Good framework but insufficient analysis

Occupational health and safety (OHS) is rarely analysed as a stand-alone business element. As such opportunities are missed to clarify one’s understanding of work health and safety and companies’ experience of it beyond “commitments” and workers’ compensation costs.

There is great potential for change in the United Nations’ Sustainable Development Goals (SDGs), especially Goal number 8. Sadly, even here “Decent Work” which includes the safety and health of workers (8.8) is shared with “Economic Growth”. As a result, it is often difficult to isolate the OHS components. A recent analysis of Australia’s ASX200 companies illustrates the problem.

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Hypocrisy is the biggest drag on OHS achievement

It is impossible to write about occupational health and safety (OHS) without mentioning hypocrisy – when one’s actions fail to meet the commitments we espouse. An important example was identified by a SafetyAtWorkBlog reader concerning the damning inquiry into Queensland’s public sector culture.

Several years ago, Queensland’s work health and safety authority issued a “Five year strategic plan for work health and safety in Queensland 2019 -2023” infographic that states this Goal:

“Queensland Government is a model client/employer and leader in work health and safety.”

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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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It’s not the size of the data, it’s what you do with it

Companies and clients continue to require numerical reports on the safety and health performance of their workers and suppliers. These measures mean very little to the improvement of the safety and health of workers but they continue to be required. Much of this is safety clutter but at a recent occupational health and safety (OHS) conference Professor Sharron O’Neill offered some hope.

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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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