There have been many claims of a workplace bullying epidemic in Australia but there has always been a lack of evidence. Research has been targeted into specific industry sectors or regions but broad ranging studies have been few. This lack of evidence was a major frustration for the Parliamentary Inquiry into Workplace Bullying that concluded in late 2012. However useful evidence is beginning to appear.
A recent edition of the Journal of Health Safety and Environment included a report (subscribers only) entitled “The prevalence and nature of bullying: A national study of Australian workers”. The authors, Dr Sarven McLinton, Maureen Dollard, Michelle Tuckey and Tessa Bailey, wrote that the study
“… shows that nearly 7% of Australian workers reported bullying and harassment in the past six months.” (page 283)
I was interviewed this evening on the cost of mental stress by Your Rights at Night on Radio Adelaide. The podcast is now available HERE.
I have listened back to this interview this morning and have some advice for other OHS professionals who may find themselves in a similar situation.
Insist on seeing the interview questions prior to the interview. I asked for this but the questions weren’t available. Colleagues have advised me to refuse the interview if this occurs again as there is a risk of being trapped in a discussion that is very different from what was expected.
If the questions aren’t available, ask for the core theme of the interview so that topic parameters are established earl in the process. Continue reading “Short radio interview on the cost of workplace mental health”
Lucinda Smith of Esteem People Management has made some excellent points about stress and mental health in her article – “The People Risk of Work-Related Stress“. On determining the cost of mental stress she acknowledges authoritative government estimates but, significantly, states of the data:
“Although not fully exploring the issue of workplace stress because it only applies to accepted claims,…”
This is the core of much of the frustration in the OHS profession that injury and illness is always underestimated because data is based on workers’ compensation statistics.
Where Smith progresses the argument, though, is by comparing several important pieces of data. Quoted in a Safe Work Australia report, Medibank Private estimated in 2008 that the direct cost of work-related stress was
“…$14.81 billion to the Australian economy, and $10.11 billion to Australian employers because of stress-related presenteeism and absenteeism.” (page 3 of the Safe Work Australia report)
Beyondblue has just released a report into the cost of mental health in the workplace prepared by PricewaterhouseCoopers (PwC) and called “Creating a mentally healthy workplace – Return on investment analysis“. The report is interesting but of limited use for those looking for ways to make their own workplaces safer and healthier with minimal cost. The Beyondblue media release claims
“… that Australian businesses will receive an average return of $2.30 for every $1 they invest in effective workplace mental health strategies.
The research, which looked at the impact of employees’ mental health conditions on productivity, participation and compensation claims, also found these conditions cost Australian employers at least $10.9 billion a year.”
The first claim looks attractive but achieving such a return is unlikely unless the company includes the following:
- “commitment from organisational leaders,
- employee participation,
- development and implementation of policies,
- provision of the necessary resources, and
- a sustainable approach.” (page iv)
The best chance for the return on investment (ROI) will likely occur in a company that has an enlightened management, “necessary resources” and a leadership that is already likely to have mental health and a safe organisational culture on its agenda. This is a rare combination which limits the application of the PwC report findings.
Work/life balance is a close cousin to occupational health and safety (OHS), particularly health. It is often the gateway people use to reduce occupational health risks such as stress and other psychosocial issues. Moving to self-employment can be a successful strategy but it is not as easy as simply relocating one’s individual workplace or teleworking, the expected control on work hours may not eventuate and it may be very difficult to maintain a livable wage. In The Saturday Age on April 26 2014 (not locatable on-line), Dr Natalie Skinner of the Australian Centre for Work + Life, provided a useful perspective.
Skinner writes that her annual surveys over the last six years have indicated that:
“self-employment is neither better nor worse for work-life conflict than being an employee.”
Skinner acknowledges that this seems odd because there has been so much debate about the win-win of workplace flexibility.