Recently The Monthly magazine took a close look at the labour practices of Midfield Meats (paywalled), a major Warrnambool company and meat exporter that had been, yet again, successfully prosecuted by WorkSafe Victoria. There are workplace safety elements to The Monthly’s story that were not as prominent as other issues and there were some questions for companies and governments that have supported Midfield in the past.
Too much weight is given to occupational health and safety (OHS) surveys and research that rely on self-reported data. Such data is subject to social and personal biases. It has its role in the state of knowledge, but its authority and worth is frequently overstated.
A recent research project into the OHS effects of working in open-plan offices removed this level of subjectivity by using a simulated office environment. The researchers’ findings provide a useful context to office design (not a new issue) and work-related mental health, especially when workers are being encouraged to return to the office.
One of the best ways to maintain one’s own work-related mental health is to adhere to working hours and keep work communication to the hours you are contracted for. This is not rejecting the workload but is establishing boundaries that will offer a more sustainable job, career and mental health.
However, disconnecting is not as easy as that, and there are potential job or career impacts. These were recently discussed in an article in The Guardian written by Elle Hunt.
This year coverage of The Australian newspaper’s annual Legal Partnership Survey has focused on the number of women partners in law firms. This increase has generated discussion on sexual harassment, which has revealed some of the activities that law firms use to prevent the psychological harm (and brand damage) from sexual harassment; many strategies that are already very familiar to the occupational health and safety profession
“Non-disclosure agreements should be used to protect people who have been the subject of sexual harassment, rather than to reduce brand damage to organisations…..”[link added]
If you are contemplating running a survey about workplace health and safety, make it longitudinal. That is, structure your survey so that data can be compared over a long period of time by clearly defining your questions to the general rather than the topical. Topical questions can be included occasionally (they can freshen up a survey), but the core of the survey needs to be robust.
Recently Safe Work Australia (SWA) released the 6th edition of workers compensation claim data for psychosocial health and safety and bullying in Australia. It is a short statement of data that offers some interesting trends and continues the survey’s limitations.
[Article reprinted, with permission, from the May 24 edition of Crikey newsletter]
During the 2020 lockdowns, the business lobby showed a surprising concern for Victorians’ mental health: lockdowns were bad because they’d cause a spike in mental illness and suicides far worse than the COVID-19 cases and deaths they’d prevent.
But the way business reacted suggests its interest in mental health has waned.
You see, the measures aimed at better prevention, diagnosis and treatment of mental ill health will be funded by a levy: 0.5% for businesses with payrolls above $10 million and 1% for those above $100 million. Critics, including the federal treasurer, claim this will cruel “job creation and confidence“.Continue reading “Business should stop complaining about paying for mental health. It’ll boost the bottom line.”
Below is an article written by Carlo Caponecchia and published originally on May 25 2021. Caponecchia is a leading figure in workplace psychological hazards and strategies. The article is reproduced with permission.
Employers are about to ramp up their efforts to protect mental health at work.
Last week, workplace health and safety (WHS) ministers from around Australia agreed to changes that will formalise what’s expected of employers in relation to mental health in Regulation.
These changes respond to a review of the model WHS laws by Marie Boland, former Executive director at Safework South Australia. The model WHS laws are a “blueprint” used since 2011 to make safety laws more consistent across the States and Territories.Continue reading “Australia gets serious on psychological health at work”