young – SafetyAtWorkBlog

Generational Change is Coming for OHS Whether We Like It or Not

Occupational health and safety (OHS) in Australia frothed up big time about Hollnagel‘s Safety II approach and the Safety Differently movement. But as with most things OHS, the general approach was self-confined to the immediate systems of work, rather than considering the system of work as integral to the system of business or society generally. This conveniently sidestepped many of the generational differences and approaches to work that need to be faced, incorporated and managed. John F. Kennedy’s grandson, Jack Schlossberg, may be an interesting subject of study.

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The Legacy of Denial That Still Haunts Psychosocial Hazard Management

In the mid‑1970s, I arrived at Dandenong High School still clinging to the small importance I’d felt as a primary‑school Prefect. That confidence evaporated the day a student yelled “bums to the wall” as Science Teacher and Year 7 Coordinator Tim Richardson walked past. I didn’t yet know what a paedophile was, but Richardson would not be prosecuted for sexual offences until 2018, dying in jail a year later.

This experience reflects a broader cultural pattern of denial that still shapes how organisations respond to psychosocial hazards today. Australian companies, executives and employers are grappling with “new” duties to prevent psychological harm, yet Richardson’s story shows just how long our institutions have excused what should never have been excused.

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The 1970s Never Ended for Some Employers

For the last few years in Australia, occupational health and safety (OHS) laws have required that the prevention of psychosocial hazards be given the same prominence as the prevention of physical hazards. The most effective recommendation for change is the redesign of work, but very few employers seem to be applying this control. Many employers are still asking (their Human Resources officer) what this psychosocial stuff is all about.

Examining organisational culture at one Australian institution that failed to prevent and may have generated psychological harm in the 1970s provides some context for contemporary OHS struggles.

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Resilience training as a “veneer of care”

Last month, the Sunday Times published an article with a concerning headline: “Resilience training for Gen Z is booming — and that’s no bad thing” (paywalled). Resilience training for psychological safety at work has not been discredited, but there is plenty of evidence showing it is insufficient and inappropriate as a primary strategy for preventing psychological harm. This evidence is being reflected in Australia’s Codes and guidance for managing psychological safety.

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Unsafe Back Then, Unsafe Now. Why Leadership Must Change

To truly understand occupational health and safety (OHS) issues, it is necessary to examine OHS concerns beyond one’s own industry. Recently, this blog has reported on some parliamentary debates on OHS in the horse racing industry. The November edition of The Monthly includes an exposé of the OHS of Australia’s horse racing industry by freelance writer, Madison Griffiths, with lessons for all of us on morality, Godliness, accountability and leadership. The article is paywalled but well worth the purchase.

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Training Alone Won’t Protect Electrical Apprentices

In August 2025, the Electrical Trades Union (ETU) released some disturbing occupational health and safety (OHS) statistics involving electrical apprentices. The story was picked up by the Australian Broadcasting Corporation in October, Australia’s Safe Work Month. The focus was on improving safety training for apprentices; however, this focus is primarily on lower-order hazard controls and overlooked employer OHS obligations. I contacted the ETU and EnergySafe Victoria. The ETU didn’t get back to me but below is EnergySafe’s informative response.

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If you think psychosocial hazards are a nonsense, learn about Brodie Panlock

Next year marks the 20th anniversary of the death of Brodie Panlock. I have been thinking of her a lot over the last few months as Victorian employers (finally) start to seriously consider their legislative obligations to provide a mentally safe and healthy work environment. I wonder whether the new psychosocial safety regulations had been in place in 2005-06, Brodie Panlock would have lived.

[Note: This article discusses issues related to suicide.]

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