Safe Work Month – working together to support all workers

Throughout October we will be sharing with you information from Safe Work Australia’s National Safe Work Month campaign. 

Week 1 – Working together to manage risks at work 

Week 2 – Working together to protect workers’ mental health 

Week 3 – Working together to support all workers 

Week 4 – Working together to create a safe and healthy workplace 

Week 3 – working together to support all workers

When designing safe systems of work, it’s essential to consider the needs of all workers. 

Being younger, having a culturally and linguistically diverse background, working in a more complex contractual chain (such as a labour hire arrangement), working alone or in an isolated location, or returning to work after an injury or illness can make workers more vulnerable to harm.

Supporting young workers

In 2020-21, young workers aged 15 to 24 made up around 14.3% of Australia’s total workforce. Although the number of young workers under the age of 24 employed in the veterinary profession is much lower, many practices have students or young workers in placement, internship or similar roles.

In their first years of work, young workers learn habits, skills and attitudes they carry through their working lives. It’s important to minimise the risks to young workers by addressing the factors that mean they are more likely to experience harm at work, such as lack of experience, awareness or confidence in reporting issues. 

If young workers know their leaders and colleagues take WHS seriously, they are more likely to follow safety procedures and raise safety issues.

Supporting works from culturally and linguistically diverse backgrounds

Workers from culturally and linguistically diverse (CALD) backgrounds and migrant workers can be at increased risk of harm at work due to ineffective communication. This is particularly significant because CALD and migrant workers are over-represented in high-risk industries and occupations, including the agricultural, health care and social assistance sectors.

It is important to tailor communication to the information needs and abilities of workers and ensure all workers understand the hazards and risks in their workplace.

Remote and isolated workers

Remote or isolated work can involve physical and psychosocial hazards, with the risks increased because of poor access to support and emergency assistance. Environmental risk management might involve ensuring workers can access clean, safe and accessible facilities in good working order, including toilets, drinking water and first aid kits.

AVA Veterinary Business Group members can access comprehensive veterinary specific remote work WHS guidelines.

Protecting labour hire workers

Working in labour hire arrangements can result in uncertainty about who is responsible for health and safety in the workplace. In labour hire arrangements, both the labour hire agency and host organisation are responsible for the health and safety of labour hire workers.

Persons conducting a business or undertaking (PCBUs) involved in labour hire have a duty to ensure the health and safety of labour hire workers. This includes working together and consulting with other PCBUs on how to manage WHS risks. Each PCBU also has a duty to consult with their workers and any health and safety representatives.

Reducing workers’ compensation stigma

After a work-related injury or illness, one of the most important factors contributing to a worker’s recovery and safe return to work is whether they have a supportive and inclusive work environment, free from stigma around workers’ compensation.

Workers’ compensation stigma is negative stereotyping or discriminating against a worker seeking workers’ compensation. It can prevent injured or ill workers from making a workers’ compensation claim or delay their recovery.

Safe Work Australia has a number of resources available to help design safe systems of work that consider the needs of all workers.