WorkSafe Victoria has launched a “Mental Health Strategy” aimed at preventing mental health at work. It is a good strategy that is hampered by its jurisdictional constraints. There is plenty of evidence on the causes of mental ill-health at work and what is required to prevent this hazard. Many of these controls exist outside the workplace, beyond the realm of any one government organisation, so it is disappointing that the Victorian Government did not release a Statewide mental health plan, especially as it has a Minister for Mental Health in James Merlino.
There continues to be a competitive tension in Australia between the professions (if they are professions) of Human Resources (HR) and Occupational Health and Safety (OHS). This has been most obviously on display in relation to sexual harassment and the psychological harm that results.
Recently Marie Boland, about to be the 2021 Residential Thinker at the University of South Australia, spoke about this tension and much more in an online lecture about “HR: A Human Resources or a Human Rights approach to work health and safety“. At that lecture, Boland said that she pins her hopes for improvement on the new Work Health and Safety Regulations because
Part 2 of 2
Safe Work Australia (SWA) has reported on “mental health conditions” in its latest report on workers compensation claims and that these conditions represent 9% of claims for the 2018-2019 period (page 20). Claims have also increased in this category from 6,615 in 2000-2001 to over 10,000 in the latest data period. Mental health conditions are described elsewhere by SWA as affecting non-physical bodily locations (page 38).
As with many other reports, “mental health conditions” are not defined, but SWA states that this phrase is an alternative to “psychological injuries”. It also gives a numerical and dollar value to these conditions:
Part 1 of 2
Many organisations provide support for those experiencing mental health conditions, in workplaces particularly. These are important services; some have filled the gap left by the occupational health and safety (OHS) profession and regulators who neglected psychological health to prioritise traumatic physical injuries. But what is meant by “mental health conditions”? SafetyAtWorkBlog went on a short desktop journey to find out.
On 14 October 2021, the Australian Chamber of Commerce and Industry released a report called “Small Business, Mental Health; navigating the complex landscape“. Part of that complexity stems from the confusing terminology about “psychosocial health” and “workplace mental health”. The ACCI says:
As well as featuring in a workplace psychology podcast Professor Tony LaMontagne spoke at the current Senate Select Committee on Job Security in Australia and made a submission that provides evidence of the connection between job insecurity and poor mental health. This strengthens the argument that the prevention of mental health at work (and maybe elsewhere) could be more sustainably achieved by structural and economic policies and practices outside of the direct control of employers.
Recently in the International Journal of Epidemiology*, Professor Tony Lamontagne and his colleagues wrote that their Australian research:
“….. showed that improving job security is strongly associated with decreasing depression and anxiety symptoms.”
This is an example of the precise research statements that LaMontagne has made over several decades, which have been enormously helpful to those occupational health and safety (OHS) advocates and professionals who choose to use them.
Recently this clarity was on display for over 90 minutes in a podcast interview with LaMontagne. It should be obligatory listening for OHS people.
This year coverage of The Australian newspaper’s annual Legal Partnership Survey has focused on the number of women partners in law firms. This increase has generated discussion on sexual harassment, which has revealed some of the activities that law firms use to prevent the psychological harm (and brand damage) from sexual harassment; many strategies that are already very familiar to the occupational health and safety profession
“Non-disclosure agreements should be used to protect people who have been the subject of sexual harassment, rather than to reduce brand damage to organisations…..”[link added]