depression – Page 6 – SafetyAtWorkBlog

Stepping forward a bit, maybe

Last week the Australian Council of Trade Unions (ACTU) issued a media release describing the meeting of Work Health and Safety Ministers presenting a

“… huge step forward on mental health…”

The “step” is more walking on the spot than a step forward as the obligation to address psychological hazards in the workplace has existed in Australia for decades. It has just been ignored.

However, what caught my attention was this statement:

“Up to 45 per cent of mental health issues are attributable to work…..”

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Non-military safety lessons from the latest Royal Commission (open access)

The Australian Broadcasting Corporation broadcast an episode of The Signal on April 21, 2021, which discussed the complexity of the culture of Australia’s military, and I strongly recommend you listen to it. It does make some points about culture worth contemplating in the context of one’s own workplace and profession.

The most useful point was that an established institution cannot have a uniform culture that meets the expectations of all relevant stakeholders. Generations take their culture with them. So those who started in the military in the 1980s and 1990s (and later) will bring the values and lessons of that time into their maturity and when they move into senior and leadership positions – positions that are intended to both preserve and progress the organisation’s culture. This will result in conflict between the expectations of new recruits and the realities of the established military executives. Not open revolt, but a dissatisfaction that may or may not result in leaving the organisation.

The topic used by The Signal to illustrate the extremes of the defence force members and stakeholders was mental health.

International perspective on bullying and harassment

In April 2021 the International Association on Workplace Bullying and Harassment conducted its 2002 conference online. The conference was enlightening for its inclusivity.

Many Western countries categorise work-related mental health as if they have minimal overlap. Workplace bullying is often seen as its own discipline with its own guidances, analyses and supporting industries. This can be convenient and has evolved from a reactive and often shallow response from Government.

This structure was acknowledged at the conference but many of the presentations ignored it and spoke about worker health, safety and welfare in the broadest terms.

The conference also balanced detailed local research with broad global contexts. This is the first of a series of articles based on presentations at the conference

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Now there is too much mental health information, and it’s like toothpaste

Australia is experiencing a boom in occupational health and safety (OHS) information about work-related psychological harm, including sexual harassment at work. This level of information is long overdue, but a consequence of this “boom” is that employers can be very confused about which information to use and which source they should trust or even what relates to their specific circumstances, especially after years of denying there is a problem.

Putting on my consultant hat, I would advise any State-based organisation to comply with the OHS guidances issued by that State’s OHS regulator. If a national company, look towards the guidance of Comcare or Safe Work Australia for the national perspective. The challenge is greater for companies that operate in multiple States, but these have been rumoured to be less than 10% of Australian businesses. If multi-State, they should be big enough to have the resources for OHS compliance.

However, some State-based mental initiatives have evolved into a national platform.

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Workplace wellbeing, mental health and cake

Recently Australians Jason van Schie and Joelle Mitchell released a podcast series called Psych Health and Safety focussing on psychological health and health promotion at work. Recently Carlo Caponecchia spoke on the podcast about mental health at work and the soon-to-be-released International Standard 45003 for managing psychosocial risks at work, a “child” of ISO45001 the occupational health and safety (OHS) management standard.

Caponecchia was asked to outline the statistics for workplace mental health in Australia. He stated that the official figures are that 9% of workers compensation claims related to mental health at work and that claims for this type of injury have increased substantially since the year 2000. However, he also added a caveat to those figures, a caveat that should apply to all official OHS statistics:

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Selling remediation as prevention is dishonest

Regular readers of, and subscribers to, this blog know that I am a strong advocate for the prevention of suicides, especially those related to work. Mental illness is not always connected to suicides but there is often a correlation between, mental stress, self-harm, suicide ideation and suicides. as such it is useful to keep an eye on suicide statistics, particularly in industries or times of great stress.

In early December 2020, Victoria’s Minister for Mental Health, James Merlino, addressed the Parliamentary Accounts and Estimates Committee (PAEC) to discuss the 2020-21 Budget Estimates. At that time, Merlino made some clear statements about the rates of suicides, which are useful to remember when evaluating suicide and mental illness prevention strategies like those mentioned in the Productivity Commission’s recent inquiry into Mental Health.

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‘No Bystanders Rule’ Bullshit

Guest Post by Dr Rebecca Michalak

About couple of weeks ago, the Australian Financial Review (AFR) featured a piece on a law firm that had introduced a mandatory approach to reporting sexual harassment – referred to as a ‘no bystanders’ rule.

To be clear upfront, here is my disclaimer – I am not directly commenting on the law firm in question; there isn’t enough information in the articles to make any objective judgements on that front. The references used from the two media pieces are for illustrative purposes only. Call them ‘conversation starters.’

In the AFR piece, the contractual obligation was outlined to involve:

“…chang(ing) ‘should’ (report) to ‘must’ – so any staff member who experiences, witnesses, or becomes aware of sexual harassment must report it,”

with the affiliated claim being,

“That shift really reinforces that there is zero tolerance – and there are no confidences to be kept; it needs to be outed – bystanders [staying silent] will no longer be tolerated.“

Category: depression

Stepping forward a bit, maybe

Like this:

Non-military safety lessons from the latest Royal Commission (open access)

Like this:

International perspective on bullying and harassment

Like this:

Now there is too much mental health information, and it’s like toothpaste

Like this:

Workplace wellbeing, mental health and cake

Like this:

Selling remediation as prevention is dishonest

Like this:

‘No Bystanders Rule’ Bullshit

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