Smoke-free workplaces have gained considerable attention over the last few years but many countries allow exemptions for casinos. This makes no health sense but considerable political and revenue sense. The American Lung Association has released a video story about one non-smoking casino worker who has suffered lung cancer, Vinnie Rennich. (The 16meg flash video is available for download)
Category: workplace
Safety Innovation – doing the hard yards
Kevin’s stuff on the latest Safe Work Australia Awards got me thinking about an issue I have had a bee in me bonnet about for a while now. It’s safety innovation, and the glaring hole in Australia for support for the hardest innovation of the lot – safety product development. By “safety product” I’m specifically referring to development of equipment or systems intended for sale.
As far as I can discover, Australian OH&S awards tend to focus on the entirely worthy thing of endorsing solutions that are readily adopted and are ideas that have a record of successful implementation. There is no doubt that the safety award system finds excellent ideas used all over the place. But the key issue here is that these innovations, relatively speaking, sell themselves. They have been implemented and are proven “winners” in the sense of being a successful safety idea.
What seems to be missing is support for a small-scale product developer who has an excellent product prototype that hasn’t the convenience of a proven safety track record. I’ve had the privilege (and sometimes the terrible angst) of trying to help out safety product developers, solo- or micro-businesses that are plugging away at getting a marketable product up and running.
Any product development is expensive, and in the absence of a larger company budget to “take the hits”, the small operator has to wear lots of pain to get a product to the point that it can be put on the market.
General support for all sorts of product development is often made available by various government agencies. In Victoria, Innovic is the government organization that does good work in helping promote good ideas. They have a specific award program for very new ideas called “The Next Big Thing”.
It’s a great system, that invites applications from around the world but it’s still limited, by virtue of it (like the current OH&S regulator safety awards) being mostly an endorsement. And, sure, a developer can benefit from endorsement. But from my experience, the small operator is mostly in need of advice and funding to keep a product idea alive. This is where I think the OH&S regulatory agencies could really have a positive impact on safety product innovation in Australia.
I’m suggesting that contributions from each of the Australian OH&S agencies to a fund to support safety product developers with a specialised new product award could be managed by Safe Work Australia. That fund would have to be fair dinkum. It would need to have the resources to draw on expertise from product development specialists. It would have to have prizes that matter. Options could include funding to have winners attend the very excellent programs much like the New Enterprise Incentive Scheme (NEIS) provided around Australia.) The award system could include in the prize a fully funded 12-month part time course that does a similar thing to NEISS.
But that is all very well, but a good idea is a worthless idea if it can’t be funded. Cash is the thing a product developer needs. Ten thousand dollar prizes is about the sort of cash I think would start to come close to being useful. Keep in mind that taking out second mortgages on homes and other severe financial burdens are par for the course for a product developer. Ten grand is not going to keep a developer afloat, but it may well be the difference between an idea withering vs it being made available to everyone.
And I recognise this sort of support for people trying to get a product on the market is high risk. If a product development program got up there’s bound to be some failures and that has to be accepted as the cost of taking risks. But maybe it’s time for the OH&S regulators to stick their neck out in this area? Australians have had a pretty good history of coming up with new ideas, and there is lots of rhetoric about backing product innovation. It would be excellent to see more examples of regulators being prepared to do the hard yards on safety product development.
Fearing the invisible – selling nanotechnology hazards
The community is not getting as concerned about nanotechnology as expected (or perhaps as needed). There is the occasional scare and the Australian unions have relaunched their campaign on the hazards of nanotechnology manufacturing. There have been several articles about the potential ecosystem damage of nanotechnology in our waterways. Frequently, it can be heard that nanotechnology is the new asbestos.
Nanotechnology is a new technology and all new things should be used with caution. It is odd that none of the nanotechnology protests seem to be gaining much traction.
Part of the problem is that nanotechnology is invisible and how do people become concerned about the invisible? This is a point of difference from the asbestos comparison. Asbestos was turned into asbestos products – from dust to roofing. But nanotechnology goes from invisible to items such as socks. The public see new improved versions of common items, nanotechnology is used in familiar items, but the public does not see the nanotechnology and therefore does not comprehend nanotechnology as a potential hazard.
It may be useful to jump back before asbestos to look for new communication techniques for warning consumers about the invisible.
In 1998 Nancy Tome published “The Gospel of Germs“. Tome looks at the slow realisation in the first half of last century by the public that germs and microbes exist and can cause harm. She is not interested in the germs themselves but how society accepted their existence and how they reacted. This reaction – improved hygiene, infection control, disinfectant, etc – can provide us with some clues as to how society embraces the invisible, particularly if the invisible can make us sick.
Nancy Tomes wrote the book in the time when AIDS was new. But since then SARS is new, Swine Flu is new and other pandemics will become new to a generation who have only known good health and good hygiene. Now we are creating invisible things that we know can have positive benefits but we don’t know the cost of the benefit.
It is perhaps time for the OHS lobbyists to take a page or two from the public health promotion manual (and Tome’s book) and begin to explain rather than warn. Nanotechnology is not asbestos and the comparison is unhelpful. The application of nanotechnology will be in far more products than was asbestos and the nanotechnology is smaller.
If the lobbyists can make the invisible visible then progress will be much quicker.
Groundwork for employee engagement
Safety professionals should be suspicious of many management trends. Over the last decade behavioural-based safety has been popular and more recently workplaces have been subjected to the application of amorphous concepts such as leadership and engagement. Many of these are dressing up old approaches to management in new jargon, some have little evidence to back up their claims.
At the end of April 2009 the Society for Industrial and Organizational Psychology (SIOP) identified limits to the application of employee engagement. A SIOP statement said
Study after study has shown that an engaged workforce is considered desirable in any organization and leads to greater productivity and profitability. In short, There seems to be no downside to employee engagement. However, Thomas Britt, an industrial-organizational psychology professor at Clemson University, cautions there are some limits to employee engagement that managers should consider.
Britt acknowledges that employees who are actively involved in the management and decision-making of their company provide greater productivity and profitability. In modern parlance, engagement is good. But he identifies several issues that should be considered.
“If [engaged workers] are not getting the resources they feel they need to perform at their best, their engagement may be diminished.”
So worker enthusiasm and initiative needs to be adequately supported.
Britt said performance could be restricted by
- lack of budget and equipment support,
- access to important information,
- work overload,
- unclear objectives and goals, and
- assigning employees’ tasks that don’t fit their training.
SIOP said
Britt’s research shows engaged employees are likely to become frustrated and dissatisfied and may blame their supervisors if they do not have the systems and support necessary to be effective. Given the higher pro-activity and energy levels of engaged employees, this frustration could lead to turnover as they begin to look for more supportive work environments. “The ones who stay behind may well be the ones who just don’t care,” said Britt.
Work overload can lead directly to burnout. According to SIOP, Britt said
“highly motivated employees are willing to go beyond the call of duty to help the organization, but when temporary overload continues and they repeatedly fail to meet their own high expectations, their motivation becomes directed at locating other job possibilities, leaving the organization at risk of losing key talent.”
The impediments to an engaged workforce can often be missed in the enthusiasm of the engagement evangelists It is important not to dismiss the enthusiasm but to temper it so that any benefits are long term. For any new management approaches to work, there must be adequate groundwork so that the participants know the reasons for change, this will help the new approach succeed.
In short, business needs to acknowledge that consultation is a basis for improvement not a communication method of telling people about change. As SafetyAtWorkBlog has said consultation occurs in preparation for change as well as during and after. Thomas Britt and SIOP have provided excellent ideas of the areas of threat for an employee engagement program.
More information may be available at www.siop.org.
Release of Melick Report on Beaconsfield mine collapse
SafetyAtWorkBlog has repeatedly called for the release of the report into the Beaconsfield mine disaster that was undertaken by Greg Melick, QC. The Tasmanian Government has today made the report and appendices available online.
The OHS-specific reports by Professor Michael Quinlan have also been released.
Influenza – dilemma for OHS regulators
SafetyAtWorkBlog has no expertise in the control of infectious diseases. Any enquiries received on the issue are directed to the official information on government websites such as Australia’s Dept for Health & Ageing or the US Centre for Disease Control, or international authorities such as WHO.
But this creates a dilemma for OHS regulators. If the regulator does nothing, it is seen as inactive – a bad thing. Or the regulator can issue its own guidance on infection control – a good or bad thing. It is an unenviable choice.
WorkSafe Victoria took the latter choice and issued their “OHS preparedness for an influenza pandemic: A guide for employers” in early May 2009. The guide is not intended to be definitive and may be useful in the future but infectious outbreaks can move rapidly and, to some extent, this document is shutting the door after the horse has bolted, in expectation of the next “door”.
The guide mentions the following sources but it could be asked what is gained by contextualising these Australian documents? Why not just direct companies to the raw documents?
- Australian Health Management Plan for Pandemic Influenza 2008 , Australian Department of Health and Ageing.
- National Action Plan for Human Influenza Pandemic, Department of the Prime Minister and Cabinet.
- Business Continuity Guide for Australian Business, Department of Innovation, Industry, Science and Research.
The trap for producing localised guides is that recommendations may be made that are out-of-place, difficult to implement and, ultimately, question the credibility of the document. WorkSafe fell for this trap by specifying some recommendations for the legitimate control measure of “social distancing”.
In its employers guide it makes the following recommendations:
“A primary transmission control measure is social distancing, that is reducing and restricting physical contact and proximity. Encourage social distancing through measures such as:
- allowing only identified, essential employees to attend the workplace
- utilising alternative work options including work from home
- prohibiting handshaking, kissing and other physical contact in the workplace
- maintaining a minimum distance of one metre between employees in the workplace (person-to-person droplet transmission is very unlikely beyond this distance)
- discontinuing meetings and all social gatherings at work including informal spontaneous congregations
- closing service counters or installing perspex infection control barriers
- using telephone and video conferencing.”
The guide does recommend social distancing as part of a risk management process but “prohibiting handshaking, kissing and other physical contact in the workplace”? “Discontinuing … informal spontaneous congregations”?
How is a business expected to police these sorts of measures? Have someone walking the workplace reminding workers of the new “no touchy” policy?
The Australian Health Management Plan for Pandemic Influenza talks repeatedly about social distancing in workplaces, the community and families but never goes to the extent WorkSafe has.
The National Action Plan for Human Influenza Pandemic (NAP) defines social distancing as:
“A community level intervention to reduce normal physical and social population mixing in order to slow the spread of a pandemic throughout society. Social distancing measures include school closures, workplace measures, cancellation of mass gatherings, changing public transport arrangements and movement restrictions.”
NAP does not mention kissing, nor does the Business Continuity Guide For Australian Businesses .
WorkSafe WA has not issued anything specific on pandemic influenza, nor has SafeWorkSA, WorkCover NSW defers to NSW Health (which has a lot of information and a reassuring video from the health officer), and Queensland’s OHS regulator defers to its State health department.
Social distancing is an appropriate hazard control measure amongst other measures in an influenza risk management plan but the current WorkSafe Victoria guidance seems to be an unnecessary duplication, and on the matter of kissing, silly. Why, oh why did WorkSafe Victoria think it necessary to publish anything?
A name for the Safe Work Australia Awards
At the Safe Work Australia Awards ceremony in Canberra last week, the host Adam Spencer, noted that many of the nominees were dressed as ostentatiously as those who attend the Oscars. “Frocked-up” was the term he used.
It seems to SafetyAtWorkBlog that a major element missing from these important national awards is a useful name for the awards that provides instant recognition like the Oscars, or the Logies.
Suggestions are very welcome in the comments section below. The most suitable and original will receive a special OHS book as an acknowledgment of their creativity. The suggestion will then be taken up with the head of Safe Work Australia.
To start off discussions, SafetyAtWorkBlog would suggest that as sixteen workers died in the construction of the iconic Sydney Harbour Bridge, the name of the first worker who died may be suitable (We are endeavouring to find who was the first construction death on that project).
However, Australian’s have a habit of allocating contrary nicknames such as Bluey for a redhead, Slim for a fat person. Perhaps, this peculiarity could be applied to the Safe Work Australia.
Please see what you can come up with this totally unauthorised speculation.