research – Page 51 – SafetyAtWorkBlog

Inquiries need more evidence and less anecdote

Recently the Australian Council of Trade Unions (ACTU) made a curious submission to the Federal Government’s Senate Select Committee on Job Security. This submission (not yet available online) illustrates the ACTU’s political and ideological position of job security and precarious work, including the occupational health and safety (OHS) impacts, but it could have been more convincing and helpful.

Here is its section on Insecure Work and Safe Workplaces, the last section before the Conclusion:

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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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OHS is “… more what you’d call ‘guidelines’ than actual rules.”

Occupational health and safety (OHS) may not be a common subject in the mainstream media but there is plenty of political discussion on the topic in Australia’s Parliament.

The current (conservative) federal government seems very slow to accept and respond to recommendations from official inquiries that it sees as a secondary political priority, such as sexual harassment and workplace health and safety. The hearings of the Senate’s Education and Employment Legislation Committee on March 24 2021, were, as usual, enlightening.

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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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Business voices add weight to OHS change

On February 27 2012, The Australian reprinted/tweaked a Harvard Business Review (HBR) article on Burnout. A significant feature of the article is the acknowledgement of organisational factors as contributing to burnout and other workplace mental health hazards. The situation seems to have changed as these types of acknowledgements were harder to draw out of psychological health experts when SafetyAtWorkBlog spoke to some in 2019.

However, there are also clear parallels to Australian research into job stressors that could have helped HBR’s author Dave Lievens add weight to the decades-long research of Michael Leiter and Christina Maslach.

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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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Category: research

Inquiries need more evidence and less anecdote

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

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International perspective on bullying and harassment

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OHS is “… more what you’d call ‘guidelines’ than actual rules.”

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

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Business voices add weight to OHS change

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Workplace wellbeing, mental health and cake

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