Category: politics

Australia’s Migrant Majority and the New Realities for OHS

Australia is living through a demographic and economic shift that is far more consequential for workplace safety than most organisations or regulators have acknowledged. George Megalogenis’ new book, Three Shocks, identifies three structural changes reshaping the nation: Australia is now a majority‑migrant country; professional women have overtaken blue‑collar men as the largest occupational group; and the geopolitical environment that once provided stability has become unpredictable. These shocks are lived realities in workplaces, and they demand an occupational health and safety (OHS) overhaul.

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Trade unions, OHS and the hard question of representation

Trade unions have always had a substantial role in Australian occupational health and safety (OHS), particularly in the construction industry. That role should not be dismissed, minimised or romanticised. The history of union involvement in workplace safety is one of pressure, persistence and, at times, confrontation. But the more difficult question is whether trade unions should automatically control worker representation on health and safety matters. The answer is not as simple as many union advocates would like.

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The Royal Commission Needs Strong Consideration of OHS Actions and Consequences

The Victorian Government, under its new leader, Ben Carroll, has announced the “Royal Commission into the Integrity of Major Public and Civil Infrastructure Construction Projects in Victoria“. The Terms of Reference (ToR) have largely been praised for their breadth, but do they have any occupational health and safety (OHS) relevance? Early reporting of the government’s announcement often mentioned that the

“…lawful, legitimate and appropriate actions taken by parties under occupational health and safety laws and regulations.”

But there is more to consider.

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Why Are Victoria’s WFH Laws Still Causing Executive Stress?

The occupational health and safety (OHS) dimensions of working from home (WFH) are routinely misrepresented in public debate, often drowned out by managerial preference, corporate culture, and political posturing. Remarkably consistent evidence shows that WFH does not reduce productivity. In many cases it improves it, largely because autonomy, reduced commuting, and better control over work rhythms lower psychological risks such as stress, burnout, and fatigue. From an OHS standpoint, that makes WFH a legitimate and effective control measure that is certainly not a threat to organisational performance.

Yet employers frequently resist WFH, invoking vague claims about collaboration, culture, or “team cohesion”. (This article was written before the postponement of the Victorian laws)

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Myth Construction and the Limits of Union OHS Influence

Australian trade unions rarely campaign solely on the basis of occupational health and safety (OHS), meaning without supplementary aims such as increased wages or remuneration. Below are some examples, but they are few and usually in the wake of an industrial disaster. There are a couple of prominent union OHS campaigners, but we rarely hear of them after their passing, and many of their contributions are remembered more through internal mythologising than through documented reform.

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On sexual harassment, Australia requires prevention, while the UK requires response

For the last few years, McDonald’s in the United Kingdom has been embroiled in scandals involving the harassment and sexual harassment of staff by other staff members. As McDonald’s is an international company with similar operational systems of work, how would the Australian arm of the company react to a similar situation?

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Psychosocial hazards, dignity and the unfinished legacy of Brodie Panlock

By 2013, the debate over workplace bullying in Australia had moved from outrage to regulatory detail. That is often the stage where social reform either matures or dies. The draft code on preventing and responding to workplace bullying being developed at that time attracted submissions from industry and employer associations, many of which were troubling. The concern was not simply that business groups opposed a code. It was that several appeared to miss the code’s central purpose of preventing psychological harm to people at work.

Please note that this article discusses suicide and mental trauma.

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