long memories. Collins mentioned the persistent workplace hazards, such as manual handling and falls from heights, and

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EY report shows a business model that generates serious job stress

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.

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What to do about workplace mental health? Talk, Listen, Examine

Seminars on workplace mental health must always offer solutions and not only (always) the solution that the host wants to promote. Occupational health and safety (OHS) needs to be more altruistic (Yes, it may be hypocrisy from a subscription blog). Recently I spoke on the issue of psychosocial hazards at work and offered this slide on “What can be done?” [Note: This article discusses suicide]

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