HR inching its way to an OHS epiphany

A new Human Resources (HR) article shows some promise in addressing the institutional factors that lead to poor mental health in workers.

The website for Human Resources Director asks, “Should HR be concerned about employee economic insecurity?” I would ask, “how can it not be?” given that Australian research over the last twenty years and international research since early last century has identified that job insecurity is one of several major factors in poor mental health for workers and other occupational health and safety (OHS) outcomes. HR should also be anticipating a renewed duty of care from the upcoming national OHS regulations on psychologically healthy workplaces.

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Political point-scoring misses the point

Last week the Australian Financial Review (AFR) caused a bit of a political stink by reporting that:

“….Australian Bureau of Statistics figures show the share of casual employment was 22.8 per cent in February – 1.3 percentage points lower than in February 2020, just before the pandemic hit the economy.
The casualisation rate is 4.8 percentage points below the peak of 27.6 per cent in 2003.”

AFR, April 12 2022 – Albanese’s casual jobs claim is ‘wrong’, according to ABS data

The figures seem accurate but do not tell the whole story. How are employment statistics relevant to occupational health and safety (OHS)? Job insecurity is a significant factor in work-related mental health.

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Industrial Manslaughter, psychologically safe workplaces and insecure work – just another day in the Senate

Australia has entered a federal election campaign, but the mechanics of the Australian parliament continued, and various occupational health and safety (OHS) comments were voiced in Senate Estimates. These comments touched on Industrial Manslaughter, regulations on psychologically safe workplaces and insecure work.

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It’s all about the context

Occupational health and safety (OHS) should prevent any of its conference speakers from ever using the image of an iceberg or a triangle to illustrate managerial theories. The images are valid but have been done to death in conferences over the last decade.

I came to this position when recently reading a very short article on Systems Thinking by Veronica Hotton in Dumbo Feather magazine. Hotton used the iceberg as a visual metaphor for what can be seen and what is less visible but equally influential and much larger than the visible top.

Her article is a very good, succinct explanation of systems thinking for the general reader, but I was less interested in the iceberg and more in the ocean.

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No fanfare for Victoria’s workers’ compensation review

This week the Victorian Government released Peter Rozen‘s report called Improving the experience of injured workers: A review of WorkSafe Victoria’s management of complex workers’ compensation claims. The public release has been long anticipated as it has been sitting with the Minister for Workplace Safety, Ingrid Stitt, since April 2021.

The Review was forced on the Government after the second damning report on WorkSafe Victoria’s performance from Victorian Ombudsman Deborah Glass. In some ways, Rozen’s report can be seen as the third report into the Victorian workers’ compensation scheme.

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Workplace bullying in politics

Workplace Bullying is once again in the headlines and once again related to politicians and the stress they face.  Two cases in particular are the focus. One in Victoria involving Kaushaliya Vaghela who resigned from the Australian Labor Party after revealing accusations of bullying.  The other concerns Senator Kimberley Kitching who died of a heart attack recently and who, some of her friends and colleagues assert, was bullied by work colleagues.

Allegations of this type are very difficult to investigate and filter as so many issues and allegations are raised in the media by anonymous sources. 

Both jurisdictions, Victoria and Federal, are due for elections this year which may have contributed to the level and type of media attention.

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We need a revolution in how we think about working hours

If there was only one way available to improve the health and safety of workers in Australia, it would be to limit and enforce working hours to those in the official Awards and job descriptions.

This situation which would really be simply a case of working-to-rule, would need to be supported by other not unreasonable changes, in no particular order:

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