safety culture – Page 43 – SafetyAtWorkBlog

Workplace bullying can exist in the boardroom

A most curious article about workplace bullying appeared in the Australian Financial Review (AFR) on 11 September 2013. In discussing recent changes to Australia’s Fair Work Act Nick Ruskin of K&L Gates wrote about the broad definition of workplace bullying to be applied:

“…the intriguing thing is that worker is very broadly defined. Its definition, reliant on the Workplace Health & Safety Act 2011, is so wide it could even include the director of a corporation.

In other words, non-executive directors of corporations will have the same ability as a traditional worker to take a bullying grievance to the Fair Work Commission.

We could see a situation in which a company director alleges they have been bullied by another director and seeks early intervention from the Commission.” (emphasis added)

Continue reading “Workplace bullying can exist in the boardroom”

CSIRO bullying case shows the complexity of the issue for all of us

For some time the Commonwealth Science and Industrial Research Organisation (CSIRO) has been plagued with accusations of bullying and harassment. A researcher began court action in 2011. An anonymous website “Victims of CSIRO” was established in 2012 and provides a timeline of disgruntlement for back as far as 2002. In May 2012, Liberal politician Sophie Mirabella, raised the issue of bullying in criticism of the then Prime Minister, Julia Gillard. In July 2012, Comcare issued an Improvement Notice to CSIRO following an investigation

”thoroughly reviewing the workplace systems relating to the prevention and management of bullying behaviour at CSIRO”.

In September 2012, CSIRO whistleblowers spoke of bullying. The CSIRO Staff Association reported anecdotal evidence of increased bullying and harassment in late 2012.

In August 2013 HWL Ebsworth released the independent report (the Pearce report) which, according to the CSIRO, found

“no major or widespread issues with unreasonable behaviour or bullying in CSIRO”.

How does that work? Continue reading “CSIRO bullying case shows the complexity of the issue for all of us”

Workplace drug data needs a creative application

On 12 July 2013 the Australian Drug Foundation reported that alcohol use is responsible for:

five per cent of all Australian workplace deaths, and
up to 11 per cent of non-fatal injuries.

These figures should be of great concern to everyone but what if these figures generate no concern and no outrage, and no change?

The significance of the research data above and in the full document – Workplace alcohol and other drug programs: What is good practice? – is not in the research but in the potential responses to the research. Continue reading “Workplace drug data needs a creative application”

Very useful workplace mental health guidelines released

The Institute for Safety, Compensation and Recovery Research (ISCRR) has released a set of guidelines for the prevention of mental health problems at work. Such guidelines have been sorely required in Australia where workplace mental health problems have become an increasing problem for workers and organisations and workplace bullying dominates the policy landscape. It recommends the development of a mental health and wellbeing strategy that includes the following elements:

“the development of a positive work environment that supports and encourages mental health

balancing job demands with job control

appropriately rewarding employees efforts

creating a fair workplace

provision of workplace supports

effective management of performance issues

provision of training to develop management and leadership skills

supportive change management processes Continue reading “Very useful workplace mental health guidelines released”

Draft bullying code and cultural measurement

Safe Work Australia has released its latest draft code of practice for preventing and responding to workplace bullying for public comment. There are many useful and practical strategies in the draft code but workplace bullying is only a small element of the more sustainable strategy of developing a safe and respectful organisational culture.

The definition in the May 2013 draft code is a tidied up version of the September 2011 definition:

“…repeated and unreasonable behaviour directed towards a worker or a group of workers that creates a risk to health and safety.”

The lack of difference in these definitions is a real positive given the complaints, primarily, from the business community since 2011. The significance in both definitions is that there must be a direct relationship between the behaviours and health and safety risks. This could be substantially difficult to prove, particularly if , as in most cases, it is the recipient of the bullying who needs to prove this.

Harm Prevention

Consider, for a moment, that this code of practice is used for establishing preventative measures and not just used for disproving a court case, these definitions can help establish a benchmark for creating a safe organisational culture. Continue reading “Draft bullying code and cultural measurement”

Case studies and research on gender in workplace safety

Several SafetyAtWorkBlog articles recently have had record readership statistics. One of particular note concerned gender issues in the workplace. On 9 June 2013, Marie-Claire Ross wrote about her experiences with gender bias in the workplace and, in particular, its existence in the safety profession.

This reminded me of two documents I recently read about gender and safety. The April 2013 edition of the Australian Journal of Emergency Management (AJOEM)devoted an entire edition of the magazine to gender issues.This is a useful counterpoint to the SafetyAtWorkBlog article as emergency management remains a male-dominated culture.

This edition of AJOEM includes the following snippets.

While investigating communications, Dr Christine Owen’s research revealed

“…cultural challenges to team communication and specifically a masculinist culture (i.e. acting with high confidence and bravado).” Continue reading “Case studies and research on gender in workplace safety”

The practical manifestation of safety leadership

Professor Andrew Hopkins‘ frequent appearances at safety conferences are always fascinating as he does not simply trot out the same presentation each time. He is certainly not a priest with the same 52 sermons each year.

At the Building Safety conference Hopkins spoke briefly about mindfulness but grounded this in how executives and others should inspect a worksite and what questions to ask. He discussed audits also but there will be more on that in another article.

Hopkins insisted that executives should show leadership and begin to satisfy their positive OHS duty and their due diligence obligations by walking their worksites, talking with their workers and, most importantly, listening to the answers. There are no hard and fast rules or guidelines on the frequency of these visits but he said that the executives should NOT be accompanied. Having a phalanx of execs in pristine PPE approaching a work group puts the workers on guard and makes them self-conscious. Continue reading “The practical manifestation of safety leadership”

Category: safety culture

Workplace bullying can exist in the boardroom

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CSIRO bullying case shows the complexity of the issue for all of us

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Workplace drug data needs a creative application

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Very useful workplace mental health guidelines released

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Draft bullying code and cultural measurement

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Case studies and research on gender in workplace safety

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The practical manifestation of safety leadership

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