risk – Page 38 – SafetyAtWorkBlog

Sunlight on “an atmosphere of fear’

The Queensland Government and Premier Annastacia Palaszczuk have been under heavy criticism for their workplace cultures and leadership since the release of the Coaldrake report last week – a “review of culture and accountability in the Queensland public sector”.

The report is very critical of the Queensland government’s management of the public service, identifying problems with the overuse of external consultants, issues of unfairness, the lack of transparency and openness, bullying and more. These findings could apply to most of the contemporary public sectors in Australia nationally and locally (as well as most medium- to large-sized companies).

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Sexual harassment laws in dozens of countries and states

Ellen Pinkos Cobb is building an interesting library of books on sexual harassment. Next month sees the release of “Managing Psychosocial Hazards and Work-Related Stress in Today’s Work Environment – International Insights for U.S. Organizations“, but one of her previous titles from 2020 is also enjoyable. Cobb published “International Workplace Sexual Harassment Laws and Developments for the Multinational Employer“. This comparative study is an excellent resource, even though the legal environment is changing rapidly.

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“Tell me how I can comply with the OHS law” – wrong request

Recently the Australian Institute of Health and Safety (AIHS) released a chapter of its Body of Knowledge on Ethics. But rather than a discussion of the role of occupational health and safety (OHS) in modern society, it focussed on the ethics of the OHS professional. This is a valid perspective but one of limited relevance to most of the community or to the market for OHS services. A broader consideration of OHS and ethics, one that assists in understanding what is expected of having a Duty of Care, is still required.

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Update on the status of national psychologically healthy workplace regulations

The Australian Chamber of Commerce and Industry’s Jennifer Low appeared on a recent episode of the Psych Health and Safety Podcast and, as a member of the Safe Work Australia (SWA), was able to provide an update on the new psychosocial regulations section, which is to be inserted into the Model Work Health and Safety Laws this year.

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‘Enough was Enough’ over a decade ago and the mining industry failed to act then

The recent report on sexual harassment at West Australian mine sites deserves national attention for several reasons. The stories are horrific, partly because many of us thought such stories were in the distant past. The fact that many are recent should shock everyone into action.

The report “Enough is Enough”is highly important, but its newsworthiness seems disputable. Some media have covered the report’s release but the newsworthiness, in my opinion, comes less from this one report but from the number of reports and research on sexual harassment, bullying, abuse, disrespect and more in the mining sector over the last twenty years that have done little to prevent the psychosocial hazards of working in the mining and resources sector and especially through the Fly-in, Fly-Out (FIFO) labour supply process.

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Hope clearly did not work. What’s next?

In the Weekend Australian newspaper, workplace relations journalist Ewin Hannan reported on a presentation (paywalled) made by the Employment and Workplace Relations Minister Tony Burke to the Attorney-General’s Department staff. (Safe Work Australia, currently, exists in this department) From Hannan’s report, the focus seems to have been on industrial relations but it’s useful to consider Minister Burke’s words from an occupational health and safety (OHS) perspective given that it is highly likely that Safe Work Australia personnel were one of the “hundreds” attending or listening in. Burke said:

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Look beyond employee perception surveys for clues about toxic workplaces

CNBC recently published an article called “These are the 5 biggest signs of a toxic workplace“. This American article by Jennifer Liu reflects a common approach in these types of articles of focussing on office-based work and not going beyond the Human Resources (HR) perspective, even when alternative data sources are available.

Those five signs are:

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