tag:theconversation.com,2011:/id/topics/workplace-safety-3795/articlesWorkplace safety – The Conversation2024-01-30T19:06:08Ztag:theconversation.com,2011:article/2215772024-01-30T19:06:08Z2024-01-30T19:06:08ZAustralia’s child workers are vulnerable to injury, harassment and exploitation thanks to weak and inconsistent laws<figure><img src="https://images.theconversation.com/files/571083/original/file-20240124-19-z7s3bm.jpg?ixlib=rb-1.1.0&rect=381%2C173%2C7170%2C4964&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/good-looking-young-baker-setting-hot-1690544665">antoniodiaz/Shutterstock</a></span></figcaption></figure><p>Young workers under 18 years of age occupy a unique and poorly understood position in Australia’s labour market.</p>
<p>They contribute to crucial industries and the economy, but are uniquely vulnerable. Compared to adults, child workers experience high rates of workplace injuries, bullying and sexual harassment, wage theft and unpredictable hours. </p>
<p>In Victoria alone, <a href="https://www.vic.gov.au/muffin-break-served-360-criminal-charges-over-alleged-child-employment-breaches">franchises</a> currently face hundreds of criminal charges over alleged breaches of child employment laws, including shift lengths, break times and employing children after 9pm.</p>
<p>Protective regulations are insufficient and highly inconsistent across states and territories. Compounding this, few resources are directed to agencies responsible for monitoring the safety and quality of children’s work.</p>
<h2>Different types of children’s work</h2>
<p>In industrialised countries such as Australia, we use the term “children’s work” rather than “child labour”, which refers to work outside international legal frameworks that is harmful to physical or mental health. </p>
<p>Positive workplace experiences can help develop young people’s identities, career aspirations, financial skills and sense of responsibility.</p>
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<a href="https://images.theconversation.com/files/572060/original/file-20240130-25-v08wmg.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Young woman using a machine to make coffee in a cafe" src="https://images.theconversation.com/files/572060/original/file-20240130-25-v08wmg.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/572060/original/file-20240130-25-v08wmg.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/572060/original/file-20240130-25-v08wmg.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/572060/original/file-20240130-25-v08wmg.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/572060/original/file-20240130-25-v08wmg.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/572060/original/file-20240130-25-v08wmg.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/572060/original/file-20240130-25-v08wmg.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
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<span class="caption">There is no proper monitoring or regulation of children’s work in Australia.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/equipment-coffee-shop-people-technology-concept-387109195">Ground Picture/Shutterstock</a></span>
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<p>The most visible child workers are employed in cafes, retail stores and fast-food outlets as apprentices or trainees. </p>
<p>Children also often do paid, informal jobs such as babysitting, dog walking or lawn mowing or work in family businesses such as farms and family-owned restaurants. This work is largely unmonitored, and in many states, is exempt from child employment legislation.</p>
<p>Another emerging form of work is content creation, where children and adolescents with large social media followings earn money by posting sponsored content, or feature on a parent-controlled platform.</p>
<p>The work of “kidfluencers” is not protected under Australian law, and there is <a href="https://www.accc.gov.au/system/files/Digital%20platform%20services%20inquiry%20-%20March%202023%20report%20-%20Issues%20paper_0.pdf">no oversight</a> of working hours or of content created, despite potential online harassment, abuse and body-shaming. </p>
<p>Children’s participation in elite sport can also be considered work because <a href="https://www.semanticscholar.org/paper/Flipping-and-Spinning-Into-Labor-Regulations%3A-the-Hoffman/c3a2dc2c95262c414bb10f943642a1b616bc9632">training</a> can be extreme and young athletes may be subject to commercial contracts similar to professional athletes. There are currently no Australian or international legal provisions related to the duration and intensity of training regimes.</p>
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<p>Finally, children can be self-employed. A child can acquire an ABN on their own behalf from the age of 13. However, a lack of negotiating experience may make them vulnerable to coercion into <a href="https://www.accc.gov.au/system/files/Digital%20platform%20services%20inquiry%20-%20March%202023%20report%20-%20Issues%20paper_0.pdf">unfair contracts</a> with brands and talent agencies.</p>
<h2>Patterns of work undertaken by children</h2>
<p>It is unclear how many children are employed in Australia at any given time.</p>
<p>The Australian Bureau of Statistics (ABS) collects data on employed people aged 15 and over but only reports occupation by the aggregated category of 15-24 years. The last ABS survey on employed children aged 5-14 years was completed almost two decades ago in 2006.</p>
<p>Other Australian surveys estimate labour force status only for people aged 18 to 64, or place limited focus on child employment. Indeed, the International Labour Organisation has lamented the <a href="https://www.academia.edu/31806651/Egan_Tackling_the_Rise_of_Child_Labour_docx_2015_International_and_Comparative_Law_Quarterly_64_3_601_630">lack of data</a> on child employment in industrialised countries.</p>
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<a href="https://images.theconversation.com/files/572065/original/file-20240130-15-38gy0p.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Teenager performing in front of her iPhone as she records a blog post" src="https://images.theconversation.com/files/572065/original/file-20240130-15-38gy0p.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/572065/original/file-20240130-15-38gy0p.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/572065/original/file-20240130-15-38gy0p.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/572065/original/file-20240130-15-38gy0p.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/572065/original/file-20240130-15-38gy0p.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/572065/original/file-20240130-15-38gy0p.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/572065/original/file-20240130-15-38gy0p.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
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<span class="caption">No regulation or oversight puts kidfluencers at risk of online abuse.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/search/kidinfluencer?image_type=photo">Red Fox Studio/Shutterstock</a></span>
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<p>What is clear however, is most young Australians do not transition from education or training to work, but instead, <a href="https://www.educationandemployers.org/wp-content/uploads/2021/07/Erica-Smith.pdf">combine part-time work</a> and study, often for many years before reaching adulthood and working full-time.</p>
<p>Research suggests children are <a href="https://research.acer.edu.au/cgi/viewcontent.cgi?article=1033&context=lsay_research">more likely to work</a> if they are girls and from English-speaking backgrounds and from higher socioeconomic groups.</p>
<p>This may be explained by the gendered and classed preferences of the <a href="https://www.tandfonline.com/doi/full/10.1080/13676261.2020.1729965">service industry</a> which includes positions in fashion, retail and cafes where deferential, well-presented and engaging young employees are preferred.</p>
<p>Although there are some regulations restricting work in hazardous jobs, child workers in cafés and restaurants may still be expected to use dangerous equipment such as knives, hot ovens or deep fryers. Even when young people are aware of their <a href="https://www.researchgate.net/publication/281946119_The_practical_potential_of_self-advocacy_for_improving_safety_outcomes_for_school-aged_workers">health and safety rights</a>, their capacity to redress violations may be limited.</p>
<p>Children want to work to gain skills and experience, enjoy social contact and earn money for discretionary spending. However, an estimated 10% work out of <a href="https://www.jstor.org/stable/26558655">financial necessity</a>, making vital contributions to low-income households.</p>
<h2>Legislation currently protecting working children</h2>
<p>In June 2023, Australia signed the <a href="https://www.ilo.org/dyn/normlex/en/f?p=normlexpub:12100:0::no::P12100_ilo_code:C138">International Labour Organization Minimum Age Convention 138</a>, obliging all jurisdictions to protect child rights and presenting a powerful case for strategies to promote positive early work experiences.</p>
<p>However, while Australia’s <a href="https://employsure.com.au/guides/fair-work-australia/what-is-the-fair-work-act/">Fair Work Act</a> contains clauses such as ensuring minimum wages for junior employees, it has an express exemption for children under 18, allowing states and territories to self-regulate.</p>
<p>Other laws relevant to children’s work prevent children being employed during school hours or restrict hazardous work such as scaffolding or crane and forklift operation. There are also restrictions on very young children participating in some forms of public entertainment and measures deterring underpayments.</p>
<h2>What changes are needed?</h2>
<p>Currently, Australian regulation and policies governing work for minors are not fit for purpose, a problem compounded by children’s limited knowledge of relevant rights and obligations.</p>
<p>There is an urgent need to develop new protections and where possible, make the current patchwork of Australian laws relevant to children’s work more uniform. Particular attention should be given to minimum starting ages, participation in risky occupations, working hours relating to age or schooling, and requirements for employers such as working with children checks.</p>
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<a href="https://images.theconversation.com/files/572063/original/file-20240130-27-99ev9j.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Young boy with back to the camera playing tennis" src="https://images.theconversation.com/files/572063/original/file-20240130-27-99ev9j.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/572063/original/file-20240130-27-99ev9j.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/572063/original/file-20240130-27-99ev9j.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/572063/original/file-20240130-27-99ev9j.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/572063/original/file-20240130-27-99ev9j.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/572063/original/file-20240130-27-99ev9j.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/572063/original/file-20240130-27-99ev9j.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
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<span class="caption">Young athletes may be subject to commercial contracts but these are unregulated.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/back-tennis-person-racket-game-fitness-2416593201">PeopleImages.com/Shutterstock</a></span>
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<p>Government and non-government agencies also have a role to protect young workers by setting responsive guidelines, codes and industry standards and implementing strategies to respond to problems.</p>
<p>There is no doubt children in some parts of the world are subjected to dangerous and exploitative practices that would rarely be seen in Australia.</p>
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<p>However, our current understanding of the diversity and quality of work experiences of children and adolescents in Australia and other industrialised countries is severely limited by longstanding data deficits. Addressing this problem can establish a platform from which Australia can call on all nations to end hazardous child labour. </p>
<p>The significance and urgency of reforming policy and practice is amplified by profound changes impacting the world of work in which young people participate including the deregulation of trading hours, growth in franchises and work that is increasingly managed via automated technologies. </p>
<p>Child and adolescent labour is integral to the economy, yet their work experiences are complex. Comprehensive reforms will help safeguard the current generation of young workers and ensure a future where their dignity, rights and well-being are respected and protected.</p><img src="https://counter.theconversation.com/content/221577/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Paula McDonald receives funding from the Australian Research Council. </span></em></p>Regulations protecting children in hazardous jobs are insufficient or non-existent, leaving, a significant part of the Australian workforce open to exploitation.Paula McDonald, Professor of Work and Organisation, Queensland University of TechnologyLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2135352024-01-03T13:46:21Z2024-01-03T13:46:21ZWorkers in their teens and early 20s are more likely to get hurt than older employees<figure><img src="https://images.theconversation.com/files/565551/original/file-20231213-23-vn4jgp.jpg?ixlib=rb-1.1.0&rect=149%2C223%2C2777%2C1763&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Some teens get tendinitis from scooping ice cream.</span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/news-photo/morgan-jackson-18-of-scarborough-scoops-ice-cream-while-news-photo/958440620?adppopup=true">Shawn Patrick Ouellette/Portland Press Herald via Getty Images</a></span></figcaption></figure><p>Think about your first job. Maybe it was delivering pizza, bagging groceries, busing tables or doing landscaping work. Did you get enough training to avoid potential injuries? Chances are, you didn’t – and your boss or supervisor <a href="https://doi.org/10.1016/j.shaw.2018.12.003">just told you to get to work</a>.</p>
<p>Employing young people helps them in many ways. They can learn a trade, develop job skills, become more responsible and earn money. But there’s danger, too: Americans between 15 and 24 years old are up to <a href="http://dx.doi.org/10.15585/mmwr.mm6935a3">2.3 times more likely</a> to get injured on the job than workers who are 25 and over.</p>
<p>In 2021, <a href="https://www.bls.gov/news.release/pdf/cfoi.pdf">398 workers under 25</a> died after getting injured on the job. </p>
<p>In my research about the unique <a href="https://scholar.google.com/citations?user=cI_ixlIAAAAJ&hl=en&oi=ao">occupational safety hazards young workers face</a>, I’ve identified <a href="http://doi.org/10.1007/s11011-014-9565-9">three common causes of this susceptibility to injury</a>: their lack of experience, developing bodies and brains, and reluctance to speak up. </p>
<h2>Physical and cognitive limitations</h2>
<p>The <a href="https://www.epi.org/blog/class-of-2023-young-people-see-better-job-opportunities/">19 million young people employed</a> today make up <a href="https://www.bls.gov/emp/tables/civilian-labor-force-summary.htm">approximately 13% of the U.S. workforce</a>. </p>
<p>Work is more dangerous for young people because they’ve simply had less time to become aware of many common workplace hazards than their older co-workers.</p>
<p>And yet this problem isn’t typically addressed during onboarding: Even those who have been trained to do a specific job may not be <a href="https://doi.org/10.1016/j.shaw.2018.12.003,%20https://doi.org/10.1002/ajim.10304">taught ways to avoid common injuries</a>. These include tendinitis from scooping ice cream for hours on end, burns from operating a deep fryer, lacerations from sharp objects, and slips, trips and falls.</p>
<p>It’s also important to remember that <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2892678/">bodies and brains continue to develop</a> well into adulthood – up to age 25. This can make some tasks riskier before that point for the <a href="https://www.bls.gov/news.release/pdf/youth.pdf">55% of individuals between the ages of 16 and 24</a> who work.</p>
<p>For example, workers in their teens and early 20s may be smaller and weaker than older workers. Furthermore, some safety equipment, such as gloves and masks, may not properly fit.</p>
<p>In addition to physical changes that occur during adolescence, <a href="https://www.unicef-irc.org/publications/933-the-adolescent-brain-a-second-window-of-opportunity-a-compendium.html">the brain is</a> also <a href="https://doi.org/10.1016/j.cobeha.2016.04.012">developing and restructuring into early adulthood</a>. The frontal cortex, which is used for decision-making and helps you to think before you act, <a href="https://doi.org/10.1038/nn.3177">continues to develop into adulthood and can lead to risky behaviors</a>.</p>
<p>Young people are inclined to seek approval and respect, which influences their decision-making. </p>
<p>They also <a href="https://doi.org/10.1016/j.jphysparis.2010.08.007">engage in risky behaviors</a> both on and off the job that may affect their performance at work. </p>
<p>Finally, <a href="https://doi.org/10.1007/s10964-018-0847-0">many young workers are reluctant to speak up</a> if they have concerns, or to ask questions if they don’t know what to do, because they don’t want to lose respect from their boss or supervisor. To avoid appearing unqualified, they may not want to admit that they need help. </p>
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<a href="https://images.theconversation.com/files/563427/original/file-20231204-29-26qjf9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="A Baskin-Robbins shop in a strip mall with its trademark pink branding." src="https://images.theconversation.com/files/563427/original/file-20231204-29-26qjf9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/563427/original/file-20231204-29-26qjf9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/563427/original/file-20231204-29-26qjf9.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/563427/original/file-20231204-29-26qjf9.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/563427/original/file-20231204-29-26qjf9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/563427/original/file-20231204-29-26qjf9.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/563427/original/file-20231204-29-26qjf9.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
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<span class="caption">Like many Americans, President Barack Obama scooped ice cream in his youth. He was employed at this Honolulu Baskin-Robbins.</span>
<span class="attribution"><a class="source" href="https://newsroom.ap.org/detail/ObamaFirstJob/626981cdb54c4a11aefeb5a48e487ce5/photo?Query=(renditions.phototype:horizontal)%20AND%20(category:a%20OR%20%20category:i)%20AND%20%20(teen%20jobs)%20&mediaType=photo&sortBy=arrivaldatetime:desc&dateRange=Anytime&totalCount=81&currentItemNo=34">AP Photo/Marco Garcia</a></span>
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<h2>Weaker protections in some states</h2>
<p>Despite these inherent risks, <a href="https://theconversation.com/states-are-weakening-their-child-labor-restrictions-nearly-8-decades-after-the-us-government-took-kids-out-of-the-workforce-205175">Arkansas, Iowa and other states have recently weakened labor laws</a>, loosening restrictions about the kinds of work teens can do and increasing the number of hours they can work. </p>
<p>This is happening at a time when the number of child labor violations are rising and more children are <a href="https://www.nytimes.com/2023/02/25/us/unaccompanied-migrant-child-workers-exploitation.html">dying or getting injured</a>, especially when they do tasks that <a href="https://www.dol.gov/newsroom/releases/whd/whd20230217-1">violate federal labor laws</a>.</p>
<p><a href="https://news.yahoo.com/16-old-worker-killed-meat-203946508.html">Duvan Tomas Perez</a>, for example, died on the job while cleaning machinery in the Mar-Jac Poultry plant in Hattiesburg, Mississippi, in August 2023. Perez was 16. So was <a href="https://apnews.com/article/wisconsin-boy-dies-sawmill-child-labor-8ae0c9fc09b9355dd7f12640eaefff2d">Michael Schuls</a>, who died in June 2023 while attempting to unjam a wood-stacking machine at Florence Hardwoods, a Wisconsin lumber company. <a href="https://www.kake.com/story/49078450/16yearold-boy-dies-in-workplace-accident-at-kansas-cityarea-landfill">Will Hampton</a>, another 16-year-old, also died that month in Lee’s Summit, Missouri, while working at a landfill.</p>
<p>Teachers at a Nebraska middle school figured out that students who had trouble staying awake at school were working night shifts at a slaughterhouse, doing dangerous cleaning work that <a href="https://www.theguardian.com/us-news/2023/may/09/nebraska-slaughterhouse-children-working-photos-labor-department">caused chemical burns</a>.</p>
<p>Enacted in 1938, the <a href="https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa">Fair Labor Standards Act</a> established federal standards to ensure workplace safety for workers under 18 and bars employers from interfering with their educational opportunities. This law sets 14 as a minimum age for formal employment, restricts when and how many hours children may work, and outlines the type of work children may safely perform. </p>
<p>Some of the new state labor laws <a href="https://www.iowadivisionoflabor.gov/child-labor">allow children to work in more dangerous jobs</a> and limit their employers’ liability for <a href="https://www.epi.org/publication/child-labor-laws-under-attack/">injury, illness or even death on the job</a>.</p>
<p>When state labor laws are less restrictive than the federal law, however, the <a href="https://www.dol.gov/agencies/whd/youthrules/young-workers">federal standards apply</a>.</p>
<p>The federal government is also ramping up enforcement efforts. The <a href="https://www.dol.gov/newsroom/releases/osec/osec20230727">Labor Department found 4,474 children employed in violation</a> of federal child labor laws between Oct. 1, 2022, and July 20, 2023. Employers, including McDonald’s and Sonic fast-food franchisees, owed more than $6.6 million in penalties as a result.</p>
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<figcaption><span class="caption">In an interview with “60 Minutes,” a Labor Department investigator relayed how the government determined that Packers Sanitation Services Inc. employed more than 100 children in violation of child labor laws.</span></figcaption>
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<h2>3 steps employers can take</h2>
<p>In addition to following the law, I believe that employers and supervisors need to address the unique risks to young workers by <a href="https://doi.org/10.3390/healthcare4030055">taking these necessary steps</a>: </p>
<p>• Provide training on how to do tasks safely and supervise young workers until key tasks have been mastered. Training should not only occur right before a new employee gets ready for their first shift, but whenever new tasks are assigned, when there is a new hazard in the workplace, and after an injury or near miss occurs in the workplace. </p>
<p>• Model safe behaviors. Remember that young workers often learn by watching their bosses and co-workers, whose actions can reinforce safety expectations and build a <a href="https://psnet.ahrq.gov/primer/culture-safety">culture of safety</a>. </p>
<p>• Take into account a worker’s abilities when assigning tasks, and check in on them regularly, especially when switching tasks. Ask open-ended questions, such as, “What are the steps you are going to take when you do this task?” as opposed to questions that can be answered with a yes or no, like, “Do you know how to do this task?” Be sure to let workers know how to report concerns and who they can talk to if they have questions about workplace procedures and policies. </p>
<p>These strategies are easy to implement and cost little to follow.</p>
<p>And they surely make it safer for workers in their teens and early 20s to gain the valuable work experience they want and need, while helping their employers to maintain safe, productive workplaces that nurture the workers our <a href="https://www.cdc.gov/niosh/topics/productiveaging/default.html">economy will increasingly depend upon</a> in the years ahead.</p><img src="https://counter.theconversation.com/content/213535/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Diane Rohlman receives funding from Centers for Disease Control and Prevention/National Institute for Occupational Safety and Health. </span></em></p>Better training and supervision make younger workers less vulnerable to injuries.Diane Rohlman, Associate Dean for Research, Professor and Endowed Chair of Rural Safety and Health, University of IowaLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2182462023-11-29T02:20:49Z2023-11-29T02:20:49ZNew research shows how Indigenous-owned businesses are creating better outcomes for their employees<p>We are seeing more Indigenous businesses in Australia. This is important, given these businesses produce social impact, support Indigenous economic self-determination and maintain strong levels of Indigenous employment.</p>
<p>When we hear about Indigenous knowledge businesses, we often think about how this knowledge is presented within a business’ product or service, such as through art, tourism or clothing. What is less understood is the role Indigenous knowledge can play in the organisation and culture of a business, and the profound impact this can have.</p>
<p>There is still a <a href="https://theconversation.com/closing-the-first-nations-employment-gap-will-take-100-years-205290">stark gap</a> between Indigenous and non-Indigenous employment on a national level. It doesn’t help when non-Indigenous-owned businesses <a href="https://bcec.edu.au/publications/woort-koorliny-australian-indigenous-employment-index-2022/">continue to struggle</a> with hiring and retaining Indigenous employees.</p>
<p>But for Indigenous-owned businesses across <a href="https://onlinelibrary.wiley.com/doi/full/10.1002/ajs4.271">locations and industries</a>, employment remains strong. Research shows <a href="https://theconversation.com/indigenous-owned-businesses-are-key-to-closing-the-employment-gap-208579">36% of employees</a> within these businesses are Indigenous. </p>
<p>In <a href="https://onlinelibrary.wiley.com/doi/10.1002/ajs4.292">our new research</a>, we interviewed Indigenous business owners, managers and employees to explore how these businesses support strong levels of Indigenous employment. Our findings show a need for <em>all</em> Australian businesses to learn best practices from Indigenous businesses. </p>
<p><iframe id="O4MPs" class="tc-infographic-datawrapper" src="https://datawrapper.dwcdn.net/O4MPs/1/" height="400px" width="100%" style="border: none" frameborder="0"></iframe></p>
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<strong>
Read more:
<a href="https://theconversation.com/indigenous-owned-businesses-are-key-to-closing-the-employment-gap-208579">Indigenous-owned businesses are key to closing the employment gap</a>
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<h2>What are Indigenous businesses doing differently?</h2>
<p>Indigenous ways of <a href="https://www.assipj.com.au/southsea/wp-content/uploads/nom/15_Ways_of_knowing_being_and_doing_A_theoretical_framework_and_methods_for_indigenous_and%20indigenist_research.pdf">knowing, being and doing</a> can bring a holistic approach to business management and organisational culture. In our research, participants discussed how Indigenous businesses maintained a non-hierarchical approach to their business structure. This structure incorporated a diversity of perspectives, which better informed tailored and effective policy and practices. </p>
<p>This meant the specific perspectives, values, strengths and circumstances of a workforce could be reflected by the business. This goes against the one-size-fits-all approach to Indigenous employment and recruitment policies that non-Indigenous businesses often implement. </p>
<p>To be formally recognised as an Indigenous-owned business, a business must be <a href="https://supplynation.org.au/resources/faqs/faqs-indigenous-business/">at least 50% owned</a> by Indigenous people. </p>
<p>Most Indigenous businesses listed in Supply Nation, a national database of Indigenous businesses, are 100% Indigenous-owned. As such, these Indigenous businesses have Indigenous people in leadership roles. This is in contrast to non-Indigenous businesses that <a href="https://bcec.edu.au/publications/woort-koorliny-australian-indigenous-employment-index-2022/">struggle</a> with this.</p>
<p>Our research participants described <a href="https://indigenousgovernance.org.au/resources/">Indigenous governance</a> within businesses as collaborative, responsive and <a href="https://journals.sagepub.com/doi/10.1177/14744740211029287#:%7E:text=Relationality%20is%20a%20central%20concept,cultural%20foundations%20of%20Indigenous%20peoples'.">relational</a>. Through this, managers can be better attuned to their employees’ needs, values and circumstances. </p>
<p>This knowledge builds a foundation to inform specific workplace practices. For example, <a href="https://www.fairwork.gov.au/employment-conditions/flexibility-in-the-workplace">workplace flexibility</a> is often provided within Indigenous businesses, but <em>how</em> it is provided varies on the specific contexts of the workforce. </p>
<h2>Cultural competence is essential</h2>
<p><a href="https://link.springer.com/chapter/10.1007/978-981-15-5362-2_16?utm_source=getftr&utm_medium=getftr&utm_campaign=getftr_pilot">Cultural competence</a> refers to the ability to work effectively and respectfully with people of other cultures.</p>
<p>Cultural competence in the workplace is often considered as education. Our research participants described cultural competence as an action embedded into the practices of their organisations. They did not view cultural competence as a nicety, but an occupational health and safety necessity.</p>
<p>For example, Indigenous businesses are not only aware of cultural obligations or individual circumstances that impact their employees. These businesses often accommodate, support and draw on these things to inform their business practices. Indigenous employees said this meant their businesses understood, valued and supported them.</p>
<p>Employees also detailed stark differences in experiences of <a href="https://www.dca.org.au/research/gari-yala-speak-truth">racism</a> between Indigenous businesses and their former workplaces. Indigenous business owners and managers were more attuned to their experiences and more committed to addressing and eliminating racism in the workplace. </p>
<p>These are just some of the ways Indigenous businesses can provide a model for rethinking the organisational cultures of <a href="https://www.dca.org.au/research/gari-yala-speak-truth">non-Indigenous businesses</a>.</p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/closing-the-first-nations-employment-gap-will-take-100-years-205290">Closing the First Nations employment gap will take 100 years</a>
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<h2>Learning from Indigenous businesses</h2>
<p>Many organisations across Australia implement their own policies to increase Indigenous employment. Our research participants said many of these policies are heavily focused on “traditional” recruitment practices and policies. </p>
<p>This falsely presumes the supply of jobs is the sole problem. There are many factors affecting Indigenous people’s employment, which differ across the country. Approaches to Indigenous employment often don’t reflect this. </p>
<p>Indigenous businesses demonstrate there is no singular recruitment strategy, Reconciliation Action Plan, apprenticeship program or cultural competence training to improve levels of Indigenous employment. </p>
<p>For example, some Indigenous-owned businesses progress Indigenous employees from entry-level positions to management because they recognise the commitment, logistics and benefits of doing so. Simply creating an entry-level position where an employee does not progress cannot achieve the same outcome.</p>
<p>Strong Indigenous employment is not limited to Indigenous businesses in certain industries. This is why tailored practices are needed that reflect a diverse Indigenous workforce across the country. </p>
<p><iframe id="c4dBX" class="tc-infographic-datawrapper" src="https://datawrapper.dwcdn.net/c4dBX/7/" height="400px" width="100%" style="border: none" frameborder="0"></iframe></p>
<p>Restructuring organisational culture in Australian businesses isn’t only beneficial for Indigenous peoples. Values-driven workplaces invest in employees, support their cultures, maintain a safe work environment and create opportunities for those often excluded from employment. This benefits everyone. </p>
<p>Non-Indigenous institutions can learn from Indigenous businesses, not just to become better employers of Indigenous people, but to be better employers for all. </p>
<hr>
<p><em>This article is based on research undertaken at the Australian National University by Christian Eva, Jessica Harris, Kerry Bodle, Dennis Foley, Nina Nichols and Boyd Hunter.</em></p><img src="https://counter.theconversation.com/content/218246/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>The research project that this article reports on is subject to funding from the National Indigenous Australians Agency (NIAA)</span></em></p><p class="fine-print"><em><span>Kerry Bodle works for Griffith University. The research project that this article reports on is subject to funding from the National Indigenous Australians Agency (NIAA)
</span></em></p>We interviewed Indigenous business owners, managers and employees to explore how these businesses support strong levels of Indigenous employment.Christian Eva, PhD Candidate and Research Officer, Australian National UniversityJessica Harris, Lecturer Department of Accounting, Finance and Economics, Griffith UniversityKerry Bodle, Associate Professor Department of Accounting, Finance and Economics, Griffith UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2139982023-11-27T13:40:53Z2023-11-27T13:40:53ZChlorine is a highly useful chemical that’s also extremely dangerous − here’s what to know about staying safe around it<figure><img src="https://images.theconversation.com/files/560460/original/file-20231120-27-fge83s.jpg?ixlib=rb-1.1.0&rect=10%2C0%2C3484%2C2326&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Jordanian forensics experts inspect the site of a chlorine gas explosion in the Port of Aqaba in June 2022. </span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/news-photo/jordanian-forensics-experts-inspect-the-site-of-a-toxic-gas-news-photo/1241583752">Khalil Mazraawi/AFP via Getty Images</a></span></figcaption></figure><p>Many people encounter chlorine in their daily lives, whether it’s as an ingredient in household bleach or an additive that sanitizes water in swimming pools. Chlorine is also used as an antiseptic, a bleaching agent in the production of paper and cloth, and to kill microorganisms in drinking water.</p>
<p>But this familiar chemical is also extremely toxic. And because it’s ubiquitous in many industries across the U.S., it often is released in chemical accidents and spills. </p>
<p>As a <a href="https://scholar.google.com/citations?user=yI9ON-UAAAAJ&hl=en">pharmaceutical scientist</a>, I study ways in which chemicals and other materials affect the human body. Currently, I am working to develop <a href="https://ehsrc.public-health.uiowa.edu/ehsrc-investigators-receive-niehs-award-to-develop-cationic-camkiin-nanoparticles-that-reduce-chlorine-induced-airway-oxidative-stress/">therapies to counteract chlorine gas exposure</a> and to understand the mechanism by which chlorine harms people. One promising therapy that we are developing is inhalable nanoparticles that counteract lung damage following chlorine gas exposure. </p>
<h2>A common and dangerous chemical</h2>
<p><a href="https://www.rsc.org/periodic-table/element/17/chlorine">Chlorine</a> is an extremely toxic and widely used chemical. In the U.S., it is one of the top five chemicals by production volume, with an output of about 12 million tons (11 million metric tons) <a href="https://www.statista.com/statistics/299725/total-us-plastics-and-chemicals-shipments-by-type/">per year</a>. </p>
<p>A yellow-green gas at room temperature, chlorine is highly reactive, which means that it <a href="https://chemistrytalk.org/chlorine-element/">readily forms compounds with many other chemicals</a>. These reactions often are very intense. Chlorine <a href="https://www.cdc.gov/niosh/ershdb/emergencyresponsecard_29750024.html">reacts explosively or forms explosive compounds</a> with many common substances, including hydrogen, turpentine and ammonia.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/560471/original/file-20231120-26-48hv06.png?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Poster explaining how to use chlorine and other pool chemicals safely." src="https://images.theconversation.com/files/560471/original/file-20231120-26-48hv06.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/560471/original/file-20231120-26-48hv06.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=785&fit=crop&dpr=1 600w, https://images.theconversation.com/files/560471/original/file-20231120-26-48hv06.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=785&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/560471/original/file-20231120-26-48hv06.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=785&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/560471/original/file-20231120-26-48hv06.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=986&fit=crop&dpr=1 754w, https://images.theconversation.com/files/560471/original/file-20231120-26-48hv06.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=986&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/560471/original/file-20231120-26-48hv06.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=986&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
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<span class="caption">Even in everyday uses, chlorine requires special handling and precautions.</span>
<span class="attribution"><a class="source" href="https://www.cdc.gov/healthywater/swimming/pdf/Pool-Chemical-Safety-USE-poster-p.pdf">CDC</a></span>
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<p>Chlorine gas exposure, even for short periods of time and <a href="http://dx.doi.org/10.1513/pats.201001-008SM">at low levels</a>, leads to eye, throat and nose irritation and causes coughing and breathing problems and burning in the eyes. <a href="http://dx.doi.org/10.1513/pats.201001-008SM">Higher exposure levels</a> can cause chest pain, severe breathing difficulties, pneumonia, vomiting and fluid in the lungs. Very high levels can cause death. Chlorine also can be absorbed through the skin, resulting in pain, swelling, inflammation and blistering. </p>
<p>Our research has shown that exposure to chlorine gas leads to airway inflammation and <a href="http://dx.doi.org/10.1378/chest.123.3_suppl.411s">airway hyperreactivity</a> – swelling and narrowing of the bronchial tubes that carry air to and from your lungs, which makes it harder to breathe. This condition is a characteristic feature of asthma. </p>
<p>Chlorine’s toxicity made it one of the first chemical weapons used on a large scale in warfare. German troops <a href="https://www.denix.osd.mil/rcwmprogram/history/">released it against French and Canadian forces</a> in World War I. More recently, international observers report that <a href="https://apnews.com/article/syria-government-bashar-assad-3b283b4dd01f1765027aa567e53c24be">Syria has used chlorine weapons repeatedly</a> in that country’s civil war. In Iraq, insurgents <a href="https://www.reuters.com/article/us-iraq1/chlorine-bombs-mark-new-guerrilla-tactics-u-s-idUSKRA14854020070222/">used chlorine bombs against U.S. forces</a> in 2007 in and around Baghdad, and the Islamic State reportedly later <a href="https://www.bbc.com/news/world-middle-east-31847427">used chlorine in crude roadside bombs</a> in Iraq.</p>
<h2>Large-scale releases worldwide</h2>
<p>Some recent accidents show how commonly the release or mishandling of chlorine can create life-threatening situations. For example, on April 27, 2023, five workers at a spa in Brooklyn were hospitalized after employees <a href="https://abc7ny.com/midwood-brooklyn-world-spa-hazmat/13190043/">mixed two cleaning chemicals</a>, releasing chlorine gas – a reaction that is <a href="https://doh.wa.gov/community-and-environment/contaminants/bleach-mixing-dangers">surprisingly easy to generate</a>. </p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/560483/original/file-20231120-27-e5h8a7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="A huge grey plume billows from an industrial facility." src="https://images.theconversation.com/files/560483/original/file-20231120-27-e5h8a7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/560483/original/file-20231120-27-e5h8a7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/560483/original/file-20231120-27-e5h8a7.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/560483/original/file-20231120-27-e5h8a7.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/560483/original/file-20231120-27-e5h8a7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/560483/original/file-20231120-27-e5h8a7.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/560483/original/file-20231120-27-e5h8a7.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">A fire burns at the BioLab Inc. chemical plant in Westlake, La., on Aug. 27, 2020. Winds from Hurricane Laura damaged several buildings, and rainwater reached the chemicals stored there, triggering a fire that released a chlorine plume. The U.S. Chemical Safety and Hazard Investigation Board later concluded that the facility was not adequately prepared for extreme weather.</span>
<span class="attribution"><a class="source" href="https://newsroom.ap.org/detail/TropicalWeatherLouisiana/d351c48226b3451d91311a08a5f5ff31/photo">AP Photo/Gerald Herbert</a></span>
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<p>In a larger event, on April 18, 2022, a compressor fire caused a chlorine gas spill inside a <a href="https://www.theadvocate.com/baton_rouge/news/environment/at-least-23-hospitalized-after-chlorine-leak-at-chemical-plant-near-plaquemine-officials-say/article_bef9acf0-c1b8-11ec-98d7-5b060fdac504.html">Dow Chemicals facility</a> close to Plaquemine, Louisiana. Liquid chlorine quickly vaporized into the air and spread into adjoining neighborhoods. At least 23 people were hospitalized. </p>
<p>Large-scale shipments of chlorine can cause widespread injuries and even deaths in the event of accidents. For example, when a freight train derailed in Graniteville, South Carolina, in 2005, a tanker car ruptured and <a href="https://doi.org/10.1177/003335490712200610">released 60 tons of chlorine</a>. Nine people died, 72 were hospitalized and 525 received outpatient medical treatment.</p>
<p>The most dramatic recent case occurred at the <a href="https://www.reuters.com/world/middle-east/four-dead-70-injured-toxic-gas-leak-jordans-aqaba-port-state-tv-2022-06-27/">Port of Aqaba in Jordan</a> on June 27, 2022. A crane dropped a container loaded with 25 tons of chlorine onto a docked ship, where it broke and produced a massive release of toxic gas. The spill killed 13 people and injured more than 260.</p>
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<iframe width="440" height="260" src="https://www.youtube.com/embed/Gbng95zULgE?wmode=transparent&start=0" frameborder="0" allowfullscreen=""></iframe>
<figcaption><span class="caption">A deadly cloud of chlorine fumes was released after a tank fell onto the deck of a ship while being moved in the Jordanian Port of Aqaba on June 27, 2022.</span></figcaption>
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<h2>Protecting people from chlorine gas exposure</h2>
<p>Although the risks from chlorine gas exposure have been well understood for over a century, there are no current antidotes. This is because chlorine is a strong oxidizing agent that can <a href="https://wwwn.cdc.gov/TSP/MMG/MMGDetails.aspx">cause major tissue damage</a> in the body.</p>
<p>People who handle chlorine in the workplace should use respiratory equipment that meets <a href="https://www.cdc.gov/niosh/npg/npgd0115.html">federal regulatory standards</a>. They also should have rubber gloves, a protective apron or other protective clothing, goggles or a face mask, and access to a shower and eye-washing station.</p>
<p>Signs that <a href="https://chemtech-us.com/articles/what-does-chlorine-gas-smell-like-7-telling-signs-of-a-chlorine-gas-leak/">chlorine may be present</a> include a pungent, irritating odor, like very strong cleaning products; a yellowish-green gas; and irritation to the eyes and throat. If you suspect that you may have been exposed to chlorine gas, the <a href="https://www.cdc.gov/chemicalemergencies/factsheets/chlorine.html#anchor_63694">Centers for Disease Control and Prevention recommend</a> moving away from the area and removing all clothing and showering if possible. </p>
<p>Symptoms of chlorine exposure can be treated in a hospital. Therapies include providing patients with humidified oxygen, which is less irritating to the nose and throat than conventional oxygen, and inhaled <a href="https://www.ncbi.nlm.nih.gov/books/NBK548685/">beta-adrenergic agents</a> – medications that are widely used to manage bronchial asthma by relieving lung spasms and reducing airway resistance.</p>
<p>Researchers are studying <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2908650/">other medications</a> that may help reduce the severity of lung injury and help patients recover lung function. These include inhalable therapies that reduce lung damage following chlorine gas exposure and oral tablets or injectable therapies that reduce lung inflammation.</p>
<p>Chlorine is a safe and effective disinfectant <a href="https://www.ready.gov/household-chemical-emergencies">when handled appropriately</a>. But as with other household chemicals, it is very important to understand its risks, read labels before using it, store it in its original container in a secure place and dispose of it safely.</p><img src="https://counter.theconversation.com/content/213998/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Aliasger K. Salem receives funding from the National Institutes of Health. He serves on the Executive Board of the American Association for Pharmaceutical Scientists.</span></em></p>Chlorine is a widely used industrial chemical that’s frequently a factor in toxic accidents and workplace injuries. A pharmaceutical expert explains why it’s so hazardous.Aliasger K. Salem, Associate Vice President for Research and Bighley Chair and Professor of Pharmaceutical Sciences, University of IowaLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2166282023-11-08T19:10:54Z2023-11-08T19:10:54ZIs drug testing in the workplace effective or necessary?<figure><img src="https://images.theconversation.com/files/558239/original/file-20231108-25-ssnwv6.jpg?ixlib=rb-1.1.0&rect=702%2C257%2C5228%2C3681&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Shutterstock</span> </figcaption></figure><p>Alcohol and other drug use is a major problem in Australian workplaces costing more than <a href="https://www.aihw.gov.au/reports/alcohol/alcohol-tobacco-other-drugs-australia/contents/impacts/economic-impacts#">A$4 billion</a> a year. Of this, $3.6 billion is due to absenteeism.</p>
<p>While testing is <a href="https://www.australiadrugtesting.com/when-you-can-drug-alcohol-test-your-employees/">legal</a> to ensure the health and safety of workers, companies must have explicit policies telling employees their objectives and the consequences of being drug affected at work.</p>
<p>Many workplaces, particularly in safety sensitive industries like building and construction, manufacturing, mining, transport and aviation, test regularly for alcohol and other drugs. Workers can be fired for <a href="https://www.fwc.gov.au/documents/decisionssigned/html/2013fwc2017.htm">refusing</a> to take part.</p>
<p>Both the <a href="https://www.parliament.nsw.gov.au/about/Documents/Independent%20Broderick%20Report.pdf">Broderick report</a> into bullying, harassment and sexual misconduct at the parliament of NSW in 2022 and the <a href="https://humanrights.gov.au/set-standard-2021">Jenkins report</a> into Commonwealth parliamentary workplaces in 2021 identified alcohol as a significant psychosocial risk in the workplace.</p>
<h2>How should testing be conducted?</h2>
<p>While workplace health and safety laws are largely uniform across the country, there are no specific provisions regarding how and in what way alcohol and other drug testing should be conducted.</p>
<p>Most workplaces that test do it either at random intervals and with no notice as workers enter high risk worksites if there is a suspicion of use, or if a safety incident occurs.</p>
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<em>
<strong>
Read more:
<a href="https://theconversation.com/helping-drug-users-get-back-to-work-not-random-drug-testing-should-be-our-priority-77468">Helping drug users get back to work, not random drug testing, should be our priority</a>
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</p>
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<p>Testing usually involves breath tests for alcohol, similar to police roadside testing of drivers, or urine or saliva tests for other drugs. <a href="https://infostore.saiglobal.com/en-au/standards/as-nzs-4760-2019-1144217_saig_as_as_2711498/">Current</a> <a href="https://www.saiglobal.com/PDFTemp/Previews/OSH/AS/AS4000/4300/4308-2008.pdf">standards</a> require positive tests to undergo further testing in a laboratory to confirm the result.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/558244/original/file-20231108-19-8znndt.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Certificate signed by workers to say they agree with their workplace's drug and alcohol free policy" src="https://images.theconversation.com/files/558244/original/file-20231108-19-8znndt.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/558244/original/file-20231108-19-8znndt.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/558244/original/file-20231108-19-8znndt.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/558244/original/file-20231108-19-8znndt.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/558244/original/file-20231108-19-8znndt.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/558244/original/file-20231108-19-8znndt.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/558244/original/file-20231108-19-8znndt.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">A workplace must inform its employees if has an alcohol and other drugs testing policy.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/search/alcohol-workplace?image_type=photo&page=2">Shutterstock</a></span>
</figcaption>
</figure>
<p>Alcohol testing is an effective way to detect someone who is unfit for work because they are intoxicated. The test involves measuring alcohol in the blood stream and correlating this with impairment.</p>
<h2>Even workplace testing is not foolproof</h2>
<p>The problem with testing for illicit and pharmaceutical drugs is that these tests don’t necessarily indicate intoxication.</p>
<p>Both urine and saliva tests have <a href="https://www.sydneycriminallawyers.com.au/blog/how-long-will-illicit-drugs-remain-detectable-in-my-system/">long detection windows</a>, so drugs can be detected hours, days or even months after the effects have worn off.</p>
<p>THC (Delta-9 tetrahydrocannabinol), the psychoactive component of cannabis, can be detected up to 30 hours after consumption in a saliva test and nearly a month after consumption in a urine test.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/drink-problems-at-work-got-much-worse-during-the-pandemic-heres-how-employers-can-tackle-them-175467">Drink problems at work got much worse during the pandemic – here's how employers can tackle them</a>
</strong>
</em>
</p>
<hr>
<p>The Victorian parliament is currently holding an <a href="https://new.parliament.vic.gov.au/workplacedrugtestinginquiry">inquiry</a> into the laws governing workplace drug testing, with a particular focus on whether current laws discriminate against medicinal cannabis users.</p>
<p>Under its <a href="https://new.parliament.vic.gov.au/4a5f0e/contentassets/b5cd021c07d040959123f0bc59c77616/terms-of-reference-attachments/terms-of-reference---inquiry-into-workplace-drug-testing.pdf">terms of reference</a>, the inquiry is considering whether testing may be improved to ensure due process and natural justice occurs in workplaces with these users.</p>
<h2>Is there evidence to support workplace drug testing?</h2>
<p>Drug testing is considered quite invasive so it needs strong evidence to justify its use. But there is very <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7293184/">limited research</a> of <a href="https://www.frontiersin.org/articles/10.3389/fpubh.2022.1051119/full">good quality</a> available.</p>
<p>The evidence we do have is <a href="https://pubmed.ncbi.nlm.nih.gov/29582489/">mixed</a>. There is some indication testing can <a href="https://psycnet.apa.org/record/2015-28335-001">reduce risk of injury</a> but other research has found <a href="https://www.liebertpub.com/doi/abs/10.1089/jomh.2014.0008">no impact.</a></p>
<p>The highest quality evidence shows testing doesn’t reduce overall alcohol or other drug use. One study found of <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7293184/">11 evaluations</a> only two showed tests cut alcohol or other drug use rates.</p>
<h2>What makes good alcohol and other drug policy?</h2>
<p>So testing may be helpful for workplace safety in industries where there is a high risk of injury, but it’s not enough on its own to improve the health of the majority of the workforce.</p>
<p>For that to occur, testing needs to be part of a comprehensive workplace strategy. Fatigue, stress, and mental health problems can all impact on health and safety in similar ways to alcohol and other drugs.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/the-jenkins-review-has-28-recommendations-to-fix-parliaments-toxic-culture-will-our-leaders-listen-172858">The Jenkins review has 28 recommendations to fix parliament's toxic culture – will our leaders listen?</a>
</strong>
</em>
</p>
<hr>
<p>So there needs to be a broader consideration of “fitness for work” than just alcohol and other drug intoxication.</p>
<p>Also, much of the negative impact of alcohol and other drugs in the workplace is not in safety but in productivity and absenteeism rates.</p>
<p>A good alcohol and other drug policy reduces the damaging effect of usage, fatigue, stress and mental health issues by creating a healthy workplace culture where:</p>
<ul>
<li><p>wellbeing is valued and supported</p></li>
<li><p>workers receive early education and support</p></li>
<li><p>managers and team leaders are trained to identify workers at risk</p></li>
<li><p>clear referral options such as an identified employee assistance program (EAP) provider are available</p></li>
<li><p>there are return to work options for workers who have been impaired</p></li>
<li><p>there are clear expectations about what is and what is not acceptable to ensure fitness for work.</p></li>
</ul>
<p>Workplaces with effective drug and alcohol policies have happier, healthier and more productive staff and reduced absenteeism.</p>
<p><em>If you are worried about your own or someone else’s alcohol or other drug use, contact the National Alcohol and other Drug Hotline on 1800 250 015 for free, confidential advice.</em></p><img src="https://counter.theconversation.com/content/216628/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Nicole Lee is CEO at Hello Sunday Morning and also works as a consultant in the alcohol and other drug sector and a psychologist in private practice. She has previously been awarded funding by Australian and state governments, NHMRC and other bodies for evaluation and research into alcohol and other drug prevention and treatment.</span></em></p><p class="fine-print"><em><span>Jarryd Bartle does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Testing workers for drug and alcohol use can reduce injuries but is less effective than a comprehensive approach to improving staff health.Jarryd Bartle, Associate Lecturer, RMIT UniversityNicole Lee, Professor at the National Drug Research Institute (Melbourne), Curtin UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2114412023-10-20T15:24:20Z2023-10-20T15:24:20Z‘We are worn out and no one cares’: why ambulance staff in UK and Australia are ready to quit the profession<p>The COVID-19 pandemic may be over, but its scars remain for those on the frontline of the health sector – not least in the ambulance services. And our research conducted separately in the <a href="https://www.magonlinelibrary.com/doi/abs/10.12968/jpar.2023.15.8.315">UK</a> and <a href="https://www.tandfonline.com/doi/abs/10.1080/09585192.2023.2237871">Australia</a> shows things are getting worse across the globe.</p>
<p>Ambulance staff in <a href="https://www.magonlinelibrary.com/doi/abs/10.12968/jpar.2022.14.1.6">many other</a> countries, including <a href="https://www.wsws.org/en/articles/2022/12/22/ambu-d22.html">Germany</a>, <a href="https://www.connexionfrance.com/article/French-news/Health/French-emergency-services-Why-it-is-now-harder-to-reach-15-number">France</a>, <a href="http://ijomeh.eu/Predictors-of-stress-among-emergency-medical-personnel-during-the-COVID-19-pandemic,128640,0,2.html">Poland</a>, <a href="https://www.tandfonline.com/doi/full/10.1080/07853890.2022.2137735">Spain</a>, <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10093884/">USA</a>, <a href="https://www.japantimes.co.jp/news/2022/08/16/national/japan-ambulances-struggle-covid/">Japan</a>, <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6824029/">Israel</a> and <a href="https://www.deccanherald.com/india/too-little-too-late-emergency-services-require-urgent-care-1216452.html">India</a>, are also facing increased pressures. This is due to more people using ambulance services, more complex patient needs, not enough staff and resources, and unmanageable workloads. All these factors have made it difficult for many ambulance services to operate.</p>
<p>We studied two services similar in size and structure: the <a href="https://ambulance.nhs.wales">Welsh Ambulance Services NHS Trust</a> in the UK, and <a href="https://www.ambulance.vic.gov.au">Ambulance Victoria</a> in Australia. We found that both services are close to a point where they may not be able to meet the needs of the people they serve. And we identified similar issues and problems in both locations which are causing many employees to consider leaving the profession.</p>
<p>We found that nearly 45% of ambulance staff in Wales and 29% in Victoria are considering quitting. And in Victoria, 16% of ambulance services staff said they were looking to leave the profession within the next year, while 23% of participants in Wales said the same.</p>
<h2>Unmanageable workloads</h2>
<p>These are highly skilled healthcare professionals who are thinking about leaving their jobs for good. The main reason staff in both services gave us is unmanageable workloads, with many echoing the sentiments of one another.</p>
<blockquote>
<p>“The workload is huge and continues to grow. I regularly work 50 plus hours per week to keep on top of everything and still struggle.” (Wales)</p>
<p>“We are consistently given demands that are impossible to achieve. We are worn out and no one cares.” (Wales)</p>
<p>“I’m falling out of love with a job that I have loved and excelled at for nearly a decade and a half. Managers are pushing [targets] and budgets and times, while on road staff are exhausted.” (Victoria)</p>
<p>“Morale is the lowest I have ever seen in the ambulance service.” (Wales)</p>
<p>“Listening to the distressing phone calls I receive from road colleagues who are struggling … There is no respite of this pressure … I am hugely concerned for my frontline colleagues’ welfare.” (Wales)</p>
</blockquote>
<p>These comments feed into the issues of staff retention in both services as demands intensify. However, there is a perceived lack of understanding and support from management and more critically, a lack of resources. The real concern lies in how this will impact the quality of care provided to patients in both places.</p>
<p>Our findings are supported by other <a href="https://www.cambridge.org/core/journals/the-british-journal-of-psychiatry/article/paramedics-in-pandemics-protecting-the-mental-wellness-of-those-behind-enemy-lines/C0B1C08CF27CF1AD95EAC18B43D35E21">research</a> which indicates that ambulance services staff were the most likely to <a href="https://www.bbc.co.uk/news/uk-wales-60853142">say</a> their mental health had <a href="https://www.magonlinelibrary.com/doi/abs/10.12968/jpar.2022.14.1.6">deteriorated</a> following the COVID-19 pandemic, and by default, their ability to work effectively in the longer term.</p>
<p>Our research also shows that ambulance workers in Wales and Victoria, Australia are highly engaged and passionate about their work. They identify strongly with the job that they do. But they are approaching a crisis point due to increasing workload, burnout and low morale.</p>
<figure class="align-center ">
<img alt="A yellow ambulance driving down a road." src="https://images.theconversation.com/files/554539/original/file-20231018-21-7y65hl.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/554539/original/file-20231018-21-7y65hl.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=399&fit=crop&dpr=1 600w, https://images.theconversation.com/files/554539/original/file-20231018-21-7y65hl.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=399&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/554539/original/file-20231018-21-7y65hl.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=399&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/554539/original/file-20231018-21-7y65hl.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=502&fit=crop&dpr=1 754w, https://images.theconversation.com/files/554539/original/file-20231018-21-7y65hl.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=502&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/554539/original/file-20231018-21-7y65hl.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=502&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">A Welsh Ambulance NHS trust ambulance.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/cardiff-wales-april-2021-aerial-view-1952101864">Ceri Breeze/Shutterstock</a></span>
</figcaption>
</figure>
<h2>Potential solutions</h2>
<p>The problems we found in our studies can be solved by ambulance management on either side of the globe. The most important thing is to provide more resources to support and retain this highly skilled workforce, which could help to reduce burnout and keep staff in this essential job.</p>
<p>Ambulance services must prioritise improving staff wellbeing, and efforts to do so should be inclusive, employee-led and proactive. Creating a stable and sustainable workforce could help in responding to changes in service and health needs. All levels of management should be given the appropriate training too. Taking these approaches could ensure that the work of ambulance services staff and other healthcare professionals is properly valued.</p>
<p>We hope that the findings from our studies will be used to create new ways to improve the workplace culture in Wales and Victoria. We also welcome other healthcare organisation using our findings to protect and support the wellbeing of their staff.</p><img src="https://counter.theconversation.com/content/211441/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>The authors do not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and have disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Research on both sides of the globe shows that unmanageable workloads is the main reason why many ambulance service staff are considering quitting the profession.Julian Hunt, Research Officer School of Health and Social Care, Swansea UniversityJohn Gammon, Deputy Head (Innovation and Engagement) of the School of Health and Social Care, Swansea UniversityPeter Holland, Professor in Human Resource Management and Employee Relations, Swinburne University of TechnologyLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2148572023-10-09T19:10:38Z2023-10-09T19:10:38ZDoes your employer have to tell if they’re spying on you through your work computer?<figure><img src="https://images.theconversation.com/files/552447/original/file-20231006-15-qydplx.jpg?ixlib=rb-1.1.0&rect=45%2C54%2C5986%2C3961&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Shutterstock</span></span></figcaption></figure><p>The COVID pandemic stimulated an irreversible shift in where, when and how we work. This 21st-century model of working – dubbed the “new normal” – is characterised by increased <a href="https://theconversation.com/morning-or-evening-type-choice-of-hours-is-the-next-big-thing-in-workplace-flexibility-194170">flexibility and productivity gains</a>. </p>
<p>Yet this reshaping of work, underpinned by technology, has also <a href="https://theconversation.com/work-life-balance-in-a-pandemic-a-public-health-issue-we-cannot-ignore-155492">eroded our work-life boundaries</a> – and persisting 20th-century attitudes are preventing us from successfully managing the new normal.</p>
<p>We find ourselves struggling with “<a href="https://www.microsoft.com/en-us/worklab/why-managers-and-employees-cant-agree-on-how-much-work-is-getting-done">productivity paranoia</a>”: a term used to describe managers’ concerns that remote and hybrid workers aren’t doing enough when not under supervision. </p>
<p>As a result, we’re seeing a surge in the use of electronic monitoring and surveillance devices in the workplace. These devices allow managers to “watch over” employees in their absence. This practice raises serious legal and ethical concerns.</p>
<h2>Big bossware is here</h2>
<p>In a survey of 20,000 people across 11 countries, <a href="https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work-is-just-work">Microsoft reported</a> 85% of managers struggled to trust their remote-working employees. In Australia, this figure was 90%.</p>
<p>In 2021, American research and consulting firm Gartner estimated
the number of large firms tracking, monitoring and surveilling their workers had <a href="https://www.gartner.com/en/articles/the-right-way-to-monitor-your-employee-productivity">doubled</a> to 60% since the start of the pandemic. </p>
<p>Electronic monitoring and surveillance technology can capture screenshots of an employee’s computer, record their keystrokes and mouse movements, and even activate their webcam or microphones. </p>
<p>On one hand, these <a href="https://home.coworker.org/worktech/">“bossware” tools</a> can be used to capture employee and production statistics, providing businesses with useful evidence-based analytics. </p>
<p>The other side is much darker. These devices are indiscriminate. If you’re working from home they can pick up audio and visual images of your private life. </p>
<p>Managers can be sent notifications when data “indicate” an employee is taking breaks or getting distracted. </p>
<p>Some aspects of electronic monitoring and surveillance are legitimate. For instance, it may be necessary to safeguard an organisation’s data access and transfers. </p>
<p>But where are the boundaries? Is your organisation legally obliged to tell you about electronic intrusions? Alternatively, what can you do if you find out you’re being watched without being informed?</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/not-big-brother-but-close-a-surveillance-expert-explains-some-of-the-ways-were-all-being-watched-all-the-time-194917">Not Big Brother, but close: a surveillance expert explains some of the ways we’re all being watched, all the time</a>
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</p>
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<h2>The legal framework</h2>
<p>A complex array of regulation governs workplace privacy and surveillance in Australia. <a href="https://www.ag.gov.au/sites/default/files/2023-02/privacy-act-review-report_0.pdf">Proposed reforms</a> to the Privacy Act 1988 are set to strengthen privacy protections for private-sector employees. </p>
<p>However, this legislation doesn’t specifically cover workplace surveillance. Instead, a patchwork of laws in each state and territory regulate this matter. </p>
<p>Specific legislation regulates the surveillance of workers in <a href="https://legislation.nsw.gov.au/view/html/inforce/current/act-2005-047">New South Wales</a> and the <a href="https://www.legislation.act.gov.au/a/2011-4">Australian Capital Territory</a>. Importantly, surveillance must not be undertaken unless the employer has provided at least 14 days’ notice. This notice must include specific details about the surveillance that will be carried out. Employers must also develop and adhere to a surveillance policy. </p>
<p>In both states, employers can only record visual images of an employee while they’re “at work”. This is broadly defined to capture any place where work is carried out. </p>
<p>Covert surveillance is prohibited unless the employer has obtained a court order. In this case it’s restricted to situations where the employee is suspected of unlawful activity.</p>
<p>Even then, a covert surveillance order would not be granted where this unduly intrudes on the employee’s privacy. Covert surveillance for the purpose of monitoring work performance is expressly prohibited. </p>
<p>Other states and territories don’t have specific electronic workplace surveillance laws. Employers must instead comply with more general surveillance legislation.</p>
<p>Broadly speaking, employees must give consent, express or implied, to any surveillance. In practice, such consent is usually obtained through the implementation of a workplace surveillance policy, which employees must agree to when they accept the job. So if you’ve signed a contract without reading the fine print, you may have agreed to being surveilled via electronic monitoring tools.</p>
<p>Currently, <a href="https://www.legislation.qld.gov.au/view/html/inforce/current/act-1971-050">Queensland</a> and <a href="https://www.legislation.tas.gov.au/view/html/inforce/current/act-1991-021">Tasmania</a> provide the most limited protection for employees. Their surveillance legislation is limited to the regulation of listening devices. </p>
<p>Enterprise agreements, employment contracts and workplace policies may also limit or prohibit the use of surveillance devices. In practice, however, most employees will lack the bargaining power to negotiate the inclusion of any such terms in their employment contract.</p>
<h2>The law is failing to keep up</h2>
<p>In 2022, a parliamentary <a href="http://classic.austlii.edu.au/cgi-bin/sinodisp/au/other/nsw/NSWLCSelCPubInq/2022/7.html?stem=0&synonyms=0&query=nsw%20consol_act%20wsa2005245%20s10">select committee</a> reporting on the future of work in NSW observed the current regulatory framework is failing to keep pace with rapid advancements in electronic monitoring and surveillance. </p>
<p>The report criticised legislation that simply allows an employer to notify workers surveillance will be carried out, with no mechanism for this to be negotiated or challenged. The situation is slightly better in the ACT, where employers must consult with workers in good faith about any proposed surveillance activities.</p>
<p>Workers who suspect their employer is spying on them should review their workplace surveillance policies. They may need to reflect carefully on how they use their work computer.</p>
<p>Where an enterprise agreement applies, the <a href="https://www.fwc.gov.au/issues-we-help/common-issues-workplace/resolve-dispute-your-workplace">Fair Work Commission</a> can arbitrate surveillance disputes. A worker who is dismissed following intrusive surveillance may be able to <a href="https://www.fwc.gov.au/job-loss-or-dismissal/unfair-dismissal/process-unfair-dismissal-claims">challenge the dismissal</a> on the basis of it being unfair. </p>
<p>Workers who haven’t been informed of their employer’s surveillance practices can also lodge a complaint with the relevant authority or regulator, who may have powers to investigate and prosecute offences. </p>
<p>To thrive in our “new normal” work landscape, we’ll need to address the gap between the existing legal protections and the capabilities (and potential harms) of electronic monitoring and surveillance. For now, it remains a significant legal and ethical challenge. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/bunnings-kmart-and-the-good-guys-say-they-use-facial-recognition-for-loss-prevention-an-expert-explains-what-it-might-mean-for-you-185126">Bunnings, Kmart and The Good Guys say they use facial recognition for 'loss prevention'. An expert explains what it might mean for you</a>
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</em>
</p>
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<img src="https://counter.theconversation.com/content/214857/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Jacqueline Meredith receives funding from an Australian Government Research Training Program Scholarship.</span></em></p><p class="fine-print"><em><span>Peter Holland does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>The electronic monitoring and surveillance of employees is on the rise as growing numbers of people switch to hybrid and at-home work.Jacqueline Meredith, Lecturer in Law, Swinburne University of TechnologyPeter Holland, Professor in Human Resource Management and Employee Relations, Swinburne University of TechnologyLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2140512023-10-01T15:12:15Z2023-10-01T15:12:15ZSafety on the line: Drivers who juggle multiple jobs are more likely to take risks on the road<figure><img src="https://images.theconversation.com/files/550774/original/file-20230927-15-dqt564.jpg?ixlib=rb-1.1.0&rect=0%2C250%2C4581%2C2840&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Drivers that juggle driving with another job were more likely to run red lights and carry weapons, such as knives, for safety reasons. These behaviours pose risks not only to drivers, but also to the public.</span> <span class="attribution"><span class="source">(Paul Hanaoka/Unsplash)</span></span></figcaption></figure><iframe style="width: 100%; height: 100px; border: none; position: relative; z-index: 1;" allowtransparency="" allow="clipboard-read; clipboard-write" src="https://narrations.ad-auris.com/widget/the-conversation-canada/safety-on-the-line-drivers-who-juggle-multiple-jobs-are-more-likely-to-take-risks-on-the-road" width="100%" height="400"></iframe>
<p>The <a href="https://www.nytimes.com/2022/04/06/business/uber-lyft-driver-deaths.html">driving profession is unsafe</a>. Taxi drivers and ride-hail drivers, who drive for apps like Uber and Lyft, face many safety risks on the road, from <a href="https://www.ilo.org/global/research/global-reports/weso/2021/WCMS_771749/lang--en/index.htm">accidents and injuries</a> to <a href="https://www.benefitnews.com/news/why-two-thirds-of-uber-lyft-drivers-didnt-feel-safe-at-work-last-year">harassment</a> and <a href="https://globalnews.ca/news/9048681/fatal-shooting-surrey-tuesday/">violence</a>. </p>
<p>In fact, <a href="https://www.ilo.org/global/research/global-reports/weso/2021/WCMS_771749/lang--en/index.htm">83 per cent of ride-hail drivers from around the world</a> feel their work is unsafe. As a result, <a href="https://therideshareguy.com/uber-driver-survey/#uber-surveys-drivers">22 per cent of American drivers carry weapons</a> in their vehicles to protect themselves.</p>
<p><a href="https://doi.org/10.1177/09500170231185212">Our recent research study aimed to examine</a> whether low income, lack of rest and few breaks lead to unsafe behaviour in drivers. We compared the driving behaviours of multi-job professional drivers — those who drive for taxi companies or ride-hail apps and also have another job — with those whose only job is driving. </p>
<p>We found that multi-job professional drivers took the most risks. These drivers were more likely to run red lights and carry weapons, such as knives, for safety reasons. These behaviours pose risks not only to drivers, but also to the public.</p>
<h2>Multiple job holders</h2>
<p>More than <a href="https://www150.statcan.gc.ca/n1/pub/14-28-0001/2020001/article/00011-eng.htm">five per cent of Canadians had several jobs at the same time in 2021</a> — nearly two and a half times higher than in 1976. Most Canadians hold multiple jobs because they <a href="https://www150.statcan.gc.ca/n1/pub/71-222-x/71-222-x2019003-eng.htm">don’t make enough money to cover their expenses</a> with one job alone.</p>
<p>To <a href="https://www.nytimes.com/2023/01/12/nyregion/cab-uber-lyft-drivers.html">increase their income</a>, many drivers <a href="https://www.ridester.com/drive-for-uber-and-lyft-at-the-same-time/">work on several driving platforms at once</a> or drive for both taxi and ride-hail companies. Some drivers even work for taxi and ride-hail companies while holding another job. Our research suggests these multi-job professional drivers may face the greatest safety risks. </p>
<p>Multi-job holders deal with <a href="https://www.forbes.com/sites/markcperna/2023/01/17/working-multiple-jobs-here-are-some-reminders-to-save-your-sanity/?sh=17a6249e7cbc">sleep deprivation, stress and reduced performance</a>. Multi-job professional drivers may also be at greater risk of <a href="https://doi.org/10.5664/jcsm.7072">drowsy driving accidents</a> and may be more likely to deal with <a href="https://doi.org/10.1145/3359319">intoxicated passengers while driving late at night</a>. </p>
<figure class="align-center ">
<img alt="A man rubs his eyes while sitting behind the steering wheel of a vehicle" src="https://images.theconversation.com/files/550771/original/file-20230927-29-fkubx7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/550771/original/file-20230927-29-fkubx7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/550771/original/file-20230927-29-fkubx7.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/550771/original/file-20230927-29-fkubx7.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/550771/original/file-20230927-29-fkubx7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/550771/original/file-20230927-29-fkubx7.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/550771/original/file-20230927-29-fkubx7.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Multi-job professional drivers are at greater risk of drowsy driving accidents because they often end up driving at night or after working long hours at another job.</span>
<span class="attribution"><span class="source">(Shutterstock)</span></span>
</figcaption>
</figure>
<h2>Why do these drivers take more risks?</h2>
<p>Multi-job professional drivers face a number of challenges that can lead them to take more risks while on the road. First, <a href="https://papers.ssrn.com/sol3/papers.cfm?abstract_id=4071315">they often have unsteady income due to working multiple low-paying jobs</a> without the safety nets provided by traditional employment. As a result, these drivers are more likely to take risks to complete fares quickly and earn more money.</p>
<p>Drivers <a href="https://www.jobbank.gc.ca/marketreport/wages-occupation/10557/ca">often make at</a> or <a href="https://www.theglobeandmail.com/business/article-uber-drivers-pay-toronto/">below minimum wage</a> and are paid per fare completed, rather than per hour. This means drivers feel pressured to get to destinations quickly, so they are more likely to make <a href="https://www.cantaxi.ca/wp-content/uploads/Toronto-Taxi-Review-Final-Report.pdf">illegal U-turns</a>, <a href="https://doi.org/10.1016/j.jth.2019.02.007">speed</a> or <a href="https://doi.org/10.1287/orsc.2021.1557">run yellow lights</a>.</p>
<p>Second, multi-job professional drivers are more likely to <a href="https://doi.org/10.2105%2FAJPH.2013.301431">work evening shifts and at odd hours</a> due to their complicated schedules. Drivers believe this increases their chances of <a href="https://www.uberpeople.net/threads/driving-night.152420/#post-2274634">picking up unpredictable, intoxicated or dangerous passengers</a>. As a result, multi-job professional drivers are more likely to carry weapons to protect themselves.</p>
<p>Lastly, <a href="https://doi.org/10.3109%2F07420528.2016.1167717">multi-job holders sleep less than single job holders</a> because they work longer hours and at times when they would otherwise be resting. Their lack of sleep often results in <a href="https://doi.org/10.1055%2Fs-0029-1237117">decreased attention and awareness</a>, <a href="https://doi.org/10.5664/jcsm.7072">makes them more prone to accidents</a>, and as our findings suggest, leads to road safety violations.</p>
<h2>Reducing risk to drivers and the public</h2>
<p>Addressing the challenges faced by drivers and mitigating safety risks for both drivers and the public involves several key considerations. </p>
<p><strong>1. Better wages.</strong> <a href="https://theconversation.com/uber-drivers-report-80-plus-hour-workweeks-and-a-lot-of-waiting-115782">Drivers have reported</a> that they waste half of their shifts waiting for fares; this is time spent not making any money. Government enforcement of <a href="https://www.ola.org/en/legislative-business/bills/parliament-42/session-2/bill-88#Sched13">hourly minimum wages</a> may be an effective solution to increase driver pay, as long as wages <a href="https://www.epi.org/press/uber-drivers-should-be-paid-for-time-spent-waiting-for-fares-facts-of-being-an-uber-driver-reveal-no-need-to-create-a-third-category-of-worker/">take waiting times into account</a>. </p>
<p>Better wages may discourage drivers from running red lights or taking other risks to get to destinations quickly. It may also give drivers the ability to refuse ride requests that they feel are unsafe.</p>
<p><strong>2. Mandatory paid breaks.</strong> Some drivers <a href="https://doi.org/10.1093/heapro/dax082">don’t take breaks during or between shifts</a> because they fear missing out on any potential fares or being <a href="https://www.toronto.ca/services-payments/permits-licences-bylaws/vehicle-for-hire-set-fines/">fined by bylaw officers for leaving their vehicles unattended</a>. In addition to better wages, policymakers should consider the negative impact of these bylaws on the well-being of drivers. Mandatory paid breaks, which signal the importance of rest, may be a start.</p>
<p><strong>3. Greater safety protections.</strong> Many multiple job holders choose to work as ride-hail drivers because these jobs are the ones that are available to them, and they are drawn to the supposed <a href="https://fortune.com/2022/08/17/full-time-lyft-driver-flexibility-choice-act-underpaid-gig-work-pay-workers-rideshare-mike-robinson/">flexibility and choice</a> this work offers. The reality is that drivers are managed by algorithms <a href="https://www.cbc.ca/news/science/pringle-uber-doordash-gig-economy-1.5238726">instead of human managers</a> who would normally control things like driver pay and performance, and address safety concerns.</p>
<p>Drivers have reported that they get <a href="https://doi.org/10.18297/etd/2635">automated email responses</a> when reporting safety incidents. In cases when passengers have assaulted drivers, drivers are often only told <a href="https://www.ucpress.edu/book/9780520324800/uberland">they will not be matched up with that passenger again</a>. </p>
<p>While <a href="https://www.uber.com/ca/en/drive/driver-app/phone-support/">Uber</a> and <a href="https://www.lyft.com/safety/driver#help-from-real-humans">Lyft</a> now offer drivers access to phone support, drivers have reported that <a href="https://www.uberpeople.net/threads/customer-support-vs-bots.470266/#post-7526680">support representatives rely on the same automated responses</a>. Drivers should have access to more individualized support <a href="https://hbr.org/2019/08/what-people-hate-about-being-managed-by-algorithms-according-to-a-study-of-uber-drivers">so they feel less like they are talking to machines</a>.</p>
<h2>More support needed</h2>
<p>While ride-hail apps have put some safety measures into effect to support drivers, more help is needed. <a href="https://help.lyft.com/hc/en-ca/all/articles/115012926787-Taking-breaks-and-time-limits-in-driver-mode">Lyft has implemented a mandatory break rule</a>, whereby after using the app for 12 hours, drivers are not able to go online for six hours. This is a start to ensure drivers take breaks. However, drivers may just log into another ride-hail app and keep driving.</p>
<p>The Uber app also <a href="https://www.uber.com/ca/en/drive/safety/?uclick_id=2885d49f-8ef1-4ab6-a5b0-901b52af1d71">reminds drivers to stay within the posted speed limit and to take breaks</a>. However, a recent survey from the non-profit Insurance Institute for Highway Safety found that ride-hail drivers are <a href="https://www.iihs.org/news/detail/smartphone-apps-drive-gig-workers-parents-to-distraction">four times more likely to drive distractedly</a> compared to other drivers, increasing the risk of an accident. Receiving alerts from Uber while driving likely distracts drivers even more.</p>
<p><a href="https://www.cbc.ca/news/canada/british-columbia/uber-drivers-working-conditions-1.6824946">Driver safety must become a greater priority</a> for ride-hail companies. Companies like Uber and Lyft have a long way to go in improving worker safety to ensure both drivers and passengers feel safe on the road.</p><img src="https://counter.theconversation.com/content/214051/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Catherine E. Connelly receives funding from the Social Sciences and Humanities Research Council and the Canada Research Chair program. </span></em></p><p class="fine-print"><em><span>Alexandra D. Lefcoe does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Companies like Uber and Lyft have a long way to go in improving worker safety to ensure both drivers and passengers feel safe on the road.Alexandra D. Lefcoe, PhD Candidate, Management of Organizational Behaviour and Human Resources, McMaster UniversityCatherine E. Connelly, Canada Research Chair and Professor of Organizational Behaviour, McMaster UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2121072023-08-25T00:19:56Z2023-08-25T00:19:56ZGender-based violence is a big concern in hospitality – and women bear the brunt of managing it<figure><img src="https://images.theconversation.com/files/544472/original/file-20230824-29-ks6aer.jpg?ixlib=rb-1.1.0&rect=0%2C0%2C3855%2C2577&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Shutterstock</span></span></figcaption></figure><p>Gender-based violence, particularly sexual harassment, is a serious and persistent problem across the workforce.</p>
<p>But our <a href="http://hdl.handle.net/1959.13/1483454">new research</a> paints a concerning picture of the extent of the problem in the hospitality industry.</p>
<p>We interviewed 124 hospitality workers in Melbourne and Newcastle from a range of different bars, restaurants and cafes.</p>
<p>We found <a href="https://onlinelibrary.wiley.com/doi/epdf/10.1111/gwao.12844">young women, queer and gender diverse workers</a> are on the front line in responding to and managing the threat of gender-based violence in their venues. </p>
<p>Women bar workers were also routinely seen as “<a href="https://onlinelibrary.wiley.com/doi/full/10.1111/gwao.13006">better suited</a>” to manage the threat of violence.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/welcome-to-your-first-job-expect-to-be-underpaid-bullied-harassed-or-exploited-in-some-way-110438">Welcome to your first job: expect to be underpaid, bullied, harassed or exploited in some way</a>
</strong>
</em>
</p>
<hr>
<h2>‘The line is clear’</h2>
<p><a href="https://www.sciencedirect.com/science/article/abs/pii/S0278431918305061">Gendered dynamics</a> are particularly stark in service labour.</p>
<p>Enduring sexual harassment was described as a routine “<a href="https://journals.sagepub.com/doi/abs/10.1177/1360780418780059">part of the job</a>” for young people, particularly in women in bar work.</p>
<p>Workers insisted the line between friendliness and harassment from patrons in bar work is “very clear”. Karen*, a bar worker from Melbourne, said</p>
<blockquote>
<p>The line is very clear. I think it’s as soon as you feel unsafe in a situation, it’s like ‘don’t say to me, anything explicit about what you want to do with me’. That’s obviously, deeply inappropriate. I’m serving you a drink.</p>
</blockquote>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/72-of-australians-have-been-sexually-harassed-the-system-we-have-to-fix-this-problem-is-set-up-to-fail-141368">72% of Australians have been sexually harassed. The system we have to fix this problem is set up to fail</a>
</strong>
</em>
</p>
<hr>
<p>Ben, a barista in Newcastle, wanted management to clearly designate “the line” for what is “acceptable” or “unacceptable” behaviour, rather than placing responsibility on the individual to “speak out”.</p>
<blockquote>
<p>Why is it not standardised across venues? I feel like that line [calling out bad behaviour] is dictated by your superiors.</p>
</blockquote>
<p>Workers like Ben, whose managers didn’t have processes for protecting staff, meant risks had to be assessed and navigated by workers on their own. Learning how to manage harassing or abusive customers was considered a normal and essential part of the job, particularly impacting women, gender diverse and queer workers.</p>
<h2>Women routinely expected to manage violence</h2>
<p>In our study, women bar workers were regularly called upon to defuse violent or aggressive patrons. Women were expected to be “calmer” and “kinder”, creating significant risk of harm for them.</p>
<p>Felicity, a Melbourne bar worker, said:</p>
<blockquote>
<p>If a guy is in for a bit of argie [looking to fight], the absolute worst thing you can do is send a male bar member to deal with it […] Women can deescalate that situation far better, nine times out of ten. </p>
</blockquote>
<p>A pub worker from Newcastle, Stan, said:</p>
<blockquote>
<p>Some guys just want to kick off and will start a fight over anything […] It doesn’t matter what you do in those situations, you’re pretty much fucked. Unless you’re a female [staff member], to be honest.</p>
</blockquote>
<p>This expectation to manage violence is an unrecognised extra form of gendered labour which women are primarily expected to undertake.</p>
<p>Women, queer and gender diverse workers also described instances of being spat at, followed home, and threats of physical and sexual violence.</p>
<p>Given the scale and breadth of gendered <a href="https://www.abs.gov.au/statistics/people/crime-and-justice/recorded-crime-victims/latest-release">violence against women</a>, the normalised position that women are “better suited” to manage violence is risky and exploitative.</p>
<p><div data-react-class="Tweet" data-react-props="{"tweetId":"1598082867006955522"}"></div></p>
<h2>Five recommendations to change the industry</h2>
<p>We suggest five recommendations targeting employers, policy and resourcing to create change in the industry. </p>
<ol>
<li><p>new policies for addressing sexual harassment in front-of-house service labour are needed. This includes processes for registering and resolving complaints, investigations and outcomes, which should be developed by government and industry in consultation with workers</p></li>
<li><p>the hospitality industry should develop tailored approaches, in line with <a href="https://humanrights.gov.au/our-work/sex-discrimination/projects/positive-duty-under-sex-discrimination-act#XliB5">the new positive duty under the Sex Discrimination Act</a>, to support businesses and venues to prevent and respond to sexual harassment. This should address key areas such as <a href="https://humanrights.gov.au/sites/default/files/factsheet_-_effective_education_and_training_0.pdf">effective education and training</a>. It should also focus on recording all instances of gender-based violence so the true scale of the problem can be better understood and monitored over time</p></li>
<li><p>hospitality management strategies should implement a “zero tolerance” approach to account for, and reduce the risk of, sexual and gender-based harassment. Behavioural expectations between workers, and workers and employers, should be discussed and agreed upon</p></li>
<li><p>hospitality venues must continue to improve gender equity across all staffing positions to support developing skills and the value of diverse experience in hospitality</p></li>
<li><p>increased state and federal funding is needed for local organisations to deliver training, resources and campaigning tailored for hospitality workers based on their experiences. This will lead to better outcomes in the industry.</p></li>
</ol>
<p>These changes can create safer and more respectful workplaces for all. </p>
<hr>
<p><em>*All names attributed to quotes from participants in this study are pseudonyms.</em></p><img src="https://counter.theconversation.com/content/212107/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Julia Coffey receives funding from the Australian Research Council. </span></em></p><p class="fine-print"><em><span>David Farrugia receives funding from the Australian Research Council. </span></em></p><p class="fine-print"><em><span>Lena Molnar works for Women with Disabilities Victoria. </span></em></p><p class="fine-print"><em><span>Steven Threadgold received funding from the Australian Research Council for this project. </span></em></p><p class="fine-print"><em><span>Megan Sharp does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Our research with 124 Australian hospitality staff found women bar workers were routinely seen as ‘better suited’ to manage the threat of violence - which is both risky and exploitative.Julia Coffey, Senior Lecturer in Sociology, University of NewcastleDavid Farrugia, ARC Future Fellow, School of Education, Deakin UniversityLena Molnar, Research Fellow, Newcastle Youth Studies Centre, University of NewcastleMegan Sharp, Lecturer in Sociology, The University of MelbourneSteven Threadgold, Associate Professor, Sociology, University of NewcastleLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2062492023-06-14T12:33:53Z2023-06-14T12:33:53ZAdjusting jobs to protect workers’ mental health is both easier and harder than you might think<figure><img src="https://images.theconversation.com/files/530941/original/file-20230608-16844-hfat5o.jpg?ixlib=rb-1.1.0&rect=0%2C475%2C6621%2C3776&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Work doesn't have to make you feel burned out.</span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/businessman-working-late-in-office-royalty-free-image/1132122136">Luis Alvarez/DigitalVision via Getty Images</a></span></figcaption></figure><p>U.S. employees are increasingly <a href="https://www.workplacementalhealth.shrm.org/?_ga=2.1662386.2091759886.1686692934-92904937.1683801257">struggling with mental health challenges</a> tied to their jobs, such as depression, anxiety and <a href="https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642">burnout</a>. </p>
<p><a href="https://scholar.google.com/citations?hl=en&view_op=list_works&gmla=AHoSzlXHC1hBAKTmRZFVoOEhKGrtTOLup2PNl_qvOrfCvLDJjqEZQNO8kCvJoURoHNFIoSpwmC3Ra4ZbI3yr5C50S000&user=D0iz6OYAAAAJ">We’re professors</a> <a href="https://scholar.google.com/citations?user=m-85A0gAAAAJ&hl=en&oi=ao">who research how employees interact</a> and <a href="https://scholar.google.com/citations?user=5hVxoXwAAAAJ&hl=en&oi=ao">workplace well-being</a>. After noticing that research on mental health and work had not kept up with the increasing prevalence of mental health challenges, we reviewed existing findings on mental health and work to see how scholars can best investigate these issues going forward.</p>
<p>We found that employers could greatly reduce the causes of many of their employees’ mental health challenges through basic human resources approaches, such as taking tasks away from someone who is perpetually swamped or providing more job flexibility. But those fixes, as we explained in the journal <a href="https://doi.org/10.5465/annals.2021.0211">Academy of Management Annals</a>, would require work-related changes employers rarely make or authorize. </p>
<p>We analyzed the findings from 556 articles by researchers on this topic and observed that helping individual employees cope after their problems emerge is far more common than taking steps to preemptively fix problems that are contributing to workers’ conditions. </p>
<h2>Culture and job design</h2>
<p>When you think about jobs that can take a toll on mental health, some very demanding and stressful professions may come to mind. <a href="https://doi.org/10.3109/09638237.2010.541300">Doctors, nurses</a>, <a href="https://doi.org/10.1001/archgenpsychiatry.2010.54">soldiers</a> and <a href="https://doi.org/10.1177/1078390317695266">first responders</a>, for example, often do suffer due to their <a href="https://theconversation.com/seeing-dead-fruit-flies-is-bad-for-the-health-of-fruit-flies-and-neuroscientists-have-identified-the-exact-brain-cells-responsible-207283">regular contact with illness and death</a> on the job.</p>
<p>Yet, we found that the tasks employees perform are often not what leads to their mental health degradation. Instead, an employer’s culture and the way its jobs are designed play big roles.</p>
<p>This pattern can explain why poor mental health manifests in all lines of work, not just emotionally demanding jobs. The Centers for Disease Control and Prevention has found, for instance, that <a href="https://www.cdc.gov/suicide/facts/disparities-in-suicide.html">suicide rates</a> for farmworkers, truckers and warehouse workers are among the nation’s highest.</p>
<p>An employer’s culture lays the groundwork for the quality of social interactions among its employees – and, depending on the profession, with clients, students or the public.</p>
<p>The way people deal with one another can prove important. For instance, employees who endure <a href="https://doi.org/10.1371/journal.pone.0135225">workplace bullying</a> and <a href="https://doi.org/10.2307/2392498">don’t have a supportive boss or colleagues that they can talk to</a> are more likely to have poor mental health.</p>
<p>The way that a job is designed can cause stress, anxiety and feelings of mental and emotional exhaustion. <a href="https://doi.org/10.2307/2392498">Not having the authority to make decisions</a>, <a href="https://doi.org/10.1080/1359432X.2012.711523">lacking clarity about responsibilities</a> and facing obligations that <a href="https://doi.org/10.1177/0192513X20929059">regularly conflict with personal obligations</a>, infringing upon personal and family time, can all increase the risk of mental health problems. </p>
<p>Workplace culture and job design also matter for people doing inherently traumatic jobs. </p>
<p>A review of 61 studies of <a href="https://doi.org/10.3109/09638237.2015.1057334">humanitarian aid workers’ mental health</a> made clear that poor leadership and insufficient support for workers caused disproportionate damage to their mental health. These factors were separate from the trauma they regularly witnessed and experienced in the aftermath of disasters.</p>
<p>This body of research indicates that all employers can reduce work-related mental health risks by scrutinizing how jobs are designed and determining whether any positions should be reconfigured for the sake of their employees’ mental health.</p>
<h2>Mental health benefits</h2>
<p>Employers have a choice. They can take steps to prevent mental health damage before it occurs, or they can deal with its aftermath. Both are important, but according to the body of research we’ve reviewed, the latter is far more common.</p>
<p>People with <a href="https://doi.org/10.1080/09585192.2020.1867618">chronic mental illnesses can thrive</a> at work in the right conditions.
And most U.S. employers today do provide <a href="https://doi.org/10.1007/s11414-014-9412-0">access to mental health benefits</a>, partly due to the Affordable Care Act. The ACA, which Congress passed in 2010, requires insurance companies to treat mental health care the same way they treat physical health care when offering coverage.</p>
<p>About <a href="https://www.workplacementalhealth.shrm.org/wp-content/uploads/2022/04/Mental-Health-in-America-A-2022-Workplace-Report.pdf">78% of U.S. employers provide mental health benefits</a>, including employee assistance programs, and work benefits that provide individual mental health, financial and legal support. Such measures are useful, but only after the harm has taken place. These benefits generally do nothing about psychological hazards tied to work and preventing work-related harm.</p>
<p>Further, many employees who need help <a href="https://doi.org/10.1177%2F08901171221112488d">don’t take advantage of these programs</a>.</p>
<h2>4 steps to reduce the toll work takes on mental health</h2>
<p>Here are four steps employers can take to address the causes of poor mental health:</p>
<ol>
<li><p><strong>Revise job descriptions</strong>.
Employers should eliminate ambiguity, wherever that’s possible, about core duties and responsibilities. They should communicate with employees to ensure they understand why their jobs might require flexibility and adaptation. In times when workloads get unavoidably large, such as what happens at accounting firms in the weeks before Tax Day, employers should strive to balance long shifts with opportunities for employees to rest and recharge.</p></li>
<li><p><strong>Proactively train staff on the positive behaviors expected of them</strong>.
Just as employers strategically plan which job-related skills are important, they can also strategically identify what interpersonal skills are important and value these like technical capabilities with hiring and promotions. If employees engage in bullying behavior, employers can retrain, reassign or fire them accordingly.</p></li>
<li><p><strong>Help employees build resilience</strong>. <a href="https://doi.org/10.1007/s11896-008-9030-y">Research on police officers</a> suggests that when they get resilience-building training before experiencing trauma on the job, it can reduce the risk of developing post-traumatic stress disorder. Similar types of resilience training could also help in less inherently traumatic lines of work.</p></li>
<li><p><strong>Don’t assume that employees will speak up</strong>. Only <a href="http://www.mindsharepartners.org/mentalhealthatworkreport-2021">65% of employees with mental health challenges</a> say that they would tell a co-worker, manager or human resources representative about those problems. They may <a href="https://doi.org/10.1177/10596011211002010">conceal the severity</a> of these issues even if they do talk about them, due to the stigma associated with mental health problems. Proactively addressing the causes of poor mental health for everyone is key, because there’s no way for employers to know the extent of these problems.</p></li>
</ol>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/530947/original/file-20230608-30-1ow56g.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Construction workers wearing hard hats and bright-colored vests getting a safety briefing" src="https://images.theconversation.com/files/530947/original/file-20230608-30-1ow56g.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/530947/original/file-20230608-30-1ow56g.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/530947/original/file-20230608-30-1ow56g.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/530947/original/file-20230608-30-1ow56g.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/530947/original/file-20230608-30-1ow56g.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/530947/original/file-20230608-30-1ow56g.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/530947/original/file-20230608-30-1ow56g.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Employers can strengthen workers’ mental health, just as physical safety has gotten better over time at construction sites.</span>
<span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/construction-engineers-getting-a-safety-briefing-royalty-free-image/694033313?phrase=hard+hats+construction+safety&adppopup=true">Westend61/Getty Images</a></span>
</figcaption>
</figure>
<h2>Spotting hazards</h2>
<p>Spotting physical hazards on the job is easier than identifying psychological hazards. Yet that doesn’t mean the psychological hazards are less dangerous or can’t be addressed.</p>
<p><a href="https://www.bls.gov/opub/btn/volume-9/nearly-50-years-of-occupational-safety-and-health-data.htm">Requiring hard hats, posting warnings</a> and <a href="https://doi.org/10.1037/0021-9010.65.1.96">mandating safe work habits have reduced accidents</a> in factories, on construction sites and at other workplaces. Likewise, <a href="https://doi.org/10.1037/a0021484">researchers have found that redesigning jobs</a> and adopting better workplace cultures can go a long way toward improving mental health.</p><img src="https://counter.theconversation.com/content/206249/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Jaclyn Koopmann previously worked on research funded by a grant from the National Institute on Alcohol Abuse and Alcoholism. </span></em></p><p class="fine-print"><em><span>Emily Rosado-Solomon and Matthew A. Cronin do not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and have disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Changing workplace culture and the way jobs are designed can stave off depression, anxiety and burnout.Emily Rosado-Solomon, Assistant Professor of Management, Babson CollegeJaclyn Koopmann, Associate Professor of Management and Entrepreneurship, Auburn UniversityMatthew A. Cronin, Professor of Management, George Mason UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2046612023-05-04T20:20:33Z2023-05-04T20:20:33ZFostering psychological safety in the workplace: 4 practical, real-life tips based on science<figure><img src="https://images.theconversation.com/files/523924/original/file-20230502-3585-pyg2o.jpg?ixlib=rb-1.1.0&rect=367%2C107%2C4284%2C2766&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">The emotional well-being of the workforce and workplace culture are critical to the success of any organization.</span> <span class="attribution"><span class="source">(Shutterstock)</span></span></figcaption></figure><p><a href="https://www.ccohs.ca/events/safety-and-health-week/">Safety and Health Week</a> is May 1 to 6. It offers us a chance to highlight and discuss safety, health and harm prevention in the workplace. </p>
<p>Workplaces have come a long way from a time when safety was equated with physical safety. Occupational health and safety is no longer simply about hardhats and steel-toed work boots — it’s also about <a href="https://www.csagroup.org/wp-content/uploads/CSA-Group-Research-Employees_-Perceived-Psychological-Health-and-Safety-Experience-During-COVID-19-Through-an-Inclusion-Lens.pdf">psychological safety</a>. </p>
<p>The emotional well-being of workers is critical to the success of any organization. Psychological safety is everyone’s responsibility, but hinges on leadership valuing and facilitating it. </p>
<h2>Psychological safety</h2>
<p>A psychologically safe workplace is one where it’s OK to make mistakes, it’s OK to not be OK, and it’s OK to speak up and disagree with superiors or other members of your team. </p>
<p>A psychologically safe workplace is where <a href="https://www.wiley.com/en-us/The+Fearless+Organization%3A+Creating+Psychological+Safety+in+the+Workplace+for+Learning%2C+Innovation%2C+and+Growth-p-9781119477266">employees feel comfortable taking risks and being themselves</a> without fear of judgment, lateral violence (for example exclusion, bullying) or negative consequences. </p>
<p>A research initiative undertaken by Google called <a href="https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html">Project Aristotle</a> identified psychological safety as the single <a href="https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/identify-dynamics-of-effective-teams/">most important factor for effective teams</a>. </p>
<p>The project was named after the ancient Greek philosopher Aristotle, who once said “the whole is greater than the sum of its parts.” Aristotle suggested that people who worked together could achieve better results than working alone. </p>
<p>The researchers looked at a range of factors, including team size, member diversity, communication styles and leadership, among others. </p>
<p>Amid worldwide concerns about a <a href="https://theconversation.com/why-corporate-diversity-statements-are-backfiring-podcast-190726">lack of equity, diversity, inclusion</a> and accessibility, <a href="https://www150.statcan.gc.ca/n1/pub/11-621-m/11-621-m2022022-eng.htm">decreasing levels of retention</a> and productivity and <a href="https://hbr.org/2019/12/burnout-is-about-your-workplace-not-your-people">increasing amounts of burnout</a>, committing to creating psychologically safe workplaces is the best way to help employees and teams function most effectively. </p>
<h2>Benefits of psychological safety</h2>
<p>Current evidence supports that psychological safety is positively associated with <a href="https://doi.org/10.1111/peps.12183">workplace engagement, innovation, job performance and job satisfaction</a> — all favourable outcomes for institutions, organizations, the bottom line, clients and the larger community. </p>
<p>These benefits can be obtained through the creation and maintenance of workplaces where employees are able to express themselves, are treated with respect and dignity, and do not experience hierarchical or lateral violence that can include bullying and exclusion. </p>
<p>Creating and maintaining a psychologically safe environment results in employees who are more likely to <a href="https://doi.org/10.1016/j.hrmr.2017.01.001">experience better relationships with colleagues</a> and <a href="https://doi.org/10.1080/14623730.2009.9721791">have better mental health</a>. Choosing psychological safety is choosing to move away from shame and blame and move towards a culture of inclusion, openness and learning.</p>
<figure class="align-center ">
<img alt="A woman, sitting in a circle of other people, comforts a man sitting next to her by resting her hand on his shoulder. He is looking at her and speaking." src="https://images.theconversation.com/files/523920/original/file-20230502-963-s751g0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/523920/original/file-20230502-963-s751g0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/523920/original/file-20230502-963-s751g0.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/523920/original/file-20230502-963-s751g0.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/523920/original/file-20230502-963-s751g0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/523920/original/file-20230502-963-s751g0.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/523920/original/file-20230502-963-s751g0.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">When a workplace is psychologically safe, it means that employees are comfortable being vulnerable with each other and relying on one another for support.</span>
<span class="attribution"><span class="source">(Shutterstock)</span></span>
</figcaption>
</figure>
<p>Several recent surveys on disability claims exemplify why employers should invest in employee psychological health and safety. </p>
<p>Telus Health reported that short-term disability claims, due to mental health, <a href="https://plus.telushealth.co/blogs/health-benefits/en/four-ways-to-prepare-for-the-disability-deluge/">increased in prevalence by six per cent and duration by 12 per cent in 2021</a>. </p>
<p>Deloitte found that 30 to 40 per cent of short-term disability claims were due to <a href="https://www2.deloitte.com/content/dam/Deloitte/ca/Documents/about-deloitte/ca-en-about-blueprint-for-workplace-mental-health-final-aoda.pdf">mental health issues prior to 2020</a>. According to data from Canadian Life and Health Insurance Association members, claims for mental health supports <a href="https://www.benefitscanada.com/benefits/health-benefits/health-benefits-claims-to-support-mental-health-rose-24-in-2020-clhia/">increased by 24 per cent in 2020</a>. </p>
<p>More and more employees consider workplace mental health support a key factor in whether they apply for and accept jobs. A <a href="https://www.apa.org/pubs/reports/work-well-being/2022-mental-health-support">recent survey by the American Psychological Association</a> reported that 81 per cent of survey respondents agreed that employer support for mental health was an important consideration in their job search. </p>
<p>In addition, 30 per cent of respondents strongly agreed that employer support for mental health factored into their job decisions, which increased retention. In a challenging labour market, fostering psychological health and safety is key to attracting and keeping talent. </p>
<h2>Psychological safety in ACTion</h2>
<p>While it’s clear psychological safety benefits employees and employers, fostering it requires a commitment to learning, unlearning and collaboratively facilitating change over time. </p>
<p>Creating psychological safety also requires a specific set of skills that many workplaces are ill-equipped to foster in leaders and in employees. </p>
<p>The Acceptance and Commitment Therapy (ACT) Matrix is an evidence-based tool designed to help people develop <a href="https://contextualscience.org/publications/the_essential_guide_to_the_act_matrix_a_stepbystep">psychological flexibility</a> — the ability to adapt and respond effectively to changing situations and circumstances. </p>
<p>Psychological flexibility includes having the ability to choose our actions, despite difficult inner thoughts and emotions like anger and feelings of distrust.</p>
<figure class="align-center ">
<img alt="A diagram of a quadrant with 'Noticing with kindnes and curiousity' written in the centre. The top of the quadrant says 'Outside,' the bottom says 'Inside,' the left says 'Away,' and the right says 'Toward.'" src="https://images.theconversation.com/files/523910/original/file-20230502-28-pnhcd5.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/523910/original/file-20230502-28-pnhcd5.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=363&fit=crop&dpr=1 600w, https://images.theconversation.com/files/523910/original/file-20230502-28-pnhcd5.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=363&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/523910/original/file-20230502-28-pnhcd5.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=363&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/523910/original/file-20230502-28-pnhcd5.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=457&fit=crop&dpr=1 754w, https://images.theconversation.com/files/523910/original/file-20230502-28-pnhcd5.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=457&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/523910/original/file-20230502-28-pnhcd5.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=457&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">The matrix asks individuals and teams the following question: Are our actions moving us towards values and people, like colleagues and co-workers, that are important to us? Or are they moving us away from them?</span>
<span class="attribution"><span class="source">(Dayna Lee-Baggley)</span>, <span class="license">Author provided</span></span>
</figcaption>
</figure>
<p>The individual ACT Matrix provides a framework for increasing psychological flexibility, fostering behaviour change and increasing actions that are consistent with our values. It can be an effective intervention for promoting psychological safety in the workplace.</p>
<p>The <a href="https://www.youtube.com/watch?v=50GnVyvtB2A">team ACT Matrix</a> focuses on having a shared purpose (shared values) to orient how members of a team <a href="https://www.workplacestrategiesformentalhealth.com/resources/team-agreement-process">move toward or away</a> from shared purpose. It builds psychological safety by providing a way to communicate respectfully about difficult topics. </p>
<p>The ACT Matrix can increase psychological <a href="https://www.psychologytoday.com/ca/blog/the-psychology-of-weight-loss/202302/psychologically-safe-conflict-resolution">safety</a>, <a href="https://www.newharbinger.com/9781684030248/prosocial/">collaboration</a>, <a href="https://www.newharbinger.com/9781608829231/the-act-matrix/">communication</a> and <a href="https://doi.org/10.1080/21520704.2018.1549638">psychological flexibility</a> and reduce <a href="https://www.proquest.com/dissertations-theses/using-act-matrix-improve-psychological/docview/2723413334/se-2">stress</a> and emotional <a href="http://dx.doi.org.library.smu.ca:2048/10.1007/s10826-022-02477-w">distress</a>. </p>
<h2>Strategies rooted in ACTion</h2>
<p>The ACT Matrix provides us with several practical strategies for building psychological safety:</p>
<p>1) Notice your internal thoughts, feelings, and sensations. Notice how they impact your behaviour in the upper quadrant (for example, do they shut you down? Do you start avoiding or criticizing?). Name them and normalize them. By sharing our observations of our internal experiences, we can normalize them with others and build safety to “be OK not to be OK.” By connecting internal experiences to our behaviour, we can pause and make choices about how we want to show up. </p>
<p>2) Consider choices in terms of “moving towards” or “moving away” from your values, instead of good and bad, right and wrong, or true and false. This is different than setting goals or creating action plans. There is no finish line for psychological safety, we just keep trying to make moves “toward” or contributing to psychological safety. </p>
<figure class="align-center ">
<img alt="A woman speaking to a man, which has his back to the camera. Both are wearing workplace attire and sitting at a desk." src="https://images.theconversation.com/files/524494/original/file-20230504-17-flhhhz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/524494/original/file-20230504-17-flhhhz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/524494/original/file-20230504-17-flhhhz.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/524494/original/file-20230504-17-flhhhz.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/524494/original/file-20230504-17-flhhhz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/524494/original/file-20230504-17-flhhhz.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/524494/original/file-20230504-17-flhhhz.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">The ACT Matrix can facilitate meaningful conversations between employees and their colleagues.</span>
<span class="attribution"><span class="source">(Shutterstock)</span></span>
</figcaption>
</figure>
<p>3) Discuss difficult topics with colleagues in terms of a “shared purpose.” Framing a discussion in terms of shared purpose puts everyone on the same side and allows everyone to come up with behaviours that make sense in the situation and for the people involved. It can also help employees understand the reason behind a colleague’s behaviour (in other words, they may consider that behaviour a move “towards” a shared purpose). This allows us to be our authentic selves in the workplace. </p>
<p>4) We can use the ACT Matrix to identify and name lateral violence in the workplace as “away moves.” Lateral violence equates to a psychologically unsafe environment. This can be bullying, exclusion or freezing people out, belittling others’ opinions, snide comments or remarks, gossiping, mobbing or sharing personal information. Colleagues may not recognize the impact of their behaviour on others. The ACT Matrix allows us to bring up such sensitive topics in the framework of “towards” and “away” moves. </p>
<p>By making use of the ACT Matrix, the complex skills of building psychological safety are broken down into practical steps that can be learned and practised over time. </p>
<p>In this way, employees and employers can take meaningful steps <em>together</em> toward fostering psychological safety in the workplace.</p>
<p><em>Ron Pizzo, an employment lawyer, co-authored this article.</em></p><img src="https://counter.theconversation.com/content/204661/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Dayna Lee-Baggley has received funding from Canadian Standards Association Group, Mental Health Commission of Canada, and Canadian Psychological Association. She is affiliated with Dr. Dayna Lee-Baggley and Associates.</span></em></p><p class="fine-print"><em><span>Shannan M. Grant has received funding from Diabetes Canada, Dietitians of Canada and currently holds funding from Medavie, Tri-Council Funding Programs, Canadian Foundation for Dietetic Research, IWK Health, Mount Saint Vincent University. She is affiliated with Mount Saint Vincent University, IWK Health, Dalhousie University, Dietitians of Canada, Diabetes Canada, People in Pain (PIPN), and Dr. Dayna Lee-Baggley and Associates. She is currently co-investigator on a series of projects funded by the Nova Scotia Health Research Fund examining psychological safety in interprofessional simulation for health professionals.</span></em></p>A growing body of evidence shows that the emotional health and well-being of the workforce is of equal or greater importance than physical safety.Dayna Lee-Baggley, Adjunct professor, Department of Family Medicine & Department of Psychology and Neuroscience, Dalhousie UniversityShannan M. Grant, Associate Professor, Registered Dietitian, Department of Applied Human Nutrition, Mount Saint Vincent UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2047322023-05-02T12:13:34Z2023-05-02T12:13:34ZBody lotions, mothballs, cleaning fluids and other widely used products contain known toxic chemicals, study finds<figure><img src="https://images.theconversation.com/files/523650/original/file-20230501-28-zimc5f.jpg?ixlib=rb-1.1.0&rect=32%2C32%2C7237%2C5155&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Common household products such as cleaning agents can contain a wide range of harmful chemicals.</span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/cleaning-product-plastic-container-for-house-clean-royalty-free-image/478482323">gawriloff/istock via Getty Images</a></span></figcaption></figure><p><em>The <a href="https://theconversation.com/us/topics/research-brief-83231">Research Brief</a> is a short take about interesting academic work.</em></p>
<h2>The big idea</h2>
<p>Consumer products released more than 5,000 tons of chemicals in 2020 inside California homes and workplaces that are known to cause cancer, adversely affect sexual function and fertility in adults or harm developing fetuses, according to <a href="https://doi.org/10.1021/acs.est.2c07247">our newly published study</a>. </p>
<p>We found that many household products like shampoos, body lotions, cleaners and mothballs release toxic volatile organic compounds, or VOCs, into indoor air. In addition, we identified toxic VOCs that are prevalent in products heavily used by workers on the job, such as cleaning fluids, adhesives, paint removers and nail polish. However, gaps in laws that govern ingredient disclosure mean that neither consumers nor workers generally know what is in the products they use.</p>
<p>For this study we analyzed data from the <a href="https://ww2.arb.ca.gov/">California Air Resources Board</a> (CARB), which tracks VOCs released from consumer products in an effort to reduce smog. The agency periodically surveys companies that sell products in California, collecting information on concentrations of VOCs used in everything from hair spray to windshield wiper fluid. </p>
<p>We cross-referenced the most recent data with a list of chemicals identified as carcinogens or reproductive/developmental toxicants under California’s right-to-know law, <a href="https://oehha.ca.gov/proposition-65">Proposition 65</a>. This measure, enacted in 1986, requires businesses to notify Californians about significant exposure to chemicals that are known to cause cancer, birth defects or other reproductive harms.</p>
<p>We found 33 toxic VOCs present in consumer products. Over 100 consumer products covered by the CARB contain VOCs listed under Prop 65. </p>
<p>Of these, we identified 30 product types and 11 chemicals that we see as high priorities for either reformulation with safer alternatives or regulatory action because of the chemicals’ high toxicity and widespread use. </p>
<p><div data-react-class="Tweet" data-react-props="{"tweetId":"1108053038529503232"}"></div></p>
<h2>Why it matters</h2>
<p>Our study identifies consumer products containing carcinogens and reproductive and developmental toxicants that are widely used at home and in the workplace. Consumers have limited information about these products’ ingredients.</p>
<p>We also found that people are likely co-exposed to many hazardous chemicals together as mixtures through use of many different products, which often contain many chemicals of health concern. For example, janitors might use a combination of general cleaners, degreasers, detergents and other maintenance products. This could expose them to more than 20 different Prop 65-listed VOCs. </p>
<p>Similarly, people experience aggregate exposures to the same chemical from multiple sources. Methanol, which is listed under Prop 65 for developmental toxicity, was found in 58 product categories. Diethanolamine, a chemical frequently used in products like shampoos that are creamy or foamy, appeared in 40 different product categories. Canada and the European Union <a href="https://www.nytimes.com/2023/02/15/well/live/personal-care-products-chemicals.html">prohibit its use in cosmetics</a> because it can react with other ingredients to form chemicals that may cause cancer.</p>
<p>Some chemicals, such as N-methyl-2-pyrrolidone and ethylene gylcol, are listed under Prop 65 because they are reproductive or developmental toxicants. Yet they appeared widely in goods such as personal care products, cleansers and art supplies that are routinely used by children or people who are pregnant. </p>
<p>Our findings could help state and federal agencies strengthen chemical regulations. We identified five chemicals – cumene, 1,3-dichloropropene, diethanolamine, ethylene oxide and styrene – as high-priority targets for risk evaluation and management under the <a href="https://www.epa.gov/chemicals-under-tsca">Toxic Substances Control Act</a> by the U.S. Environmental Protection Agency.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/523654/original/file-20230501-22-eqtjdr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="A hotel housekeeper stands next to her cart, piled with towels and bottled cleaning supplies." src="https://images.theconversation.com/files/523654/original/file-20230501-22-eqtjdr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/523654/original/file-20230501-22-eqtjdr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/523654/original/file-20230501-22-eqtjdr.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/523654/original/file-20230501-22-eqtjdr.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/523654/original/file-20230501-22-eqtjdr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/523654/original/file-20230501-22-eqtjdr.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/523654/original/file-20230501-22-eqtjdr.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Many jobs, including custodian and hotel housekeeper, involve close-range exposure to multiple chemicals daily.</span>
<span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/news-photo/london-hampton-hilton-waterloo-hotel-housekeeping-news-photo/1177460373">Jeff Greenberg/Universal Images Group via Getty Images</a></span>
</figcaption>
</figure>
<h2>What still isn’t known</h2>
<p>Our analysis of the CARB data on volatile toxicants does not paint a complete picture. Many toxic chemicals, such as lead, PFAS and bisphenol A (BPA), don’t have to be reported to the Air Resources Board because they are not volatile, meaning that they don’t readily turn from liquid to gas at room temperature. </p>
<p>In addition, we were not able to identify specific products of concern because the agency aggregates data over whole categories of products. </p>
<h2>What other research is being done</h2>
<p>Studies have shown that women <a href="https://doi.org/10.1016/j.fct.2010.08.004">generally use more</a> cosmetic, personal care and cleaning products than men, so they are likely to be more highly exposed to harmful chemicals in these categories. Further, women working in <a href="https://theconversation.com/nail-salon-workers-suffer-chemical-exposures-that-can-be-like-working-at-a-garage-or-a-refinery-118152">settings like nail salons</a> may be exposed from products used both personally and professionally. </p>
<p>Research by members of our team has also shown that <a href="https://doi.org/10.1038/s41370-021-00327-3">product use varies by race and ethnicity</a>, partly due to <a href="https://theconversation.com/black-americas-bleaching-syndrome-82200">racialized beauty standards</a>. Policy interventions could be tailored to prioritize these potentially more-highly exposed groups. </p>
<p>Ultimately, a right-to-know law like Prop 65 can only go so far in addressing toxics in products. We’ve found in <a href="https://www.ecologylawquarterly.org/print/the-hidden-success-of-a-conspicuous-law-proposition-65-and-the-reduction-of-toxic-chemical-exposures/">other research</a> that some manufacturers do choose to reformulate their products to avoid Prop 65 chemicals, rather than having to warn customers about toxic ingredients. </p>
<p>But Prop 65 does not ban or restrict any chemicals, and there is no requirement for manufacturers to choose safer substitutes. We believe our new analysis points to the need for national action that ensures consumers and workers alike have safer products.</p>
<p><em>Dr. Kristin Knox at the <a href="https://silentspring.org/">Silent Spring Institute</a> contributed to this article.</em></p><img src="https://counter.theconversation.com/content/204732/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Robin Dodson is Associate Director of Research Operations and a research scientist at the Silent Spring Institute, a scientific research organization dedicated to studying environmental factors in women’s health.. The research described in this article was funded by the California Breast Cancer Research Program, payments that private litigants directed to Silent Spring Institute in lieu of civil penalties in Prop 65 enforcement cases to further the cause of toxics reduction, and charitable contributions to the Silent Spring Institute.</span></em></p><p class="fine-print"><em><span>Megan R. Schwarzman receives funding via the University of California, Berkeley from the California Breast Cancer Research Program, which supported this research. </span></em></p><p class="fine-print"><em><span>Ruthann Rudel receives funding through Silent Spring Institute from the California Breast Cancer Research Program, payments that private litigants directed to Silent Spring Institute in lieu of civil penalties in Prop 65 enforcement cases to further the cause of toxics reduction, and charitable gifts. She is Director of Research at the Silent Spring Institute, a scientific research organization dedicated to studying environmental factors in women’s health.
</span></em></p>Manufacturers don’t usually have to disclose what’s in products like shampoo and household cleaners, but a new study finds that these products can contain hazardous ingredients.Robin Dodson, Adjunct Assistant Professor of Environmental Health, Boston UniversityMegan R. Schwarzman, Associate Project Scientist and Continuing Lecturer in Environmental Health Sciences, University of California, BerkeleyRuthann Rudel, Visiting Scholar, Social Science Environmental Health Research Institute, Northeastern University, Northeastern UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2042472023-04-26T19:38:05Z2023-04-26T19:38:05ZNational Day of Mourning offers Canada a chance to rethink worker health and safety<figure><img src="https://images.theconversation.com/files/522699/original/file-20230424-20-8nq93y.jpg?ixlib=rb-1.1.0&rect=0%2C326%2C5623%2C3820&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">On April 28, Canadians remember and honour those who have been killed or suffered injuries or illness at work.</span> <span class="attribution"><span class="source">(Shutterstock)</span></span></figcaption></figure><iframe style="width: 100%; height: 100px; border: none; position: relative; z-index: 1;" allowtransparency="" allow="clipboard-read; clipboard-write" src="https://narrations.ad-auris.com/widget/the-conversation-canada/national-day-of-mourning-offers-canada-a-chance-to-rethink-worker-health-and-safety" width="100%" height="400"></iframe>
<p>Canadians go to work each day expecting to return home safely, but for too many workers and their families, this expectation is unrealistic. According to the Association of Workers’ Compensation Boards of Canada, there were <a href="https://awcbc.org/en/statistics/">1,081 workplace fatalities in 2021 alone</a>.</p>
<p>Each year on April 28, Canadians remember and honour those who have been killed or suffered injuries or illness at work. This day, known as the <a href="https://www.ccohs.ca/events/mourning/">National Day of Mourning</a>, was established by the Canadian Labour Congress in 1984 and <a href="https://laws-lois.justice.gc.ca/eng/acts/w-11.5/page-1.html">made official in 1991</a>.</p>
<p>Four decades have passed since the National Day of Mourning’s first observance, and the annual toll from workplace fatalities in Canada continues to remain high. But just how deep and pervasive is the problem? And what can we do about it?</p>
<h2>Widespread suffering</h2>
<p>Those who consume news media can be forgiven for thinking the number of murders in Canada each year vastly exceeds the number of work-related fatalities. One reason for this is the <a href="https://ourworldindata.org/does-the-news-reflect-what-we-die-from">excessive news coverage of murders</a> relative to other causes of death like workplace fatalities.</p>
<p><a href="https://www.cbc.ca/news/canada/workplace-fatalities-deaths-under-reported-study-1.4973495">The real numbers</a> tell a different tale. <a href="https://www150.statcan.gc.ca/t1/tbl1/en/tv.action?pid=3510006801">About 700 people</a> are murdered annually in Canada, while close to 1,000 people die at work each year. But one study from the <em>Journal of Canadian Labour Studies</em> argues <a href="https://www.lltjournal.ca/index.php/llt/article/view/5904">the actual number could be 10 to 13 times greater</a>.</p>
<p>The suffering goes well beyond the 1,000 workers who die each year. Within the workplace, <a href="https://www.ehstoday.com/safety/article/21905011/workplace-fatalities-the-impact-on-coworkers">colleagues who have witnessed horrendous tragedies</a> are affected, as are leaders who have to break the awful news to family members and motivate surviving employees.</p>
<p>Outside the workplace, the emotional and financial burden on family members has been ignored for too long. What if the news media devoted as much attention to workplace safety incidents as we did to murders? Would the public demand that management, workers and government authorities work together to enhance workplace safety?</p>
<figure class="align-center ">
<img alt="A young woman holds open a photo album to display photos of a man on a rope swing and the same man with a little girl sitting on his shoulders" src="https://images.theconversation.com/files/522695/original/file-20230424-884-uw83k0.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/522695/original/file-20230424-884-uw83k0.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/522695/original/file-20230424-884-uw83k0.JPG?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/522695/original/file-20230424-884-uw83k0.JPG?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/522695/original/file-20230424-884-uw83k0.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/522695/original/file-20230424-884-uw83k0.JPG?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/522695/original/file-20230424-884-uw83k0.JPG?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Alyssa Grocutt poses with pictures of her father who died in a workplace safety incident at Suncor Energy Inc. when she was 11 years old.</span>
<span class="attribution"><span class="source">THE CANADIAN PRESS/Lars Hagberg</span></span>
</figcaption>
</figure>
<h2>Myths about worker control</h2>
<p>The National Day of Mourning presents us with an opportunity to reflect on workplace fatalities and the enormous toll they take on affected families, co-workers and organizational leaders, and commit to making a difference. </p>
<p>We can start by dispelling some major misconception that are inhibiting progress in workplace safety and health. One misconception among managers is that, because workplace safety is so important, every aspect of employees’ work requires control. </p>
<p>Yet, based on extensive interviews with senior managers and employees and an analysis of documentation from 49 manufacturing firms in the United Kingdom, <a href="https://doi.org/10.1016/j.jsr.2021.06.003">researchers found the opposite is true</a>. </p>
<p>Among the five key types of human resources approaches, only one was associated with fewer workplace injuries: higher levels of empowerment, which included autonomy and employee participation. Even managers that ceded small, incremental amounts of control to employees had a positive impact.</p>
<h2>Myths about safety costs</h2>
<p>A second common misconception is that government safety inspections can be costly; yet again research suggests otherwise. </p>
<p>According to <a href="https://doi.org/10.1126/science.1215191">a comparison of more than 400 workplaces</a> that were not targeted for safety inspections in California, and an equal number that were randomly selected for inspections between 1996 and 2006, random safety inspections work. </p>
<p>Five years after random inspections, companies saw a 9.4 per cent reduction in injury rates, and a 26 per cent reduction in costs associated with the injuries. </p>
<p>These gains in safety were achieved without any cost to employment numbers, sales, credit rating or likelihood of firm survival, which are frequent concerns in the face of government safety inspections. </p>
<p>Given this, policymakers should feel reassured that <a href="https://www.cbc.ca/news/canada/toronto/ontario-labour-ministry-enforcement-occupational-health-safety-inspectors-1.5936019">increasing the number of safety inspectors</a> is a wise investment in both injury reduction and cost reduction.</p>
<figure class="align-center ">
<img alt="A group of people in business attire stand with their heads down" src="https://images.theconversation.com/files/522696/original/file-20230424-22-1ykjou.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/522696/original/file-20230424-22-1ykjou.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=399&fit=crop&dpr=1 600w, https://images.theconversation.com/files/522696/original/file-20230424-22-1ykjou.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=399&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/522696/original/file-20230424-22-1ykjou.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=399&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/522696/original/file-20230424-22-1ykjou.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=502&fit=crop&dpr=1 754w, https://images.theconversation.com/files/522696/original/file-20230424-22-1ykjou.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=502&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/522696/original/file-20230424-22-1ykjou.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=502&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Members of Parliament take a moment of silence for workplace safety prior to question period in the House of Commons on Parliament Hill in Ottawa in 2018.</span>
<span class="attribution"><span class="source">THE CANADIAN PRESS/Sean Kilpatrick</span></span>
</figcaption>
</figure>
<h2>Myths about sick leave</h2>
<p>The National Day of Mourning’s calls for reconsideration of workplace safety are particularly relevant in the era of COVID-19. The pandemic highlighted the misconception that paid sick leave hurts organizations. </p>
<p>Year-after-year, <a href="https://awcbc.org/wp-content/uploads/2023/02/National_Work_Injury_Disease_and_Fatality_Statistics-2019-2021.pdf">more people die at work from health-related issues</a>, such as respiratory diseases and occupational cancers, than from safety incidents. </p>
<p><a href="https://toronto.citynews.ca/2021/01/27/new-data-shows-some-people-with-covid-19-symptoms-still-go-to-work-in-peel-region/">A 2020 study</a> from Ontario’s Peel region revealed that 25 per cent of the employees surveyed went to work when they had COVID-19 symptoms; 88 workers even did so after being diagnosed with COVID-19.</p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/with-covid-19s-third-wave-were-far-from-all-in-this-together-159178">With COVID-19's third wave, we're far from 'all in this together'</a>
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<p>Why? Because they could not afford to lose any pay. If we are to protect employee health and limit the spread of infection, we need to <a href="https://doi.org/10.1371/journal.pone.0256740">de-politicize perceptions around basic workplace programs</a> such as paid sick leave. </p>
<p><a href="https://www.washingtonpost.com/opinions/2022/03/31/how-can-we-put-covid-behind-us-without-guaranteed-paid-sick-leave/">Worker health programs and policies</a> need to be implemented based on the best of evidence, rather than being a subject for negotiations between labour and management or the whims of the government. </p>
<p>Paid sick leave policies and programs are primary tools in preventing the spread of infections, thereby benefiting employees and protecting organizations and their communities. Employees should be reassured that they will not lose pay when they protect themselves and others by staying home when ill.</p>
<h2>A new approach is needed</h2>
<p>We need to change the widespread perceptions that workplace safety requires the tight grip of management, that random safety inspections hurt organizations and detract from profitability, and that paid sick leave is an expensive luxury. </p>
<p>On the contrary, employee autonomy and engagement, random safety inspections, and paid sick leave are some of the practices that management should welcome to develop safe and healthy workplaces.</p>
<p>Another small action that could have wide-ranging benefits is to change the very language of occupational safety. For too long, “workplace accident” has been the term used for any workplace safety incident or injury. </p>
<p>Why is this problematic? By definition, “accident” implies an event that is unpredictable, unplanned and uncontrollable. If that is indeed the case, we should be forgiven for not taking any action. </p>
<p>Yet post-injury and inquest reports tell us that the opposite is true: <a href="https://www.thestar.com/opinion/contributors/2021/07/19/many-workplace-accidents-are-preventable-stop-the-killing-and-start-criminal-investigations.html">these incidents are invariably predictable, preventable</a> and controllable. The time has come to change how we think about occupational health and safety.</p><img src="https://counter.theconversation.com/content/204247/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Julian Barling receives funding from the Social Sciences and Humanities Research Council of Canada</span></em></p><p class="fine-print"><em><span>Alyssa Grocutt receives funding from the Social Sciences and Humanities Research Council of Canada. </span></em></p>National Day of Mourning should be used to challenge misconceptions about occupational health and safety, and advance safer workplaces for Canadians.Julian Barling, Distinguished Professor and Borden Chair of Leadership, Smith School of Business, Queen's University, OntarioAlyssa Grocutt, PhD Candidate in Organizational Behaviour, researching workplace safety, at Smith School of Business, Queen's University, OntarioLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1998692023-02-20T19:01:27Z2023-02-20T19:01:27ZReal-life autism disclosures are complex – and reactions can range from dismissal to celebration<p>Media personality Em Rusciano has expressed shock after another radio presenter <a href="https://www.dailymail.co.uk/tvshowbiz/article-11767885/Meshel-Laurie-refuses-apologise-Em-Rusciano-vicious-tirade-autism.html">accused her</a> of “leaping on the bandwagon” by widely sharing her autism diagnosis and its impact on her daily life. </p>
<p>The prevalence of autism in our society is increasing as awareness and research escalates. At least <a href="https://onlinelibrary.wiley.com/doi/10.1002/aur.2696">one in 100</a> people are Autistic, yet only a <a href="https://www.sciencedirect.com/science/article/pii/S175094672200023X">minority</a> openly disclose due to uncertainty over how it will be received.</p>
<p>There has been an assumption that “<a href="https://www.sciencedirect.com/science/article/abs/pii/S175094672030088X">blanket disclosure</a>”, sharing with everyone the Autistic adult knows, is the best option. But new <a href="https://www.liebertpub.com/doi/10.1089/aut.2022.0090">research</a> challenges this simplistic approach.</p>
<p>Here’s what Autistic people told us about what real-life disclosure experiences look like. And what workplaces should do to make it safer for people to share this <a href="https://www.tandfonline.com/doi/full/10.1080/09687599.2020.1822782">aspect of their identity</a> if they choose to. </p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/autism-is-still-underdiagnosed-in-girls-and-women-that-can-compound-the-challenges-they-face-176036">Autism is still underdiagnosed in girls and women. That can compound the challenges they face</a>
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<h2>Tracking experiences in real time</h2>
<p>A major study by the <a href="https://www.autismspectrum.org.au/about-autism/our-research">Aspect Research Centre for Autism Practice (ARCAP)</a> documented 231 disclosure experiences of 36 Autistic adults, aged 21 to 71, over two months.</p>
<p>Using a specially designed smart-phone <a href="https://pielsurvey.org/">application</a> meant we could track experiences across different environments and get a glimpse of real-time, daily disclosure opportunities that Autistic people experience. </p>
<p>We learnt about the thought processes behind a decision to disclose, or not disclose. We noted positive and negative experiences and which environments were more conducive. </p>
<p><div data-react-class="Tweet" data-react-props="{"tweetId":"1627227531131895809"}"></div></p>
<h2>Why disclose – or decide not to?</h2>
<p>Sharing being Autistic can lead to <a href="https://pubmed.ncbi.nlm.nih.gov/34978025/">understanding and support</a>, but it also exposes the Autistic person to greater risks of <a href="https://pubmed.ncbi.nlm.nih.gov/34978025/">discrimination and bullying</a>. </p>
<p>The decision can be a “lose-lose” one for the Autistic person. Not disclosing can contribute to <a href="https://pubmed.ncbi.nlm.nih.gov/34563942/">mental health concerns</a> such as stress and anxiety. Whereas sharing being Autistic can have life-changing outcomes, for instance, the <a href="https://journals.sagepub.com/doi/full/10.1177/23969415211022955">loss of job opportunities</a>. </p>
<p>During our study, 153 opportunities were categorised as “disclosure”, where the participant shared they were Autistic. We labelled 78 opportunities as “non-disclosure”, where the participant felt there was an opportunity, but decided not to share.</p>
<p>The most common way our participants shared they were Autistic was a face-to-face conversation (43%). The least common ways participants disclosed were via email (4%), phone call (3%), text (3%) and doctor’s letter (0.4%). </p>
<p>Safety was a key consideration behind disclosure, where participants shared they were Autistic when others were “already aware of my sensory issues. I felt safe disclosing to him”. </p>
<p>But it required time and energy, and other participants didn’t disclose because they “felt exhausted socially” or “had an uncomfortable vibe” about a work leader.</p>
<h2>Words and reactions can be positive or negative</h2>
<p>The research provided insight into the most common negative and positive reactions that followed a disclosure.</p>
<p>For example, one respondent felt “dismissed or gaslighted”. Others experienced shocked reactions and were asked how they could be a hairdresser if they had autism. Or received an odd look and no response.</p>
<p>Positive responses ranged from neutral reactions, such as “normal, almost no reaction” and not being treated any differently, to a feeling of liberation “not to be judged but rather encouraged and celebrated”. </p>
<h2>Some environments were better than others</h2>
<p>The research shows disclosure experiences are influenced by context. The most common place for disclosure by Autistic adults was in the workplace (31%), followed by the community (21%), education settings (11%), home (11%), health care (9%) and retail (6%). </p>
<p>Of these disclosure contexts, the workplace proved to be the environment with the most negative disclosure experiences, with frequent references to <a href="https://www.tandfonline.com/doi/full/10.1080/09638288.2019.1635658">discrimination and bullying</a>. </p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/511028/original/file-20230220-24-m0ny9a.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Man is speaking intently to listener" src="https://images.theconversation.com/files/511028/original/file-20230220-24-m0ny9a.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/511028/original/file-20230220-24-m0ny9a.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/511028/original/file-20230220-24-m0ny9a.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/511028/original/file-20230220-24-m0ny9a.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/511028/original/file-20230220-24-m0ny9a.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/511028/original/file-20230220-24-m0ny9a.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/511028/original/file-20230220-24-m0ny9a.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">The workplace was the environment in which research participants reported the most negative reactions to disclosure.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/focused-african-american-man-looking-speaking-1361068493">Shutterstock</a></span>
</figcaption>
</figure>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/australia-is-lagging-when-it-comes-to-employing-people-with-disability-quotas-for-disability-services-could-be-a-start-199405">Australia is lagging when it comes to employing people with disability – quotas for disability services could be a start</a>
</strong>
</em>
</p>
<hr>
<h2>So what would make disclosure decisions easier?</h2>
<p>Employers need to assume more responsibility in <a href="https://www.tandfonline.com/doi/full/10.1080/09638288.2019.1635658">creating</a> a safe environment where Autistic staff can disclose if they choose to. This can include adjustments to the <a href="https://pubmed.ncbi.nlm.nih.gov/36794473/">hiring process</a> (such as work trials compared to interviews), <a href="https://www.tandfonline.com/doi/abs/10.1080/09638288.2019.1635658">working conditions</a> (more flexibility to work from home), <a href="https://journals.sagepub.com/doi/full/10.1177/13623613221145377">sensory environoment</a> (such as lighting or sound modification) and <a href="https://journals.sagepub.com/doi/abs/10.1177/13623613221080813">methods of communication</a> (such as clear written guidance). </p>
<p><a href="https://www.tandfonline.com/doi/full/10.1080/09638288.2019.1635658">Disability awareness training</a> would be <a href="https://pubmed.ncbi.nlm.nih.gov/34978025/">beneficial</a> across all workplaces, including with <a href="https://pubmed.ncbi.nlm.nih.gov/33634275/">health-care professionals</a>. This is particularly important as <a href="https://www.sciencedirect.com/science/article/pii/S175094672200023X?via%3Dihub">this group</a> is key to providing education and reducing misunderstanding across contexts. </p>
<p>On a broader societal level, we need to value and support people who may think or act differently to what’s expected. Nobody should feel they have to share something private and personal in order to be treated with respect. </p>
<p>And people on the receiving end of disclosure need to know this is often a scary decision. It may mean your colleague or friend feels safe and trusts you with this information. Believe them and accept them. They are still the same person as before. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/disability-and-dignity-4-things-to-think-about-if-you-want-to-help-198993">Disability and dignity – 4 things to think about if you want to 'help'</a>
</strong>
</em>
</p>
<hr>
<h2>Practical guides for disclosure</h2>
<p>Society has a long way to go before we can simply promote blanket disclosure. Until then, Autistic people need support to decide whether to disclose their identity.</p>
<p>We’ve developed a series of practical evidence-based resource <a href="https://www.autismspectrum.org.au/about-autism/our-research/our-research-program/disclosure">guides</a> based on our findings. </p>
<p>The guides support <a href="https://www.autismspectrum.org.au/uploads/documents/Disclosure-opportunities-resource-guide-for-Autistic-people_2022-12-12-005526_vgvt.pdf">Autistic</a> <a href="https://www.autismspectrum.org.au/uploads/documents/Disclosure-opportunities-resource-guide-for-Autistic-people-Easy-English.pdf">people</a> in their disclosure experiences, and provide helpful advice for <a href="https://www.autismspectrum.org.au/uploads/documents/Supporting-Autistic-people-who-may-want-to-disclose-%E2%80%93-guide-for-non-Autistic-people_2022-12-12-005544_peej.pdf">colleagues, employers, friends, educators and family</a>. </p>
<hr>
<p><em>If this article has raised issues for you, or if you’re concerned about someone you know, call Lifeline on 13 11 14.</em></p><img src="https://counter.theconversation.com/content/199869/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Chris Edwards and the team behind this research is funded by Autism Spectrum Australia (Aspect)</span></em></p>Telling others about an autism diagnosis can lead to understanding and support, but it also exposes the Autistic person to greater risks of discrimination and bullying.Chris Edwards, Postdoctoral Researcher and Adjunct Research Fellow, Griffith UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1905272023-01-10T13:30:30Z2023-01-10T13:30:30ZThe safer you feel, the less safely you might behave – but research suggests ways to counteract this tendency<figure><img src="https://images.theconversation.com/files/501595/original/file-20221216-27-821uce.jpg?ixlib=rb-1.1.0&rect=0%2C580%2C5615%2C3152&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Work-related safety precautions can lead to riskier behaviors on the job.</span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/dangerous-jobs-royalty-free-image/157646267">TerryJ/E+ via Getty Images</a></span></figcaption></figure><p>Interventions designed to keep people safe can have hidden side effects. With an increased perception of safety, some people are more likely to take risks.</p>
<p>For example, some vehicle drivers <a href="https://doi.org/10.1016/0001-4575(88)90055-3">take more risks when they are buckled up</a> in a shoulder-and-lap belt. <a href="https://doi.org/10.1061/(ASCE)CO.1943-7862.0001812">Some construction workers step closer to the edge</a> of the roof because they are hooked to a fall-protection rope. Some parents of young children <a href="https://www.jstor.org/stable/1816378">take less care with medicine bottles</a> that are “childproof” and thus difficult to open.</p>
<p>Techniques designed to reduce harm can promote a false sense of security and increase risky behavior and unintentional injuries.</p>
<p>As <a href="https://scholar.google.com/citations?user=_bQ06DAAAAAJ&hl=en&oi=ao">civil</a> <a href="https://scholar.google.com/citations?user=bruDeeAAAAAJ&hl=en&oi=sra">engineers</a> and <a href="https://scholar.google.com/citations?user=H0ye5TgAAAAJ&hl=en&oi=ao">applied behavioral scientists</a>, we are interested in ways to improve workplace safety. Our ongoing research suggests that employers need to do more than provide injury-protection devices and mandate safety rules and procedures to follow. Job-site mottos like “safety is our priority” are not enough. Employers need to consider the crucial human dynamic that can counteract their desired injury-prevention effects – and tap into strategies that might get around this safety paradox.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/501878/original/file-20221219-18-n9w9cz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="woman in car's driver's seat fastens her seat belt" src="https://images.theconversation.com/files/501878/original/file-20221219-18-n9w9cz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/501878/original/file-20221219-18-n9w9cz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/501878/original/file-20221219-18-n9w9cz.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/501878/original/file-20221219-18-n9w9cz.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/501878/original/file-20221219-18-n9w9cz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/501878/original/file-20221219-18-n9w9cz.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/501878/original/file-20221219-18-n9w9cz.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Infamously, people may drive more recklessly after buckling up.</span>
<span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/female-caregiver-fastening-seat-belt-royalty-free-image/1343267514">Klaus Vedfelt/DigitalVision via Getty Images</a></span>
</figcaption>
</figure>
<h2>Why precautions can trigger more risks</h2>
<p>A well-established psychological phenomenon known as <a href="https://doi.org/10.1086/260352">risk compensation</a> or <a href="https://doi.org/10.1111/j.1539-6924.1982.tb01384.x">risk homeostasis</a> explains this safety paradox. An intervention designed to prevent or reduce unintentional injury decreases one’s perception of risk. Then that perception increases the person’s risk-taking behavior, especially when taking a risk has a benefit, such as comfort, convenience or getting a job done faster.</p>
<p>Just as thermostats have a set point and activate when the temperature deviates from normal, people maintain a target level of risk by adjusting their behavior. They balance potential risks and perceived benefits. </p>
<p>For instance, a driver may compensate for safety interventions like a vehicle shoulder-and-lap belt, an energy-absorbing steering column and an airbag by driving faster – trading off personal safety for time saved. The heightened odds of a crash at higher driving speeds don’t affect only the driver; they also put other vehicles, pedestrians and cyclists at more risk. An individual’s risk compensation can influence the injury-prevention impact of protective devices and safety-related rules and regulations for the population overall.</p>
<p>In our own research, we investigated the risk compensation phenomenon among construction workers using an immersive mixed-virtual reality scenario that simulated a roofing task. We asked participants to install asphalt shingles on a real 27-degree sloped roof within a virtual environment that conveyed the sense of being 20 feet off the ground. Then we monitored the workers’ actions and physiological responses while they completed roofing tasks under three levels of safety protection.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/501554/original/file-20221216-21-yu1bs2.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="man roped in with safety equipment uses a hammer on a sloped surface with virtual background" src="https://images.theconversation.com/files/501554/original/file-20221216-21-yu1bs2.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/501554/original/file-20221216-21-yu1bs2.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=450&fit=crop&dpr=1 600w, https://images.theconversation.com/files/501554/original/file-20221216-21-yu1bs2.JPG?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=450&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/501554/original/file-20221216-21-yu1bs2.JPG?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=450&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/501554/original/file-20221216-21-yu1bs2.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=566&fit=crop&dpr=1 754w, https://images.theconversation.com/files/501554/original/file-20221216-21-yu1bs2.JPG?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=566&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/501554/original/file-20221216-21-yu1bs2.JPG?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=566&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Inside a mixed-virtual reality world, roofers performed tasks that are normal parts of their job.</span>
<span class="attribution"><span class="source">Jesus M. de la Garza</span>, <a class="license" href="http://creativecommons.org/licenses/by-nd/4.0/">CC BY-ND</a></span>
</figcaption>
</figure>
<p>As expected, more safety interventions created a false sense of invulnerability in participants. Adding guardrails to the roof’s edge and providing a fall-arrest system for the roofer provided real protection and rightfully increased a sense of security, which resulted in participants’ stepping closer to the edge of the virtual roof, leaning over the edge, and spending more time exposing themselves to the risk of falling. Participants <a href="https://doi.org/10.1061/(ASCE)CO.1943-7862.0001812">increased their risk-taking behavior by as much as 55%</a>. This study provided empirical evidence that safety devices can implicitly encourage workers to take more risks.</p>
<p>One hypothesis that flows from our research is that educating people about the risk compensation effect could reduce their vulnerability to this phenomenon. Future studies are needed to test this possibility.</p>
<h2>A perception of choice matters</h2>
<p>A crucial consideration is whether people feel the decision to take precautions is their own.</p>
<p>In studies one of us conducted with a colleague, pizza-delivery drivers demonstrated <a href="https://doi.org/10.1901/jaba.1991.24-31">safer driving overall when they chose</a> <a href="https://doi.org/10.1037/0021-9010.82.2.253">to increase particular safe-driving behaviors</a>. For instance, drivers at one store participated in setting a goal to stop completely at intersections at least 80% of the time, while at another store management assigned drivers the 80% complete stopping goal. Drivers from both groups met that goal. But among the drivers who self-selected the target, there was a spillover effect: They increased their use of turn signals and lap-and-shoulder belts.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/501880/original/file-20221219-20-tjdv46.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="two women in masks sit outside talking" src="https://images.theconversation.com/files/501880/original/file-20221219-20-tjdv46.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/501880/original/file-20221219-20-tjdv46.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/501880/original/file-20221219-20-tjdv46.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/501880/original/file-20221219-20-tjdv46.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/501880/original/file-20221219-20-tjdv46.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/501880/original/file-20221219-20-tjdv46.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/501880/original/file-20221219-20-tjdv46.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Rather than get closer because masks provided a level of protection, people appeared to extend their safety behavior by maintaining social distancing.</span>
<span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/colleagues-meet-at-outdoor-cafe-during-covid-19-royalty-free-image/1285308734">SDI Productions/E+ via Getty Images</a></span>
</figcaption>
</figure>
<p><a href="https://doi.org/10.51390/vajbts.v1i1.17">A study early in the COVID-19 pandemic</a> identified a similar spillover or response generalization effect. People who wore a face mask outdoors where mask wearing was not mandated also maintained a greater interpersonal distance from others than did people without masks.</p>
<p>In this case, as with the delivery drivers, one safe behavior spilled over to another safe behavior – the opposite of risk compensation – when people had the perception of personal choice. We believe perceived choice was the critical human dynamic that influenced people to generalize their safety behavior rather than compensate for the reduction in risk.</p>
<p>Top-down rules and regulations can <a href="https://hackettpublishing.com/beyond-freedom-and-dignity">stifle a perception of choice</a> and actually motivate people to intentionally do things that flout a safety mandate in order to <a href="https://psycnet.apa.org/record/1967-08061-000">assert their individual freedom or personal choice</a>. People tend to bridle against the feeling of having a freedom taken away and will do what they can to regain it.</p>
<p>“Click It or Ticket” and other management attempts to dictate safety come with disadvantages that might negate any safety gains. Letting people feel they have a say in the matter can decrease the amount of risk compensation they experience and increase a safety spillover effect.</p><img src="https://counter.theconversation.com/content/190527/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Jesus M. de la Garza is a subject matter expert for ARTBA’s Safety Certification for Transportation Project Professionals (SCTPP) program.</span></em></p><p class="fine-print"><em><span>E. Scott Geller is an Alumni Distinguished Professor at Virginia Tech; a Senior Partner with Safety Performance Solutions, Inc., President of Make-A-Difference, LLC; and Co-Founder of GellerAC4P,Inc.</span></em></p><p class="fine-print"><em><span>Sogand Hasanzadeh received funding from National Science Foundation (Award Number 2049711 and
2049842) and the Electri International (NECA). </span></em></p>If you feel safer, you might take more risks – canceling out the benefits of various safety interventions. But educating people about this paradox and allowing for some personal choice might help.Jesus M. de la Garza, Professor of Civil Engineering and Director of the School of Civil & Environmental Engineering and Earth Sciences, Clemson UniversityE. Scott Geller, Alumni Distinguished Professor of Psychology and Director of the Center for Applied Behavior Systems, Virginia TechSogand Hasanzadeh, Assistant Professor of Civil Engineering, Purdue UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1926192022-11-08T09:04:59Z2022-11-08T09:04:59ZA dumpsite is no place for a child: study shows Nigeria’s young waste pickers are at risk<figure><img src="https://images.theconversation.com/files/491263/original/file-20221024-1609-y8vdtg.jpg?ixlib=rb-1.1.0&rect=7%2C0%2C2588%2C1715&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Children are among waste pickers exposed to hazards while working at the Olusosun landfill. Photo by: Lionel Healing/AFP.</span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/news-photo/people-sift-through-rubbish-at-a-dump-17-april-2007-in-news-photo/73905533?phrase=olusosun%20dumpsite%20Lagos&adppopup=true">from www,gettyimages.com</a></span></figcaption></figure><p>The Olusosun landfill sprawls across 100 acres (40ha) in Nigeria’s largest city, Lagos. Initially situated at the outskirts of the city, it is now at the city’s centre due to urban encroachment. Olusosun is often described as <a href="https://link.springer.com/article/10.1007/s12011-021-02758-3">Nigeria’s biggest landfill</a>; it receives over one million tonnes of <a href="https://owlcation.com/stem/15-of-the-Worlds-Largest-Landfills">waste</a> annually. Most of this is electronic waste (such as lamps, televisions and laptops), municipal solid waste and construction waste.</p>
<p>Access to the dumpsite is not restricted. Waste pickers can go in and look for recyclable materials that can be resold. In most Nigerian cities, waste picking represents a vital survival strategy for the <a href="https://www.ijern.com/journal/March-2014/26.pdf">poor</a>.</p>
<p>It’s not only adults who operate as waste pickers. As we outline in our recent <a href="https://thescipub.com/abstract/10.3844/ajessp.2022.69.80">study</a>, children are also working at Olusosun. </p>
<p>We surveyed 150 of these child waste pickers; most were boys aged between 13 and 17. More than half (58.7%) of the children were not attending school. They worked at the dumpsite daily for social and economic reasons and their labour was physically taxing. They reported being bitten by insects and snakes. They slipped and sometimes fell. Many suffered from chronic headaches. For this they earned between N500 (US$1.20) and N1,600 (US$3.85) a day. </p>
<p>The use of a child for forced or <a href="https://www.scirp.org/journal/paperinformation.aspx?paperid=64999">exploitative labour</a> under section 28 (1) (a) of the Child’s Rights Act is an offence punishable with a fine or imprisonment. But in the informal sector of urban areas, Nigeria’s government has not made serious efforts to enforce this law to protect children.</p>
<p>A concerted effort is needed by government, civil society, and international organisations to eradicate waste picking by children. Financial aid could be offered to the children’s families so that they don’t feel they have no option but to let children work. And free, compulsory primary and secondary education is key to keeping children in the classroom rather than working.</p>
<h2>Huge health and safety risks</h2>
<p>Access to Olusosun landfill is unregulated, but there are informal systems in place to manage who can and cannot engage in waste picking. Our <a href="https://doi.org/10.3844/ajessp.2022.69.80">survey</a> confirmed that before any person could pick waste on this site, they had to register with an association. Unregistered people were not allowed to work on the site and if they did without permission, there would be a quarrel. </p>
<p>An informal association formed by the operators oversees the registration process. It is funded by membership fees and only registers adults. But once they are registered, those adults can hire children to do the work for them. They do this, we were told, to keep their costs low because they could pay children less than they would pay adults.</p>
<p>Information we obtained showed that child waste pickers’ minimum daily income was N500 (US$1.20); the maximum was N1,600 (US$3.85). The average daily revenue was N1,180 (US$2.84) – more than N30,000 (about US$72.20) per month. Although this amount is higher than the <a href="https://doi.org/10.3844/ajessp.2022.69.80">national minimum monthly wage</a> (N30,000) in the public sector, the work and the environment are hazardous and detrimental to the children’s health.</p>
<p>Children usually sorted the waste manually, with no protective equipment like gloves and face masks. They operated in an unsheltered environment regardless of conditions like rain, hot sun and cold weather. These conditions had resulted in gastrointestinal illnesses, skin diseases, stings and bites from insects. Many talked about suffering regular headaches.</p>
<p>Child waste pickers were also at risk of being pricked by sharp objects such as syringes, needles, surgical blades and broken bottles.</p>
<p>Despite all these hazards, the children continued working at the landfill because of chronic poverty. Some of the children’s parents were waste
pickers themselves. Many came from areas without <a href="https://www.premiumtimesng.com/news/more-news/469581-less-than-40-of-lagos-residents-have-access-to-water-governor.html">potable water</a>, sanitation facilities or basic healthcare services. </p>
<h1>Recommendations</h1>
<p>In addressing the use of children for forced or exploitative labour, integrated approaches have
<a href="https://assets.publishing.service.gov.uk/media/5984577fe5274a1707000067/105-Interventions-on-Child-Labour-in-South-Asia.pdf">demonstrated</a> the most success in South Asian countries. (Afghanistan is an important exception.) These approaches can include, for example, conditional cash transfers combined with interventions such as providing education and healthcare services. </p>
<p>Thus, a pragmatic regulatory framework should be developed whereby different actors (government, civil society and international organisations) focus on eliminating the practice of waste picking by children. Such efforts require strong political backing and financial support. </p>
<p>Such a regulatory framework should also make provision for financial aid to the children’s parents through a direct assistance programme. </p>
<p>There is a need for a well-thought-out plan by the government to introduce free and compulsory primary and secondary education for every child. Making education compulsory, especially at the secondary level, is a way to keep children learning and, ideally, setting themselves up for safe, decently-paid future work.</p><img src="https://counter.theconversation.com/content/192619/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Amos Oluwole Taiwo does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Employing children as waste pickers lowers costs but exposes them to hazards.Amos Oluwole Taiwo, Lecturer, Department of Urban and Regional Planning, Olabisi Onabanjo University, Ago-Iwoye, Ogun State, Nigeria, Olabisi Onabanjo UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1907452022-09-27T20:21:39Z2022-09-27T20:21:39ZHow health-care leaders can foster psychologically safer workplaces<figure><img src="https://images.theconversation.com/files/486635/original/file-20220926-26-578e68.JPG?ixlib=rb-1.1.0&rect=134%2C143%2C2694%2C1895&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Building safer workplaces requires leaders who understand how years of resource constraints, unhealthy work environments, abuse from patients and a pandemic have contributed to overwhelming burnout and job dissatisfaction among workers.</span> <span class="attribution"><span class="source">THE CANADIAN PRESS/Nathan Denette</span></span></figcaption></figure><p>Every day it seems the Canadian health-care staffing crisis worsens, with <a href="https://www.nytimes.com/2022/09/14/world/canada/nurse-shortage-emergency-rooms.html">emergency room closures</a>, <a href="https://theconversation.com/with-family-doctors-heading-for-the-exits-addressing-the-crisis-in-primary-care-is-key-to-easing-pressure-on-emergency-rooms-189199">not enough family doctors</a> and <a href="https://www.wellesleyinstitute.com/wp-content/uploads/2020/09/Waiting-for-Long-Term-Care-in-the-GTA.pdf">long wait times to get into long-term care</a>. </p>
<p>At the core are health-care workers who are physically and mentally burnt out from the unsafe work environments they’ve been asked to work in for years, which were made remarkably worse during COVID-19. </p>
<p>Health-care leaders have a key role to play in developing psychologically safer workplaces to support the well-being of our health-care workers. Building safer workplaces requires leaders who understand how years of resource constraints, unhealthy work environments, <a href="https://doi.org/10.1186/s12913-020-05084-x">abuse from patients</a>, and <a href="https://doi.org/10.3389/fpubh.2021.750529">the pandemic</a> have contributed to the overwhelming burnout and job dissatisfaction evident among workers.</p>
<h2>Physically and emotionally unsafe</h2>
<p>Even before the COVID-19 pandemic, Canadian health-care workers were experiencing <a href="https://www.cma.ca/sites/default/files/2018-11/nph-survey-e.pdf">burnout and depression</a>. The pandemic has worsened already poor working environments, exposing them not only to a life-threatening virus, but <a href="http://doi.org/10.1001/jama.2021.2701">mounting physical and verbal abuse</a>, <a href="https://www.cma.ca/sites/default/files/2022-08/NPHS_final_report_EN.pdf">increasing rates of burnout and depression</a>.</p>
<p>It is not surprising, then, that health-care workers are leaving the profession in greater numbers, <a href="https://www.cbc.ca/news/canada/nurses-canada-overtime-pandemic-burnout-1.6545963">further exacerbating the working conditions for the remaining health-care workers</a>. </p>
<figure class="align-center ">
<img alt="A paramedic in a face shield wearing a neon yellow jacket walks past patients on gurneys in a hospital corridor" src="https://images.theconversation.com/files/486636/original/file-20220926-21-w3atsc.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/486636/original/file-20220926-21-w3atsc.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=417&fit=crop&dpr=1 600w, https://images.theconversation.com/files/486636/original/file-20220926-21-w3atsc.JPG?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=417&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/486636/original/file-20220926-21-w3atsc.JPG?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=417&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/486636/original/file-20220926-21-w3atsc.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=524&fit=crop&dpr=1 754w, https://images.theconversation.com/files/486636/original/file-20220926-21-w3atsc.JPG?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=524&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/486636/original/file-20220926-21-w3atsc.JPG?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=524&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">The challenges are not limited to one group of health-care workers, or one type of workplace; personal support workers, nurses, physicians, paramedics working in hospitals, long-term care, primary care clinics and emergency services are all reporting burnout.</span>
<span class="attribution"><span class="source">THE CANADIAN PRESS/Nathan Denette</span></span>
</figcaption>
</figure>
<p>The challenges are not limited to one group of health-care workers, or one type of workplace; personal support workers (PSWs), nurses, physicians, paramedics working in hospitals, long-term care, primary care clinics and emergency services are all reporting higher levels of stress. <a href="https://clri-ltc.ca/files/2021/02/PSW_Perspectives_FinalReport_Feb25_Accessible.pdf">PSWs working in long-term care report</a> physically and emotionally unsafe work environments, insufficient staff-to-patient ratios and disrespectful work environments.</p>
<p>We know that <a href="https://www.mentalhealthcommission.ca/wp-content/uploads/drupal/Workforce_Psychological_Safety_in_the_Workplace_ENG.pdf">psychological health and safety in the workplace</a> is directly tied to productivity, retention, absenteeism, workplace conflict and the overall operational success of the workplace. Canadian health-care leaders, managers and supervisors are exceptionally placed to help health-care organizations build work environments where staff feel supported and safe. </p>
<figure class="align-right ">
<img alt="An outdoor sign reading 'Hiring PSWs - many shifts - benefits'" src="https://images.theconversation.com/files/486638/original/file-20220926-879-z9tmaw.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/486638/original/file-20220926-879-z9tmaw.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=409&fit=crop&dpr=1 600w, https://images.theconversation.com/files/486638/original/file-20220926-879-z9tmaw.JPG?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=409&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/486638/original/file-20220926-879-z9tmaw.JPG?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=409&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/486638/original/file-20220926-879-z9tmaw.JPG?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=514&fit=crop&dpr=1 754w, https://images.theconversation.com/files/486638/original/file-20220926-879-z9tmaw.JPG?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=514&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/486638/original/file-20220926-879-z9tmaw.JPG?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=514&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">PSWs working in long-term care report physically and emotionally unsafe work environments, insufficient staff-to-patient ratios and disrespectful work environments.</span>
<span class="attribution"><span class="source">THE CANADIAN PRESS/Frank Gunn</span></span>
</figcaption>
</figure>
<p>Our research team was recently funded by the <a href="https://mentalhealthcommission.ca">Mental Health Commission of Canada</a> to examine the facilitators and barriers that health-care organizations face in creating safe work environments. We surveyed and interviewed <a href="https://mentalhealthcommission.ca/resource/exploring-two-psychosocial-factors-for-health-care-workers/">hundreds of health-care workers from across disciplines, workplaces and provinces</a>. Here’s what they told us: </p>
<ul>
<li><p>There is much focus placed on health-care workers building resiliency, but without giving them the time and space to do so. Organizations can help by protecting time off for workers. </p></li>
<li><p>Health-care workers have told us that long-term organizational resources such as wellness champions, ethicists and effective health benefits for all health-care workers (for example, benefits that cover counselling services) would help support their well-being. </p></li>
<li><p>Appropriate and transparent operational policies and procedures related to clinical care and/or human resources that pervade an entire organization help to develop a fair and safe working climate. Managers can further support their workers by ensuring those policies and procedures are consistently applied and followed.</p></li>
<li><p>Organizations should seek out and support effective, compassionate and authentic leaders. Developing health-care leaders who are skilled and rise to the job in their stressful environments is critical and should be cultivated and rewarded. Managers have also been through the wringer over the past several years and need to be supported by their organizations. </p></li>
<li><p>Fewer than 50 per cent of health-care workers in our study reported working in an ethical climate. For example, many health-care workers do not have access to the necessary supports to work through ethical dilemmas. This is a great place for health-care organizations to focus; cultivating an ethical work environment can demonstrate to its employees that they want to protect them from moral distress. </p></li>
<li><p>Health-care workers have told us that transparency and effective communications are critical and increase trust in their leaders. </p></li>
</ul>
<p>The future of our health system is dependent on recruiting and retaining passionate, hardworking and highly skilled health-care workers. Every health-care worker, in ever workplace, across every province needs an organization that values and prioritizes their psychological health and safety. For the full report please visit: <a href="https://mentalhealthcommission.ca/resource/exploring-two-psychosocial-factors-for-health-care-workers/">MHCC – Exploring Two Psychosocial Factors for Health-Care Workers</a>.</p><img src="https://counter.theconversation.com/content/190745/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>The authors do not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and have disclosed no relevant affiliations beyond their academic appointment.</span></em></p>The future of our health system depends on recruiting and retaining passionate and highly skilled health-care workers. It’s essential to build work environments where they feel supported and safe.Angela Coderre-Ball, Assistant Professor (Adjunct), Family Medicine, Queen's University, OntarioColleen Grady, Associate Professor, Family Medicine, Queen's University, OntarioDenis Chênevert, Professor and director of healthcare management hub, HEC MontréalLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1904422022-09-13T20:02:19Z2022-09-13T20:02:19Z‘Too hard to get to work’: climate change is making workers’ lives more difficult<p>“Work” – broadly defined – is what allows society to function. Like other old certainties, it is under threat from climate change. </p>
<p>A key reason climate-related stresses and disruptions can have such a big impact is precisely because of their effect on the work we do and on the wider system of work we rely on. But little attention has been given to the urgent need to adapt work to climate change.</p>
<p>Our new report on <a href="https://cur.org.au/project/climate-impacts-at-work:-supporting-a-climate-ready-workforce">climate impacts at work</a>, released today, documents emerging serious risks. </p>
<p>A female professional told us: “there were days where I simply had to use up sick leave because it was too hot to get safely to work”. </p>
<p>One male sales worker told us about working during the Black Summer of 2019/2020: </p>
<blockquote>
<p>Smoke from bushfires two years ago was intolerable. The heat also was horrific at times. During the smokiest days temperatures often shot up to over 40 degrees. It was like the planet Venus. My employer … provided no masks at all at that time, despite numerous requests, even pleadings. </p>
</blockquote>
<p>Australia is <a href="https://www.science.org.au/supporting-science/science-policy-and-analysis/reports-and-publications/risks-australia-three-degrees-c-warmer-world">already 1.4°C warmer</a> than it was in 1910. Climatic extremes and events like the 2022 floods and Black Summer – as well as many less visible disruptions – are already undermining our capacity to work across different organisations, industries and sectors. </p>
<p>We will have to get better at adapting to our changed climate – and quickly. </p>
<h2>What did we find?</h2>
<p>We found the effects of climate change on workers reach more widely than than previously thought. </p>
<p>In short, no one is immune to climate harms, whether indoor or outdoor, junior or senior. Given we rely on each others’ work, that means climate change impacts are likely to increasingly “cascade” through society, as the <a href="https://www.ipcc.ch/report/ar6/wg2/">2022 IPCC report on Australasia</a> details.</p>
<p>Our research comes from a survey of 1,165 workers across ten industries undertaken in the first half of 2022, assisted by six unions. The sample is not representative of the workforce as a whole and is skewed towards types of workers not typically considered on harms from climate change, such as professionals and community and personal service workers.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/unions-can-and-will-play-a-leading-role-in-tackling-the-climate-crisis-113226">Unions can – and will – play a leading role in tackling the climate crisis</a>
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</em>
</p>
<hr>
<p>Previous research has documented the serious ways <a href="https://unitedworkers.org.au/high-heat-at-work-report/">heat affects workers</a>, especially those outdoors or in poorly cooled spaces. Other <a href="https://www.uts.edu.au/research/climate-society-and-environment-research-centre/c-serc-research-projects/heat-streets">studies</a> have found outdoor council workers and delivery cyclists in Sydney are already having to use coping mechanisms such as extra breaks, lighter duties and temporarily stopping work to try to avoid heat stress.</p>
<p>Our data similarly points to heat’s health impacts. Outdoor workers were especially likely to report being tired and fatigued, dehydrated and less productive. They were also more likely to sweat excessively and be sunburnt. </p>
<p>Less recognised is that indoor workers are also being affected by heat and smoke. </p>
<p>These health impacts are serious. Close to 450 people died from the effects of smoke inhalation over the <a href="https://theconversation.com/australias-black-summer-of-fire-was-not-normal-and-we-can-prove-it-172506">Black Summer</a>. These issues were compounded by the COVID pandemic, notably for those workers who have to had to wear personal protective equipment or work from poorly cooled houses during heatwave conditions.</p>
<p>Climate change can undermine people’s capacity to work in other ways. Some workers reported impacts on the amount and focus of their work. For example, some had to take on new tasks to cover for colleagues who were overwhelmed or furloughed due to the Black Summer fires. A quarter reported having to work additional hours due to emergency situations such as the floods, while others reported they had lost hours, had to take personal leave or even lost their job as a result of climatic events.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/484222/original/file-20220913-18-djkxnd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="figure" src="https://images.theconversation.com/files/484222/original/file-20220913-18-djkxnd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/484222/original/file-20220913-18-djkxnd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=294&fit=crop&dpr=1 600w, https://images.theconversation.com/files/484222/original/file-20220913-18-djkxnd.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=294&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/484222/original/file-20220913-18-djkxnd.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=294&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/484222/original/file-20220913-18-djkxnd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=369&fit=crop&dpr=1 754w, https://images.theconversation.com/files/484222/original/file-20220913-18-djkxnd.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=369&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/484222/original/file-20220913-18-djkxnd.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=369&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Percentage of respondents reporting wider climatic impacts on work and productivity.</span>
<span class="attribution"><span class="license">Author provided</span></span>
</figcaption>
</figure>
<p>There are even impacts from climatic effects on the wider public. Half of the survey respondents reported having to manage angrier customers, while 60% said climatic events had led to staffing disruptions. Some reported extreme weather was causing supply chain disruption. </p>
<p>One male professional said:</p>
<blockquote>
<p>The frequency of storm events has noticeably increased, and these storms are often more severe with higher wind speeds and rates of precipitation than in the past. […] Our workload has increased accordingly and risk to people and property has also increased.</p>
<p>Management are struggling to come to terms with the frequency and severity of storm events and this is leading to anxiety and conflict with management in relation to the perceived need to close the site, or part of it, during severe weather events. Site closure protects individuals from harm […] but is bad for revenue raising for the many businesses that operate on our site.</p>
</blockquote>
<p>Our capacity to work often relies on intricate systems of settlements, infrastructure and services that consist of workplaces and support others. When any of these workplaces are affected, there are flow-on effects. </p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/484225/original/file-20220913-12-djkxnd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="figure" src="https://images.theconversation.com/files/484225/original/file-20220913-12-djkxnd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/484225/original/file-20220913-12-djkxnd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=336&fit=crop&dpr=1 600w, https://images.theconversation.com/files/484225/original/file-20220913-12-djkxnd.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=336&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/484225/original/file-20220913-12-djkxnd.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=336&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/484225/original/file-20220913-12-djkxnd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=422&fit=crop&dpr=1 754w, https://images.theconversation.com/files/484225/original/file-20220913-12-djkxnd.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=422&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/484225/original/file-20220913-12-djkxnd.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=422&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Percentage of respondents reporting climate impacts on workplaces.</span>
<span class="attribution"><span class="license">Author provided</span></span>
</figcaption>
</figure>
<p>Our survey found more than a third of workers had not been able to travel to work due to climatic factors. If trains don’t run or roads are blocked, it can bring many workplaces to a halt. </p>
<p>We are now enmeshed in a different climate to the one we grew up in – and it will change more. </p>
<p>To make our societies and systems resilient to climate change, we will have to adapt how, where, when we work, who “we” is, what we work on, and why. This adaptation work is urgent. No one is immune. </p>
<hr>
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<em>
<strong>
Read more:
<a href="https://theconversation.com/as-heatwaves-become-more-extreme-which-jobs-are-riskiest-151841">As heatwaves become more extreme, which jobs are riskiest?</a>
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<p><em>Friends of the Earth contributed to this research</em></p><img src="https://counter.theconversation.com/content/190442/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Lauren Rickards received funding from the Victorian Government for the Climate Resilience Living Lab. She is a member of the Victorian Agriculture and Climate Change Council and the Regen Melbourne Research Council. She was a Lead Author on the Australasia chapter for the IPCC 2022 Sixth Assessment Report by Working Group Two on Impacts, Adaptation and Vulnerability.</span></em></p><p class="fine-print"><em><span>Todd Denham receives funding from the Victorian Government for the Climate Resilience Living Lab. </span></em></p>Society is built on intersecting workplaces – and workers from many industries are being affected by climate change.Lauren Rickards, Professor, RMIT UniversityTodd Denham, Research officer, Centre for Urban Research, RMIT UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1855662022-06-26T12:12:00Z2022-06-26T12:12:00ZAmid a red-hot summer job market, teenaged workers need to keep health and safety in mind<figure><img src="https://images.theconversation.com/files/470865/original/file-20220624-15980-qmxx41.jpg?ixlib=rb-1.1.0&rect=0%2C8%2C5482%2C3646&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Many seasonal businesses are struggling to find enough workers again this summer.</span> <span class="attribution"><span class="source">(AP Photo/Matt Slocum)</span></span></figcaption></figure><p>As a child and youth studies researcher, I’m interested in the relationship between teenagers and work. After two years of lockdowns that <a href="https://www.cbc.ca/news/business/youth-employment-summer-jobs-1.6018151">kept many teens from working</a>, the current labour shortage offers many <a href="https://www.msn.com/en-in/news/world/canada-teenagers-being-hired-by-businesses-to-tackle-labour-shortage/ar-AAYuSVJ">exciting job opportunities for them this summer</a>. This may be especially welcome news for those who have had a harder time finding work, such as younger and <a href="https://www.urban.org/urban-wire/people-color-employment-disparities-start-early">racialized teens</a>.</p>
<p>Grade eight student Miriam, the daughter of one of my colleagues, shared her excitement with me about entering the workforce. She is keen to draw on her babysitting experience in her new job as a junior counsellor at a summer day camp: </p>
<blockquote>
<p>“I feel excited but also nervous. I’ve never worked (in a formal job) before. But I know I’m lucky to get it… I think it will be cool and interesting but also hard and tiring. I think I’ll really like it and I know I’ll like making my own money and meeting new friends.”</p>
</blockquote>
<p>Early part-time work offers many opportunities for teens: earning money, <a href="https://theconversation.com/why-teenage-jobs-are-good-for-your-kids-86181">building skills and career networks</a>, <a href="https://tupress.temple.edu/book/1027">developing friendships</a> and <a href="https://doi.org/10.1111/j.1099-0860.2006.00030.x">fostering confidence and independence</a>. And teens themselves generally have <a href="https://doi.org/10.1177/0907568218758148">positive feelings about early, part-time work</a>.</p>
<h2>Young workers are vulnerable</h2>
<p>There are also issues that arise with early work, and a key one is health and safety. <a href="https://doi.org/10.1177/0907568218758148">Young workers are particularly vulnerable</a> because they tend to do short-term work, often lack training and safety education, and <a href="https://doi.org/10.1016/j.socscimed.2006.10.024">may see injury as just “part of the job.”</a></p>
<p>Young workers are also in unequal relationships of power with employers, both as employees and because of their young age. They lack the confidence to speak up, and employers are less likely to listen to them when they raise concerns.<a href="https://doi.org/10.1016/j.socscimed.2006.10.024">link text</a> </p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/managers-must-listen-to-workers-of-all-ages-on-covid-19-safety-146258">Managers must listen to workers of all ages on COVID-19 safety</a>
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</p>
<hr>
<p>Parents often feel positively about their children working, leading to <a href="https://doi.org/10.1186/1471-2458-14-1021">some downplaying potential risks</a>. Threads of Life, a Canadian charity that supports families after a workplace fatality, found that two-thirds of businesses in Canada plan to hire more young workers in 2022 than they have in the past two years, but <a href="https://threadsoflife.ca/wp-content/uploads/2022/04/Apr-18-2022-Media-Release-Draft-_APPROVED.pdf">only half have a safety program</a>.</p>
<figure class="align-center ">
<img alt="A teenage girl and a preschool aged girl colour with pencil crayons on a sofa." src="https://images.theconversation.com/files/470840/original/file-20220624-15980-bj7skw.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/470840/original/file-20220624-15980-bj7skw.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/470840/original/file-20220624-15980-bj7skw.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/470840/original/file-20220624-15980-bj7skw.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/470840/original/file-20220624-15980-bj7skw.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/470840/original/file-20220624-15980-bj7skw.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/470840/original/file-20220624-15980-bj7skw.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Part-time work offers opportunities for teens to earn money, build skills and career networks, develop friendships and foster confidence and independence.</span>
<span class="attribution"><span class="source">(Shutterstock)</span></span>
</figcaption>
</figure>
<p>Labour laws are provincial and vary across Canada. In most places, children between 14 and 16 can work, with limitations on what kinds of work they can do, how long they can work and at what times (especially during school hours). Usually for young teens who are 12 or 13, a permit is needed. Teens must be 17 or 18 to do more dangerous work, such as logging or mining. Rules tend to be more lax when a child works in a family business. </p>
<p>Notably, in <a href="https://www.saskatchewan.ca/business/hire-train-and-manage-employees/youth-in-the-workplace/minimum-age-and-workplace-restrictions">Saskatchewan</a> and <a href="https://www.gov.mb.ca/labour/standards/doc,young-workers,factsheet.html">Manitoba</a>, children between 13 and 15 must complete a Young Worker Readiness Certificate Course before working. <a href="https://www.cbc.ca/news/canada/montreal/quebec-young-workers-safety-labour-law-review-1.6490172">Québec is currently re-evaluating its laws around children’s work</a> in the face of rising accidents among teens under 16, and the B.C. government <a href="https://news.gov.bc.ca/releases/2021LBR0027-001400">recently toughened up their rules around early work</a>. </p>
<h2>Teens’ experiences with work</h2>
<p>My research team conducted <a href="https://brocku.ca/social-sciences/child-and-youth-studies/people-in-our-department/rebecca-raby/first-jobs/#1582582952382-0cae60ea-1801">in-depth interviews with young workers under 16</a> in a range of jobs in Ontario and B.C. We also conducted over 200 surveys with grade nine students in Ontario and held 14 focus groups with some of these students. We sought their experiences, thoughts on early work and how they might respond to work-related challenges. </p>
<p>We learned that, while Canadian governments rarely collect data on working children under 15, many young teens work. They babysit, deliver papers, ump baseball games, sell products and do many other jobs. A small portion even work very long hours. Others want to work, but are unsure how to find a job.</p>
<figure class="align-center ">
<img alt="A child riding a bicycle and holding a newspaper" src="https://images.theconversation.com/files/470838/original/file-20220624-26-8wkd5r.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/470838/original/file-20220624-26-8wkd5r.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/470838/original/file-20220624-26-8wkd5r.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/470838/original/file-20220624-26-8wkd5r.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/470838/original/file-20220624-26-8wkd5r.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/470838/original/file-20220624-26-8wkd5r.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/470838/original/file-20220624-26-8wkd5r.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Many young teens work by babysitting, delivering papers, umpiring baseball games and more.</span>
<span class="attribution"><span class="source">(Shutterstock)</span></span>
</figcaption>
</figure>
<p>We asked the students about how they would handle unsafe work conditions. Some said they would ask peers for guidance. Given that many teens have had little work experience over the last few years, this inclination suggests that teens will be talking to other inexperienced peers. </p>
<p>A number of our participants were also reluctant to say no to unsafe work and did not know they have the right to refuse unsafe work. Most had not yet taken the Ontario grade 10 secondary course that addresses workplace rights and safety. </p>
<h2>Parents need to protect teens</h2>
<p>It is exciting that young workers have the chance to start early employment this summer, but many may be insufficiently prepared. <a href="https://doi.org/10.1177/0907568218758148">Parents play an important role in supporting their working children</a>, from taking them to work to counselling them when work intrudes on school. </p>
<p>Parents need to ask and advise about safety and fairness in their children’s new workplaces. Employers need to listen to young workers’ concerns and ensure that new workers receive sufficient, repeated safety information. Young people themselves need to pay attention to safety precautions, and bravely speak up if a situation feels unsafe or unfair.</p><img src="https://counter.theconversation.com/content/185566/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Rebecca Raby has received funding from the Social Sciences and Humanities Research Council, Brock University's Council for Research in the Social Sciences, Brock University's Social Justice Research Institute; and Western University's Faculty of Social Science.</span></em></p>Young workers are particularly vulnerable in the workplace because they tend to do short-term work, often lack training and safety education, and may see injury as just “part of the job.”Rebecca Raby, Professor in Child and Youth Studies, Brock UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1798142022-04-03T12:14:23Z2022-04-03T12:14:23ZCreative sentencing improves workplace safety: Why don’t we use it more?<figure><img src="https://images.theconversation.com/files/455858/original/file-20220401-20-k19rhz.jpg?ixlib=rb-1.1.0&rect=24%2C85%2C8108%2C5328&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Creative sentencing uses funds to promote better workplace safety, like better industry training, instead of paying punitive fines.</span> <span class="attribution"><span class="source">(AP Photo/Dita Alangkara)</span></span></figcaption></figure><p>Hundreds die each year from workplace-related incidents in Canada. Alberta, in particular, has seen its fair share of recent deaths, like <a href="https://globalnews.ca/news/8225483/cochrane-worker-death/">the man who was killed at a construction site</a> in Cochrane last September, and <a href="https://globalnews.ca/news/7927747/syncrude-employee-killed-aurora-oilsands-site-alberta/">the oilsands worker who was killed</a> in northern Alberta last June. </p>
<p>The most recent <a href="https://www.uregina.ca/business/assets/faculty_staff/2021-Report-on-Workplace-Fatalities-and-Injuries-2021-Oct-21.pdf">Report on Workplace Fatalities and Injuries</a> found that 590 workers in Canada died from occupation-related diseases, and 335 died from workplace injuries in 2019.</p>
<p>Besides the loss of life and environmental damage, these incidents are expensive; the associated production losses, absenteeism, medical costs and workers’ compensation payouts <a href="https://www.tandfonline.com/doi/full/10.1080/15459624.2013.863131">equate to four to five per cent of the annual global gross domestic product (GDP)</a>. </p>
<h2>Learning from past mistakes</h2>
<p>As researchers with an interest in workplace safety, we wanted to understand: How do companies learn from their mistakes? What motivates them, and their industries, to change their ways? Monetary penalties? Deeper reflection from analyzing the causes of the infraction? Public scrutiny? </p>
<p>To answer these questions, we (an engineering professor, an economics professor and a business professor) developed a testable model of how different types of regulations affect companies’ safety performance. We examined the injury rates of 87 Albertan employers found guilty and sentenced for environmental and occupational, health and safety infractions from 2005 to 2018. </p>
<figure class="align-center ">
<img alt="Workers in construction uniforms stand at a railing overlooking a steel factory" src="https://images.theconversation.com/files/455336/original/file-20220330-6008-cafgv5.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/455336/original/file-20220330-6008-cafgv5.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=401&fit=crop&dpr=1 600w, https://images.theconversation.com/files/455336/original/file-20220330-6008-cafgv5.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=401&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/455336/original/file-20220330-6008-cafgv5.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=401&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/455336/original/file-20220330-6008-cafgv5.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/455336/original/file-20220330-6008-cafgv5.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/455336/original/file-20220330-6008-cafgv5.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">A Regina steelmaker was fined $935,000 last year for breaking Saskatchewan health and safety rules linked to two serious workplace injuries. Evraz Inc. pleaded guilty on Feb. 9, 2021, to two charges in Regina provincial court.</span>
<span class="attribution"><span class="source">THE CANADIAN PRESS/Michael Bell</span></span>
</figcaption>
</figure>
<p>Our work is among the earliest to quantitatively examine the effect of incidents and sentencing type on companies’ safety performance, for two reasons. First, is a lack of data access, which we overcame by connecting with several forward-looking government ministries: Alberta Justice and Solicitor General, Alberta Environment and Parks, Alberta Labour and Immigration.</p>
<p>Second, our approach is interdisciplinary, meaning it combines research from several fields. There are a few assumptions each field tends to make: economists expect companies to maximize expected profit, management researchers expect companies to avoid incidents that create public scrutiny and engineers expect companies to adopt the best technical solutions. </p>
<p>Individually, all these perspectives have blind spots. For example, economists might fail to see the <a href="https://doi.org/10.1016/j.jsr.2011.05.006">hidden costs associated with incidents, such as reputational impact</a>, or management researchers might overlook how <a href="https://doi.org/10.1080/15623599.2019.1613211">incidents are under-reported</a> and <a href="https://doi.org/10.1179/2049396715Y.0000000003">unevenly covered by media</a>. Together, our research is able to overcome these shortcomings.</p>
<h2>Fines are not (always) the way to go</h2>
<p>Our results suggest that <a href="https://www.alberta.ca/environmental-compliance-creative-sentencing-overview.aspx">creative sentencing</a> provided more effective and longer lasting deterrence for offending companies. Instead of paying fines, creative sentencing <a href="https://www.ohscanada.com/opinions/creative-sentencing-penalties-can-improve-workplace-safety/">uses funds to promote better workplace safety</a>, like better industry training.</p>
<figure class="align-center ">
<img alt="Bar graph illustrating the compensation claims rates for creative sentences versus traditional sentences." src="https://images.theconversation.com/files/455077/original/file-20220329-19-1g7a647.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/455077/original/file-20220329-19-1g7a647.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=348&fit=crop&dpr=1 600w, https://images.theconversation.com/files/455077/original/file-20220329-19-1g7a647.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=348&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/455077/original/file-20220329-19-1g7a647.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=348&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/455077/original/file-20220329-19-1g7a647.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=437&fit=crop&dpr=1 754w, https://images.theconversation.com/files/455077/original/file-20220329-19-1g7a647.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=437&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/455077/original/file-20220329-19-1g7a647.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=437&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Worker’s compensation claims rates for creative sentences versus traditional sentences before the incident, between the incident and sentencing and after sentencing.</span>
<span class="attribution"><span class="source">(Lianne M Lefsrud)</span>, <span class="license">Author provided</span></span>
</figcaption>
</figure>
<p>When a serious incident happened, we found a small reduction in a company’s injury rate, even before they were sentenced. This suggests that incidents motivate companies to change their practices prior to prosecution and sentencing. </p>
<p>With traditional sentencing, like <a href="https://www.thesafetymag.com/ca/topics/convictions/alberta-employer-fined-for-workers-fatal-injury/326030">fines</a> or <a href="https://www.cbc.ca/news/canada/toronto/new-mex-canada-directors-jailed-over-workplace-death-1.2900982">imprisonment</a>, companies’ injury rates rebounded within two years. With a creative sentence, companies’ injury rates remain lower for at least two years. In other words, our research suggests that <a href="https://doi.org/10.1002/cjce.23813">creative sentencing and case-study learning improves performance</a>, while economic fines do not. </p>
<p>A possible explanation for this is that major incidents focus managerial attention on improving company practices, while creative sentences reinforce these improvements. </p>
<h2>Why isn’t creative sentencing used more often?</h2>
<p>This begs the question: If creative sentencing improves company behaviour, why don’t more jurisdictions use it? The answer is that fines are easy — justice departments collect money from offending companies and it goes into government general revenues. Fines are simpler for companies too — they just need to write a cheque. </p>
<p>In comparison, creative sentencing requires much more work. There needs to be a detailed examination of the incident’s root causes, agreement on the right creative fixes to put in place and appropriate follow-through to hold the company accountable for those changes. </p>
<p>The root causes, and subsequent fixes, are often complicated. Workers feel rushed and take shortcuts, or they might be contractors who don’t have access to their company’s work procedures. Perhaps work procedures are overly detailed, complicated and difficult to follow. Or only one specific person knows and they’re home sick that day. </p>
<figure class="align-center ">
<img alt="Diagram of the workplace organizational system" src="https://images.theconversation.com/files/455078/original/file-20220329-25-qdzrxc.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/455078/original/file-20220329-25-qdzrxc.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=442&fit=crop&dpr=1 600w, https://images.theconversation.com/files/455078/original/file-20220329-25-qdzrxc.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=442&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/455078/original/file-20220329-25-qdzrxc.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=442&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/455078/original/file-20220329-25-qdzrxc.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=555&fit=crop&dpr=1 754w, https://images.theconversation.com/files/455078/original/file-20220329-25-qdzrxc.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=555&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/455078/original/file-20220329-25-qdzrxc.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=555&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Solutions to workplace incidents are complicated because the organizations themselves are very complex.</span>
<span class="attribution"><span class="source">(Lianne M Lefsrud)</span>, <span class="license">Author provided</span></span>
</figcaption>
</figure>
<p>A justice department has to monitor a company (sometimes for years) while it unravels the causes and enacts fixes, then check the company’s homework. </p>
<p>Our firsthand experience working with companies and creative sentencing is that this is time-consuming, technically and organizationally complicated and emotionally exhausting. Company operations are messier than our model portrays. </p>
<p>This work is incredibly important to do, despite how tedious and difficult it can be. Only by examining these complexities, and enacting creative solutions, can we learn from incidents and fix the causes. While a workplace fatality is a tragedy, an even greater tragedy is not learning from it.</p><img src="https://counter.theconversation.com/content/179814/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Lianne M Lefsrud receives data from the Government of Alberta Workers' Compensation Board and funding from the Social Science and Humanities Research Council (SSHRC) of Canada, Natural Science and Engineering Research Council (NSERC) of Canada, Alberta Justice and Alberta Occupational Health and Safety.</span></em></p><p class="fine-print"><em><span><a href="mailto:heckert@ualberta.ca">heckert@ualberta.ca</a> receives funding from The Government of Alberta, Ministry of Labour and Immigration.</span></em></p><p class="fine-print"><em><span>Joel Gehman is a co-investigator with Lianne M Lefsrud on grants related to this research program.</span></em></p>While a workplace fatality is a great tragedy, an even greater tragedy is not learning from it.Lianne M Lefsrud, Associate Professor, Engineering Safety and Risk Management, University of AlbertaHeather Eckert, Associate professor, Department of Economics, University of AlbertaJoel Gehman, Professor of Strategic Management & Public Policy, George Washington UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1697602021-11-26T14:26:51Z2021-11-26T14:26:51ZBlack Friday for Amazon workers: the human costs behind consumer convenience<figure><img src="https://images.theconversation.com/files/427793/original/file-20211021-17-1ro6xtt.jpg?ixlib=rb-1.1.0&rect=4%2C16%2C994%2C649&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/france-sept-23th-2019-logistics-activity-1514808605">Frederic Legrand - COMEO / Shutterstock</a></span></figcaption></figure><p>With the holiday shopping season upon us, many people will be taking advantage of the low prices and speedy delivery promised by Amazon. The online retail giant is more popular than ever, and it is bringing on <a href="https://blog.aboutamazon.co.uk/jobs-and-investment/amazon-announces-10-000-uk-jobs-and-10-million-training-investment">thousands more employees</a> to meet demand.</p>
<p>But available evidence suggests that the process by which Amazon fulfils our orders can harm its workers. It also suggests that this problem is getting worse, and has even been exacerbated by the introduction of automation and robots to the fulfilment process.</p>
<p>Our team in the Work Futures Research Group <a href="https://www.ntu.ac.uk/research/groups-and-centres/projects/unfulfilled-work,-labour-and-employment-in-amazons-fulfilment-centres">reviewed over 500 sources</a> of information about Amazon. We looked at media reports, academic publications, Amazon’s own published materials and blog posts by Amazon employees. We also spoke to the trade unions who organise Amazon workers in the UK. </p>
<p>We attempted to speak to Amazon to get their response to our findings, but they did not respond. </p>
<p>Our findings paint a possible picture of harmful working practices inside Amazon’s fulfilment centres or warehouses. During periods of peak demand – Black Friday, Cyber Monday and Prime Day sales and Christmas – Amazon drafts in thousands of additional staff. This year, the company is offering <a href="https://www.theguardian.com/technology/2021/oct/17/small-firms-fury-as-amazon-offers-3000-sign-up-bonus-to-attract-christmas-staff">sign-up bonuses</a> of up to £3,000 to attract seasonal workers.</p>
<p>During these peak times, the length of the working week can increase to as much as 60 hours, and the average rate of <a href="https://www.businessinsider.com/amazon-employees-describe-peak-2019-2?r=US&IR=T">ambulance callouts allegedly increases</a>, Business Insider reported in 2019. However, an Amazon spokeswoman told Business Insider that they knew “for a fact that recordable incidents do not increase during peak” times, though they did not provide records. The company also said that using ambulance callout rates to assess workplace safety is “simply wrong because it does not take into consideration hours worked, population-size and whether the requests were work-related or not”.</p>
<p>The evidence of physical harm that Amazon’s warehouse workers can experience is alarming. The <a href="https://nycosh.org/">New York Committee for Occupational Safety and Health</a>, a membership organisation of workers, unions, activists and health and safety professionals, <a href="https://media.business-humanrights.org/media/documents/files/documents/amazon_worker_report_10_15.pdf">surveyed 142</a> of the 2,500 workers at Amazon’s Staten Island warehouse. </p>
<p>Of those surveyed, 66% said they “had experienced physical pain while performing their regular work duties”, and 42% “continued experiencing pain even when they were not at work”. The researchers concluded that these reports constituted evidence of “work-related musculoskeletal disorders”. </p>
<p>A <a href="https://www.etui.org/sites/default/files/ez_import/working-in-a-modern-day-amazon-fulfilment-centres-in-the-uk.pdf">similar survey</a> by the UK’s GMB trade union found that 87% of respondents reported both constant and occasional pain. It found 10% experienced only occasional pain and only 3% did not experience any pain. </p>
<p>The GMB also <a href="https://www.gmb.org.uk/news/gmb-calls-parliamentary-inquiry-amazon-conditions-workers-worsen">obtained information</a> from UK local authorities about accidents that Amazon warehouses had reported to health and safety authorities. The <a href="https://www.theguardian.com/technology/2020/feb/17/concerns-over-safety-at-amazon-warehouses-as-number-of-incidents-rise">annual total</a> increased from 152 in 2016-17 to 240 in 2018-19. </p>
<h2>Automation and injury</h2>
<p>Amazon has claimed that the introduction of digitisation and automation to the work process <a href="https://www.aboutamazon.com/news/innovation-at-amazon/new-technologies-to-improve-amazon-employee-safety">improves worker safety</a>. But there is evidence which suggests that these innovations may actually contribute to warehouse injuries.</p>
<p>Globally, Amazon has deployed hundreds of thousands of <a href="https://techcrunch.com/2019/06/05/amazon-says-it-has-deployed-more-than-200000-robotic-drives-globally/">robotic drive units</a> to <a href="https://www.aboutamazon.co.uk/amazon-fulfilment/what-robots-do-and-dont-do-at-amazon-fulfilment-centres#:%7E:text=The%20robots%20enlisted%20within%20Amazon's,the%20customer%20wants%20to%20see.">its warehouses</a> in recent years. This has increased the speed with which <a href="https://www.allaboutlean.com/amazon-fulfillment-5/">Amazon fulfils orders</a>, but it also means human workers must keep up with the machines. Amazon also uses digital programmes to <a href="https://digital.hbs.edu/platform-peopleanalytics/submission/humans-versus-robots-when-we-take-performance-tracking-too-far/">track workers’ movements</a>, keeping human and robotics elements in sync to maximise productivity and efficiency. </p>
<p>A former senior operations manager at Amazon told investigative journalism nonprofit Reveal that when robots were introduced, “the productivity expectations for workers <a href="https://www.revealnews.org/article/how-amazon-hid-its-safety-crisis/">more than doubled</a>”. Pickers, the workers charged with grabbing and scanning items, had their target raised from around 100 items to 400 items per hour. In an investigation including internal Amazon documents, <a href="https://revealnews.org/article/how-amazon-hid-its-safety-crisis/">Reveal found that</a>:</p>
<p>· The rate of serious injury increased by 33% from 2016-19;</p>
<p>· In each of those years, the highest rates of serious injury occurred during the weeks of Prime Day and Cyber Monday;</p>
<p>· In 2019, the rate of serious injury was 7.7 per 100 employees – nearly double the average rate for general warehousing and storage in the US;</p>
<p>· The rate of serious injury in warehouses operating with robotics from 2016 to 2019 was more than 50% higher than in older warehouses operating without robotics.</p>
<p>In 2019, an Amazon spokesperson <a href="https://revealnews.org/article/behind-the-smiles/">told Reveal</a> that during Prime Day and the holiday season, the increase in injuries is due to increased numbers of employees, but that the average rate of injury “has historically decreased or been stable” during those times.</p>
<p>A year later, a company spokesperson <a href="https://revealnews.org/article/how-amazon-hid-its-safety-crisis/">told Reveal</a> that in 2020, Amazon spent over US$1 billion (£0.75 billion) on safety measures related to technology and COVID-19 safety. They said, “[Amazon’s] investments in safety training and education programs, in technology and new safety infrastructure are working.”</p>
<p>A faster pace of work has been found generally to <a href="https://www.eurofound.europa.eu/surveys/european-working-conditions-surveys-ewcs">lead to increased risk</a> of musculoskeletal disorders and stress, especially when workers have limited control over their pace of work. This finding challenges the idea that robotics and automation reduce physical demands on workers. </p>
<p>In May 2021, Amazon introduced a <a href="https://press.aboutamazon.com/news-releases/news-release-details/body-mechanics-mindfulness-amazon-launches-employee-designed">wellbeing programme</a> focused on improving workers’ individual resilience through measures like healthy eating and “body mechanics”. We have seen no evidence that Amazon managers have considered decreasing the rate of work as a way to improve worker wellbeing.</p>
<p>There is less evidence about the impact of working at Amazon on mental health. Journalistic reports have found examples of <a href="https://www.businessinsider.com/amazon-warehouse-workers-share-their-horror-stories-2018-4?r=UK">anxiety</a>, <a href="https://www.thedailybeast.com/amazon-the-shocking-911-calls-from-inside-its-warehouses">mood disorders</a> and <a href="https://www.newyorker.com/magazine/2019/10/21/is-amazon-unstoppable">stress</a>. </p>
<p><a href="https://organise.network/about">Organise</a>, a worker-led network with more than a million members, surveyed UK-based fulfilment centre workers and found that <a href="https://static1.squarespace.com/static/5a3af3e22aeba594ad56d8cb/t/5ad098b3562fa7b8c90d5e1b/1523620020369/Amazon+Warehouse+Staff+Survey+Results.pdf">57% of respondents said</a> they had become “a lot more anxious” since they started working at Amazon. Many reports have cited workers’ accounts of the stress of meeting targets. </p>
<h2>Meeting targets</h2>
<p>This pressure is systematically enforced by an automated system reportedly <a href="https://www.transnational-strike.info/app/uploads/2019/11/Strike-the-Giant_TSS-Journal.pdf">threatening the bottom 10% of workers</a> with disciplinary action, ranked according to their productivity against targets. This has been corroborated by trade union officials we interviewed from the <a href="https://www.bfawu.org/">Bakers, Food and Allied Workers Union</a>, which <a href="https://www.facebook.com/BFAWUforAMAZONworkers/">has represented workers</a> in many Amazon warehouses in the UK. </p>
<p>Similar allegations have been made by other <a href="https://www.jacobinmag.com/2016/03/amazon-poland-poznan-strikes-workers">publications</a> and <a href="https://amazonemancipatory.com/june-2016-all-hands-meeting">workers’ direct accounts</a> – sometimes referring to the bottom 5%, sometimes 10%. Workers can allegedly be disciplined for <a href="https://www.theguardian.com/technology/2020/feb/05/amazon-workers-protest-unsafe-grueling-conditions-warehouse">taking too much “time off task”</a> or failing to work at <a href="https://www.theatlantic.com/technology/archive/2019/11/amazon-warehouse-reports-show-worker-injuries/602530/">their “target speed”</a>.</p>
<p>The Verge reported that legal documents it had obtained showed that Amazon in the US <a href="https://www.theverge.com/2019/4/25/18516004/amazon-warehouse-fulfillment-centers-productivity-firing-terminations">fired hundreds of workers</a> in a year at a single warehouse on grounds relating to their productivity. An Amazon spokesperson told The Verge, “In general, the number of employee terminations have decreased over the last two years at this facility as well as across North America.”</p>
<p>The Verge also cites Amazon as saying that when more than 75% of workers are meeting their target, targets are increased. So, if workers work too slowly, they face losing their job – but if they work quickly enough, they face being made to work even faster.</p>
<p>One of the documents obtained by The Verge was a letter signed by an attorney for the company, confirming that an automated system tracks rates of individual productivity and generates warnings or terminations “without input from supervisors”.</p>
<p>In June 2021, Amazon US announced it was refining its <a href="https://www.aboutamazon.com/news/operations/update-on-our-vision-to-be-earths-best-employer-and-earths-safest-place-to-work">time off task policy</a>, which the company said can be “easily misunderstood”. The company said the system is intended primarily to understand problems with operational systems, and “only secondarily to identify under-performing employees”. Amazon said it would average time off task over a longer period of time, a change that would help it achieve the vision of being “Earth’s safest place to work”.</p>
<h2>Local involvement</h2>
<p>In the UK, many of Amazon’s warehouses are located in smaller local authorities, such as Cannock Chase, home to Amazon’s Rugeley fulfilment centre. “Partnership arrangements” have been seen by some as implying that the local authority acts, in effect, as Amazon’s agent, in relation to third parties making requests under the Freedom of Information Act. </p>
<p>Given that Amazon will be a major provider of jobs within the local authority area, and may also be paying fees to that authority for the provision of advice, there are risks that its role in regulation may be compromised. </p>
<p>Cannock Chase Council said that the partnership arrangement does not compromise their ability to regulate Amazon in any way and does not result in Cannock Chase Council acting as agents for Amazon. It said that if Freedom of Information requests are made to them then they are legally bound to respond to these – and that does not form any part of the agreement with Amazon.</p>
<p>The increasing risk to the wellbeing of Amazon’s fulfilment centre workers calls for action, but solving this problem is far from straightforward. </p>
<p>Initiatives by Amazon workers, trade unions and <a href="https://www.ucpress.edu/book/9780520297395/inland-shift">campaigners</a> to <a href="https://makeamazonpay.com/">hold the company to account</a> have to be part of the solution.</p>
<p><em>Amazon did not respond to The Conversation’s request for comment or detailed questions about these public reports of injury rates and working conditions.</em></p><img src="https://counter.theconversation.com/content/169760/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Tom Vickers is Convenor of the Work Futures Research Group and a member of the Centre for People, Work and Organizational Practice at Nottingham Trent University. He has received funding from the Economic and Social Research Council, the British Academy, the Leverhulme Trust and the British Sociological Association.</span></em></p><p class="fine-print"><em><span>Dominic Holland does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>We reviewed hundreds of documents and reports on workplace safety in Amazon warehouses.Tom Vickers, Senior Lecturer in Sociology and Convenor of the Work Futures Research Group, Nottingham Trent UniversityDominic Holland, Researcher, Department of Social and Political Sciences and member of the Work Futures Research Group, Nottingham Trent UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1709212021-11-15T16:49:33Z2021-11-15T16:49:33ZWorkplaces can help promote exercise, but job conditions remain a major hurdle<figure><img src="https://images.theconversation.com/files/431725/original/file-20211112-15587-uttb3l.jpg?ixlib=rb-1.1.0&rect=172%2C43%2C4794%2C3768&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Many workplace fitness facilities — like standing desks, on-site gyms and showers, and easy access to walking paths — are mostly available to white-collar, higher-income workers who already face fewer barriers to exercise outside of work.</span> <span class="attribution"><span class="source">(Shutterstock)</span></span></figcaption></figure><p>We know regular exercise is really good for health, but even with the best of intentions, <a href="https://www.doi.org/10.25318/82-003-x202000900002-eng">many workers do not exercise as much as they should</a>. To get more workers in all types of workplaces to be active, public health messaging must move away from making it only an individual’s responsibility to be more active. It should instead recognize the important role employers can play in creating the conditions for workers to focus on exercise.</p>
<p>There’s much to be said for this approach. From a public health perspective, focusing on workplaces can seem like low-hanging fruit, since they are settings where people already go every day. Consider the resources that would otherwise be required to build activity-friendly environments, let alone address <a href="https://doi.org/10.1093/heapro/dav022">the root social causes of physical inactivity</a>. However, the reality is more complicated. </p>
<figure class="align-right ">
<img alt="Stairs with each step labelled with the number of calories burned" src="https://images.theconversation.com/files/431440/original/file-20211111-13-11upi69.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/431440/original/file-20211111-13-11upi69.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=800&fit=crop&dpr=1 600w, https://images.theconversation.com/files/431440/original/file-20211111-13-11upi69.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=800&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/431440/original/file-20211111-13-11upi69.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=800&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/431440/original/file-20211111-13-11upi69.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=1005&fit=crop&dpr=1 754w, https://images.theconversation.com/files/431440/original/file-20211111-13-11upi69.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=1005&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/431440/original/file-20211111-13-11upi69.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=1005&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">On-site gyms and access to walking paths or stairs support workplace fitness.</span>
<span class="attribution"><span class="source">(Shutterstock)</span></span>
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</figure>
<p>The World Health Organization’s <a href="https://www.who.int/news-room/fact-sheets/detail/physical-activity">physical activity guidelines</a> recommend adults strive for at least 150-300 minutes of moderate-intensity aerobic physical activity, or 75-150 minutes of vigorous-intensity aerobic physical activity, or an equivalent combination every week. To meet these recommendations, for 80 per cent of working-age Canadians <a href="https://doi.org/10.25318/1410032701-eng">in full-time jobs</a>, it means finding time to exercise before, after or at work.</p>
<p>That’s easier for some than others. I am part of a team at the <a href="https://www.iwh.on.ca">Institute for Work and Health</a> that <a href="http://dx.doi.org/10.1136/oemed-2019-106158">published a paper</a> showing that people in certain work conditions are less likely to exercise. These are workers who: report long work hours, have little say in how to use their skills, or are in physically or psychologically demanding jobs. </p>
<p><a href="https://doi.org/10.1123/jpah.2013-0098">Other</a> <a href="https://doi.org/10.1016/j.amepre.2010.12.015">studies</a> have reported the same. These findings <a href="https://doi.org/10.1080/02678373.2017.1303759">support the theory</a> that stressful and strenuous working conditions can increase a worker’s fatigue and decrease motivation and perceived time available to exercise.</p>
<h2>Workplace spillover</h2>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/431726/original/file-20211112-13043-1ht05jo.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="A warehouse with a worker in the foreground sealing a box with packing tape on a conveyor belt and two other workers in the background" src="https://images.theconversation.com/files/431726/original/file-20211112-13043-1ht05jo.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/431726/original/file-20211112-13043-1ht05jo.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/431726/original/file-20211112-13043-1ht05jo.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/431726/original/file-20211112-13043-1ht05jo.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/431726/original/file-20211112-13043-1ht05jo.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/431726/original/file-20211112-13043-1ht05jo.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/431726/original/file-20211112-13043-1ht05jo.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Job-related physical activity often does not provide the same health benefits of leisure-time exercise.</span>
<span class="attribution"><span class="source">(Shutterstock)</span></span>
</figcaption>
</figure>
<p>The spillover of strenuous working lives on exercise participation is a reality for many people — especially when there are competing demands such as taking care of children. But the ability to overcome these barriers can depend on job type. </p>
<p>Supportive workplace facilities that offer standing desks, stairs, on-site showers and gyms and easy access to walking paths <a href="https://doi.org/10.1016/j.pmedr.2018.03.013">can make it easier for people to fit in exercise</a> and reduce sedentary time. However, these are mostly available to white-collar, higher-income workers who already face fewer barriers to exercise outside of work.</p>
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Read more:
<a href="https://theconversation.com/lack-of-exercise-linked-to-increased-risk-of-severe-covid-19-163865">Lack of exercise linked to increased risk of severe COVID-19</a>
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<p>Emphasizing worker responsibility for exercising more can exacerbate health inequalities between high- and low-income workers. Low-income workers in non-standard or precarious jobs often have little say about how they spend their work time. These workers <a href="https://doi.org/10.2105/AJPH.2010.300075">also have few opportunities to exercise and engage in other healthy behaviours outside work</a>. </p>
<p>Some manual labour jobs involve high levels of physical activity with little time to rest, while workers in service sector jobs can spend long periods of time standing. A body of research is showing the <a href="http://dx.doi.org/10.1136/bjsports-2017-097965">potential harm of these occupational activities</a> — including the risks of physical activity for people doing such jobs. Job-related physical activity often does not provide the same health benefits of leisure-time exercise, and can even have negative effects because of factors like the nature of the movements and duration of work.</p>
<h2>Healthy workers are safer workers</h2>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/431446/original/file-20211111-12594-1l48yqf.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="A woman in a blue apron ironing in an industrial laundry" src="https://images.theconversation.com/files/431446/original/file-20211111-12594-1l48yqf.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/431446/original/file-20211111-12594-1l48yqf.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/431446/original/file-20211111-12594-1l48yqf.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/431446/original/file-20211111-12594-1l48yqf.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/431446/original/file-20211111-12594-1l48yqf.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/431446/original/file-20211111-12594-1l48yqf.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/431446/original/file-20211111-12594-1l48yqf.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Many employees have little say in how they spend their work time.</span>
<span class="attribution"><span class="source">(Shutterstock)</span></span>
</figcaption>
</figure>
<p>Physical activity guidelines aimed at all adults will not be achievable for many workers. A more inclusive solution is for employers to create the conditions for their workers to thrive so that they can also prioritize their health. </p>
<p>This approach pushes for employers to think of workplace policies as levers to address the safety, health and well-being of their workers. Research shows that <a href="https://doi.org/10.2105/AJPH.2006.086900">healthy workers are safe workers</a>, and this concept is endorsed by <a href="https://labordoc.ilo.org/permalink/41ILO_INST/kc2336/alma994681343402676">international labour agencies</a> and the <a href="https://www.cdc.gov/niosh/twh/default.html">Total Worker Health program</a> in the United States.</p>
<p>What could such an approach look like? One example is the case of an insurance company offering flexible scheduling and telecommuting options to help its workers reduce their stress. This <a href="https://www.cdc.gov/niosh/TWH/newsletter/TWHnewsv6n1.html#Promising%20Practices%20for%20Total%20Worker%20Health">led to workers walking more, taking breaks away from their desks and engaging in stress-reducing social activities</a> such as ping-pong competitions and indoor nerf basketball tournaments. </p>
<p>At one construction company, a 14-week intervention focused on health education, reinforcing safety and health behaviours and improving work-life balance. The result was <a href="https://www.doi.org/10.1097/JOM.0000000000001290">more workers reporting exercising at least 30 minutes a day</a>. </p>
<p>In another example, a police department reduced the number of night shifts for its officers. It also offered mental health support and allowed staff to take one hour off each shift to exercise. The result was <a href="https://www.cdc.gov/niosh/twh/newsletter/twhnewsv7n4.html#3">a reduction in workplace injuries</a>.</p>
<h2>Enhancing working conditions</h2>
<figure class="align-center ">
<img alt="An open-plan office with workers at tables and in cubicles" src="https://images.theconversation.com/files/431458/original/file-20211111-17-1xlp070.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/431458/original/file-20211111-17-1xlp070.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/431458/original/file-20211111-17-1xlp070.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/431458/original/file-20211111-17-1xlp070.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/431458/original/file-20211111-17-1xlp070.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/431458/original/file-20211111-17-1xlp070.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/431458/original/file-20211111-17-1xlp070.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Employers should discuss supportive policies and practices with workers to create a workplace environment that supports the safety, health and well-being of their employees.</span>
<span class="attribution"><span class="source">(Unsplash/Arlington Research)</span></span>
</figcaption>
</figure>
<p>So how do we get more employers to get behind this? <a href="https://doi.org/10.1177/15248399211028154">Our team’s research</a> in Canada and <a href="https://centerforworkhealth.sph.harvard.edu/resources/guidelines-implementing-integrated-approach">other studies</a> have highlighted the importance of convincing employers with data that this approach can be successful. For example, an employer-led approach has <a href="https://doi.org/10.1037/0000149-000">increased participation in safety and wellness efforts, and reduced workplace injuries and health-care costs</a>. </p>
<p>Employers that want to create an environment conducive to the safety, health and well-being of their employees should discuss with their workers how policies and practices could support those goals.</p>
<p>While there is no simple solution to getting workers more physically active, an important step forward is to get employers involved in enhancing working conditions so that more Canadian workers are supported in getting the health benefits of regular exercise.</p><img src="https://counter.theconversation.com/content/170921/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Aviroop Biswas receives funding from the Canadian Institutes for Health Research, WorkSafeBC, and the University of Toronto Data Science Seed Cluster. The Institute for Work & Health is supported by funding from the Ontario Ministry of Labour, Training and Skills Development.</span></em></p>To get more workers to be active, public health messaging must recognize the important role employers can play in creating the conditions for workers to focus on exercise.Aviroop Biswas, Associate Scientist, Institute for Work & Health. Assistant Professor, Dalla Lana School of Public Health, University of TorontoLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1704312021-10-26T23:54:53Z2021-10-26T23:54:53ZAre employers and workers at odds over NZ’s workplace vaccine mandates? Our research suggests they might be<figure><img src="https://images.theconversation.com/files/428647/original/file-20211026-17-jmx7ex.jpg?ixlib=rb-1.1.0&rect=16%2C8%2C5402%2C3672&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Shutterstock</span></span></figcaption></figure><p>The New Zealand government’s announcement yesterday of expanded <a href="https://covid19.govt.nz/alert-levels-and-updates/latest-updates/mandatory-vaccination-for-two-workforces/">mandatory vaccination requirements</a> raises important questions about legality and compliance.</p>
<p>Vaccination will become mandatory for staff at any business where vaccine certificates are required for customers, including hospitality, hairdressers and gyms. But our research suggests this will not be without its challenges.</p>
<p>The new system comes into effect under the government’s recently revealed “traffic light” <a href="https://covid19.govt.nz/alert-levels-and-updates/covid-19-protection/">protection framework</a>, central to transitioning the country out of the current COVID elimination strategy. The system requires each regional district health board to achieve at least a 90% vaccination rate.</p>
<p>Vaccination had already been mandated for border and other frontline workers through the <a href="https://www.legislation.govt.nz/regulation/public/2021/0094/latest/LMS487853.html">Public Health Response (Vaccinations) Order 2021</a>. Mandates for health and disability workers and teachers were then <a href="https://www.beehive.govt.nz/release/mandatory-vaccination-two-workforces">announced</a> on October 11.</p>
<p>Yesterday’s public health order amendment broadens the scope of vaccine mandates and will allow businesses to terminate the employment of someone who refuses to comply.</p>
<p>This is a major shift in policy. Mandated vaccination has existed in New Zealand before, between 1863 and 1920 to combat smallpox, but <a href="https://teara.govt.nz/en/public-health/page-4">compliance was very low</a>. Since then, New Zealand has largely relied on education to encourage vaccination, not compulsion.</p>
<p>Employers have generally <a href="https://www.rnz.co.nz/news/national/454315/business-owners-welcome-workplace-vaccination-mandates">welcomed</a> the latest news, but how do workers feel about mandatory vaccination and the new rights conferred on employers?</p>
<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/428650/original/file-20211026-17-9oncoi.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/428650/original/file-20211026-17-9oncoi.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=368&fit=crop&dpr=1 600w, https://images.theconversation.com/files/428650/original/file-20211026-17-9oncoi.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=368&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/428650/original/file-20211026-17-9oncoi.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=368&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/428650/original/file-20211026-17-9oncoi.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=462&fit=crop&dpr=1 754w, https://images.theconversation.com/files/428650/original/file-20211026-17-9oncoi.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=462&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/428650/original/file-20211026-17-9oncoi.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=462&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Jacinda Ardern and Workplace Relations & Safety Minister Michael Woods announce the government’s expanded vaccine mandate policy on October 26.</span>
<span class="attribution"><span class="source">GettyImages</span></span>
</figcaption>
</figure>
<h2>Who supports vaccine mandates?</h2>
<p>Our <a href="https://www.researchgate.net/publication/355497943_COVIDEmployerMandateWorking%20Paper">research</a>, conducted between June and August 2021, examined support for employer mandated vaccinations. We surveyed 1,852 New Zealanders and found 46.4% of participants agreed or strongly agreed with employers having the right to require employees prove they have been vaccinated.</p>
<p>Breaking this down, we found 46.2% of Pākehā, 51.9% of Māori, 25% of Pasifika, and 58.6% of others agreed or strongly agreed with a workplace’s right to require vaccination proof.</p>
<p>Looking at it politically, we found 32.8% of National, 52.2% of Labour, 40.9% of Green, 51.3% of Māori and 32.2% of other voters agreed or strongly agreed with this requirement.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/parents-were-fine-with-sweeping-school-vaccination-mandates-five-decades-ago-but-covid-19-may-be-a-different-story-168899">Parents were fine with sweeping school vaccination mandates five decades ago – but COVID-19 may be a different story</a>
</strong>
</em>
</p>
<hr>
<p>We also asked participants the extent to which they supported an employer having the right to terminate the employment of someone who refuses to get vaccinated.</p>
<p>We found 56.7% of participants disagreed or strongly disagreed with this employer right. Ethnically, 54% of Pākehā, 56.5% of Māori, 75% of Pasifika and 44.8% of others disagreed or strongly disagreed.</p>
<p>And by party preference, 69.6% of National, 53% of Labour, 60.9% of Green, 55.9% of Māori and 64.4% of other voters disagreed or strongly disagreed.</p>
<p><div data-react-class="Tweet" data-react-props="{"tweetId":"1452881459182809092"}"></div></p>
<h2>How will a new law work?</h2>
<p>These results suggest there is limited support for businesses either knowing the vaccine status of their employees or having the power to terminate their employment if they are unvaccinated.</p>
<p>On the other hand, businesses appear willing to mandate vaccination out of a duty of care but are cautious due to legal uncertainty. The Business Leaders’ Health and Safety Forum <a href="https://forum.org.nz/news/media-release-ceo-survey-covid/">found</a> “a solid desire […] to take a risk-based duty of care”, but a desire for greater clarity from the government about how to do that.</p>
<p>For its part, the government has <a href="https://www.beehive.govt.nz/release/govt-backs-business-vaccinate-workforces">signalled</a> a </p>
<blockquote>
<p>new law to introduce a clearer and simplified risk assessment process for employers to follow when deciding whether they can require vaccination for different types of work.</p>
</blockquote>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/to-be-truly-ethical-vaccine-mandates-must-be-about-more-than-just-lifting-jab-rates-169612">To be truly ethical, vaccine mandates must be about more than just lifting jab rates</a>
</strong>
</em>
</p>
<hr>
<p>That law will need to align with existing legislation in this area. The Bill of Rights Act guarantees the right of citizens to refuse medical treatment and thus vaccinations. However, the Health and Safety at Work Act places obligations on managers and organisations to evaluate risk and protect workers and customers from harm.</p>
<p>While businesses can require workers to be vaccinated when they are in certain frontline jobs (with higher risks) or supporting those in frontline roles, how this is enforced remains confusing.</p>
<p>The Health and Safety at Work Act states employers must provide a workplace with no unreasonable levels of risk and must actively pursue this. And yet the health and safety watchdog Worksafe advises that any risk evaluation must take into account the prevalence of COVID-19 in the region.</p>
<p><div data-react-class="Tweet" data-react-props="{"tweetId":"1453126202076581893"}"></div></p>
<h2>A mandate for vaccine mandates?</h2>
<p>So, while most legislation states businesses cannot generally require all employees to be vaccinated, businesses can require certain roles involving certain kinds of work be done only by the vaccinated – but only if the virus is prevalent in a particular area.</p>
<p>This leaves businesses such as Air New Zealand and Auckland Airport, which want to require vaccination for all frontline employees, in a potential legal quandary.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/vaccination-status-when-your-medical-information-is-private-and-when-its-not-168846">Vaccination status – when your medical information is private and when it's not</a>
</strong>
</em>
</p>
<hr>
<p>But New Zealand is not alone in grappling with these issues. Many companies in the US have said they will <a href="https://www.nbcnews.com/business/business-news/here-are-companies-mandating-vaccines-all-or-some-employees-n1275808">require</a> all staff interacting with customers to be vaccinated. And many other countries are <a href="https://www.reuters.com/world/countries-make-covid-19-vaccines-mandatory-2021-07-13/">introducing</a> strict vaccine mandates for various sectors of their workforces.</p>
<p>Such measures are always contentious. Given our own research findings that suggest only limited support for employees having to reveal their vaccination status, or for employer rights to terminate employment for the unvaccinated, they will remain contentious in New Zealand, too.</p><img src="https://counter.theconversation.com/content/170431/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>The authors do not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and have disclosed no relevant affiliations beyond their academic appointment.</span></em></p>A recent survey reveals only limited employee support for workplace vaccine mandates, underlining how challenging the policy will be for lawmakers and employers.Stephen Croucher, Professor and Head of School of Communication, Journalism, and Marketing, Massey UniversityDoug Ashwell, Senior lecturer, Massey UniversityJo Cullinane, Deputy Pro-Vice Chancellor, Massey UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1696172021-10-11T19:10:50Z2021-10-11T19:10:50ZKeeping workers COVID-safe requires more than just following public health orders<figure><img src="https://images.theconversation.com/files/425640/original/file-20211011-15-bufz1f.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/african-american-businessman-working-modern-office-1836680287">Shutterstock</a></span></figcaption></figure><p>So far in the pandemic, state public health advice has been front and centre of public messaging about protecting the community from the spread of COVID-19. </p>
<p>But merely following the public health orders won’t necessarily meet employers’ obligations to protect staff from COVID, especially <a href="https://www.nsw.gov.au/covid-19/easing-covid-19-restrictions/70-percent">as restrictions ease</a> in the Eastern states. </p>
<p>Protecting employees from COVID is good for staff, of course, and also good for the organisation because it will reduce the potential for staff being off sick.</p>
<p>Vaccination alone won’t guarantee a COVID-safe workplace. Even double-vaccinated people can be infected. Vaccination reduces the chance of infection by <a href="https://www.premier.vic.gov.au/sites/default/files/2021-09/210919%20-%20Burnet%20Institute%20-%20Vic%20Roadmap.pdf">between 60% (AstraZeneca) and 80% (Pfizer)</a>. And double-vaccinated people can <a href="https://www.premier.vic.gov.au/sites/default/files/2021-09/210919%20-%20Burnet%20Institute%20-%20Vic%20Roadmap.pdf">also transmit the virus</a>, although again at a much lower rate.</p>
<p>As part of the scientific advisory group <a href="https://ozsage.org/">OzSAGE</a>, we’re issuing <a href="https://ozsage.org/media_releases/creating-safe-workplaces-during-the-covid-19-pandemic/">guidance to employers about creating COVID-safe working environments</a>. We propose organisations follow a four-level <a href="https://www.cdc.gov/niosh/topics/hierarchy/default.html">hierarchy of COVID controls</a>.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/425631/original/file-20211011-23-x84z4z.png?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="" src="https://images.theconversation.com/files/425631/original/file-20211011-23-x84z4z.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/425631/original/file-20211011-23-x84z4z.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=249&fit=crop&dpr=1 600w, https://images.theconversation.com/files/425631/original/file-20211011-23-x84z4z.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=249&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/425631/original/file-20211011-23-x84z4z.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=249&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/425631/original/file-20211011-23-x84z4z.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=313&fit=crop&dpr=1 754w, https://images.theconversation.com/files/425631/original/file-20211011-23-x84z4z.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=313&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/425631/original/file-20211011-23-x84z4z.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=313&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Employers need to consider four key areas.</span>
<span class="attribution"><span class="source">OzSAGE</span></span>
</figcaption>
</figure>
<h2>Level 1: vaccination and working from home</h2>
<p>The most effective protections against COVID are vaccinating to reduce the risk of infection, and limiting interactions with infected people. These are the two standard public health measures seen in state public health orders.</p>
<p>Employers should encourage employees to get vaccinated by providing:</p>
<ul>
<li>leave or paid time off to get vaccinated</li>
<li>reliable and up-to-date information on the effectiveness of vaccinations</li>
<li>the details of the locations nearby where vaccinations are available</li>
<li>on-site vaccination, if possible, for shift workers and those who can’t easily attend a GP or vaccine hub appointment</li>
<li>incentives, such as additional annual leave days for vaccinated workers.</li>
</ul>
<p>In some circumstances – especially where the organisation is responsible for caring for people at a higher risk of infection – mandatory vaccination of employees might also be considered.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/if-youre-going-to-mandate-covid-vaccination-at-your-workplace-heres-how-to-do-it-ethically-166110">If you're going to mandate COVID vaccination at your workplace, here's how to do it ethically</a>
</strong>
</em>
</p>
<hr>
<p>Staff should be encouraged to work from home if that’s possible, while risk of infection is still high. Working from home doesn’t eliminate the risk of COVID, but it eliminates the risk of contracting (and transmitting) COVID in the workplace. </p>
<p>Putting in place “hybrid” working arrangements reduces the number of people in the workplace at any one time, and therefore the risk of transmission.</p>
<h2>Level 2: safe indoor air</h2>
<p>State public health orders have essentially focused on density limits. These are important, but don’t guarantee good ventilation and clean air.</p>
<p>COVID spreads by aerosols. Respiratory aerosols from breathing and speaking accumulate in indoor spaces, resulting in increasing risk over time. </p>
<p>Poor ventilation (stagnant air) in public buildings, workplaces, schools, hospitals, and aged care homes contributes to viral spread. </p>
<figure class="align-center ">
<img alt="Masked woman with a clipboard surveys a storeroom." src="https://images.theconversation.com/files/425647/original/file-20211011-19-kev8ke.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/425647/original/file-20211011-19-kev8ke.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/425647/original/file-20211011-19-kev8ke.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/425647/original/file-20211011-19-kev8ke.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/425647/original/file-20211011-19-kev8ke.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/425647/original/file-20211011-19-kev8ke.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/425647/original/file-20211011-19-kev8ke.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Poor ventilation is a risk for transmitting COVID.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/woman-worker-medical-mask-holding-clipboard-1846320985">Shutterstock</a></span>
</figcaption>
</figure>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/australia-must-get-serious-about-airborne-infection-transmission-heres-what-we-need-to-do-164622">Australia must get serious about airborne infection transmission. Here's what we need to do</a>
</strong>
</em>
</p>
<hr>
<p><a href="https://ozsage.org/wp-content/uploads/2021/09/Safe-Indoor-Air-advice.pdf">Good ventilation</a> is a key part of reducing the risk of COVID transmission.</p>
<p>As the number of people inside a space increases, CO₂ will increase to varying degrees, depending on the effectiveness of ventilation and the volume of the space. Measuring carbon dioxide (CO₂) is therefore a useful surrogate indicator to assess the relative infection risk of COVID in an indoor space.</p>
<p>It’s recommended employers invest in CO₂ monitoring and use that as a trigger to reduce occupancy and/or increase the provision of outdoor air and HEPA (high-efficiency particulate air) filtering to ensure the risk of COVID-19 is appropriately mitigated. </p>
<p>Having automated alerts (in non-HEPA filtered areas) from CO₂ monitors will prompt action to improve ventilation or leave the workplace.</p>
<h2>Level 3: administrative measures</h2>
<p>Organisations should be ready to manage COVID outbreaks – especially in New South Wales and Victoria, where public health contact tracing is at capacity. </p>
<p>Organisations might also use regular rapid antigen testing (where practical and feasible, considering cost and logistics), to prevent or limit outbreaks when people are shedding the virus but are asymptomatic.</p>
<figure class="align-center ">
<img alt="Man holds rapid COVID testing stick." src="https://images.theconversation.com/files/425643/original/file-20211011-25-1mbdmz9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/425643/original/file-20211011-25-1mbdmz9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/425643/original/file-20211011-25-1mbdmz9.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/425643/original/file-20211011-25-1mbdmz9.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/425643/original/file-20211011-25-1mbdmz9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/425643/original/file-20211011-25-1mbdmz9.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/425643/original/file-20211011-25-1mbdmz9.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Rapid tests can help detect COVID in those with no symptoms.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/patient-preparing-antigen-self-test-quick-1939238734">Shutterstock</a></span>
</figcaption>
</figure>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/rapid-antigen-tests-have-long-been-used-overseas-to-detect-covid-heres-what-australia-can-learn-168490">Rapid antigen tests have long been used overseas to detect COVID. Here's what Australia can learn</a>
</strong>
</em>
</p>
<hr>
<p>The risk of an organisation-wide shutdown can be minimised by creating work bubbles – teams coming to work on different days – and other measures to reduce physical interactions. </p>
<p>Staggering work hours to reduce congregating at lift spaces is another useful, low-cost strategy.</p>
<h2>Level 4: masks</h2>
<p>COVID-19 is an airborne disease, so the <a href="https://ozsage.org/media_releases/community-mask-use/">use of masks is integral to reduce transmission</a> and to offer some protection if there is any breakdown of other controls. </p>
<p>Masks are also essential because 30–70% of transmission <a href="https://www.nature.com/articles/d41586-021-02259-2">may be asymptomatic</a>: from infected people who look and feel well and may not be aware they are infected. </p>
<p>Basic cloth masks and surgical masks reduce the transmission of COVID. The effectiveness of masks increases when they fit snugly on the wearer’s face. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/evidence-shows-that-yes-masks-prevent-covid-19-and-surgical-masks-are-the-way-to-go-167963">Evidence shows that, yes, masks prevent COVID-19 – and surgical masks are the way to go</a>
</strong>
</em>
</p>
<hr>
<p>Workers should be provided with appropriate fitted masks and should be trained in how and when to use them. At a minimum, where workplaces are in areas with community transmission of COVID, masks should be worn whenever workers are indoors.</p>
<p>Rates of COVID are still high in NSW, Victoria, and the ACT. Employers, especially in those jurisdictions, should review their work health and safety plans to ensure their workers and customers are properly protected.</p>
<p><em>This article was co-authored by occupational and environmental physician Karina Powers, engineer and scientist <a href="https://www.colehealth.com.au/about">Kate Cole</a>, Flinders University Professor Richard Nunes-Vaz, and other members of the <a href="https://ozsage.org/">OzSAGE</a> advice for business working group.</em></p><img src="https://counter.theconversation.com/content/169617/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Stephen Duckett is member of OzSAGE's independent experts group.
Grattan Institute began with contributions to its endowment of $15 million from each of the Federal and Victorian Governments, $4 million from BHP Billiton, and $1 million from NAB. In order to safeguard its independence, Grattan Institute’s board controls this endowment. The funds are invested and contribute to funding Grattan Institute's activities. Grattan Institute also receives funding from corporates, foundations, and individuals to support its general activities, as disclosed on its website.</span></em></p>Employers need to go beyond the public health orders to ensure their workers are safe from COVID. Here are four key areas to focus on.Stephen Duckett, Director, Health and Aged Care Program, Grattan InstituteLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1685672021-09-28T20:11:58Z2021-09-28T20:11:58ZThe missing women of Australian politics — research shows the toll of harassment, abuse and stalking<figure><img src="https://images.theconversation.com/files/423444/original/file-20210927-21-l4liut.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Lukas Coch/AAP</span></span></figcaption></figure><p>We know Australian politics has a “woman problem” — the figures speak for themselves. Only 38% of <a href="https://www.theguardian.com/australia-news/australia-datablog/2021/mar/31/drilling-down-into-the-gender-balance-in-australias-parliament">all federal</a> MPs are women, and there is a continued dearth of women in leadership positions. </p>
<p>We are also hearing increasing stories of the discrimination, sexism and outright abuse women face when forging a political career. Whether it be a junior political staffer or Australia’s first female prime minister. </p>
<p>My <a href="https://www.emilyslist.org.au/julia_gillard_next_generation_internship_report_2020_21">research</a>, done with the support of ALP-affiliated women’s organisation EMILY’s List Australia, examines the impact that violence against women in politics has had on the progress of women’s political leadership in Australia. </p>
<p>It investigates why it happens, how widespread it is and what the consequences are. </p>
<h2>Speaking to women in politics</h2>
<p>I conducted interviews with nine current and former MPs, election candidates, and volunteers and staffers from the ALP in 2021.</p>
<figure class="align-center ">
<img alt="Pictures of former and current female Labor MPs at Parliament House in Canberra." src="https://images.theconversation.com/files/423448/original/file-20210928-13-19mfz4j.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/423448/original/file-20210928-13-19mfz4j.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/423448/original/file-20210928-13-19mfz4j.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/423448/original/file-20210928-13-19mfz4j.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/423448/original/file-20210928-13-19mfz4j.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/423448/original/file-20210928-13-19mfz4j.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/423448/original/file-20210928-13-19mfz4j.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">We can easily see the high profile examples of women who have ‘made it’ to Canberra — but not those who have abandoned their career plans.</span>
<span class="attribution"><span class="source">Lukas Coch/AAP</span></span>
</figcaption>
</figure>
<p>I also ran an anonymous survey open to women with experience at all levels of government: local, state and federal. Women across party lines participated in they survey. While the sample size of the survey is small (30), women wrote lengthy statements about their experiences. </p>
<p>My research charts women’s political careers from when they are girls interested in politics, to becoming volunteers and staffers, elections candidates, and finally members of parliament. </p>
<p>I found that at each stage, experiences of abuse and harassment force some women to abandon their aspirations for political leadership and at times, a political career entirely. </p>
<h2>Harassment, bullying, assault</h2>
<p>Many people start their formal political involvement as party volunteers or staffers. Violence and harassment were widespread among volunteers and employees of political organisations I surveyed. </p>
<ul>
<li><p>83% of respondents said that they had been harassed, intimidated and verbally abused in the course of their work </p></li>
<li><p>77% reported being bullied </p></li>
<li><p>43% had been subjected to inappropriate sexual advances and behaviour</p></li>
<li><p>30% had been physically assaulted</p></li>
</ul>
<p>The abuse mostly occurred within the workplace itself, or at a work-related event. In most cases, the identity of the perpetrator was known to the respondent. Unsurprisingly, 74% reported abuse and harassment had a negative impact on on their interest in continuing a career in politics.</p>
<p>As one respondent explained:</p>
<blockquote>
<p>Verbal and physical harassment while working as a campaign volunteer gets very tiresome. After working on ten years of campaigns the negatives start to outweigh the positives. I have withdrawn from political participation as a result of constant online and real-life abuse.</p>
</blockquote>
<h2>What happens if you try to run for parliament?</h2>
<p>If they were nominated as a candidate, some interviewees described facing threatening intimidation tactics from other members of their party to discourage them. </p>
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<p>
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<strong>
Read more:
<a href="https://theconversation.com/expect-sexism-a-gender-politics-expert-reads-julia-gillards-women-and-leadership-142725">'Expect sexism': a gender politics expert reads Julia Gillard's Women and Leadership</a>
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<p>This includes bullying behaviour, threats of isolation and back-listing within the party if they do not withdraw from the pre-selection process. Interviewees also described being “backgrounded” against or having rumours spread about them. This was particularly the case when they challenged favoured candidates or the fixed outcome of a pre-selection </p>
<p>As one interviewee explained: </p>
<blockquote>
<p>When someone comes up out the blue, it threatens these predetermined outcomes. Because egos are on the line, and it has been done this way for a long time, people just use these intimidation tactics. They feel like they can justify that as politics. But it is very macho style of factional politics.</p>
</blockquote>
<p>Candidates who are pre-selected go on to face abuse from members of the public and supporters of opposing candidates. </p>
<h2>Expecting abuse in office from the public</h2>
<p>If they survived this and were elected to public office, the threatening messages and abuse women MPs face from the public is relentless, particularly on social media. </p>
<p>In part, this abuse is the product of having a public profile. However, while male MPs also receive abuse, women are more often subjected to explicitly sexual and violent threats. In 2016, the Inter-Parliamentary Union (a global body of parliaments around the world) <a href="https://www.ipu.org/resources/publications/issue-briefs/2016-10/sexism-harassment-and-violence-against-women-parliamentarians">found</a> this abuse is targeted at women MPs to discourage them from being vocal and politically active.</p>
<p>The women MPs interviewed said abuse is so normalised as to be expected in public office. Some reported having stalkers, as well as needing police patrols and close personal protection. More than one MP reported moving house because of the ongoing threat of violence. </p>
<blockquote>
<p>You have to ensure that you are taking it seriously, particularly if the threats involve your office and staff. The threats are serious, because one day someone could lose their mind and try to kill you.</p>
</blockquote>
<h2>Harassed by other MPs</h2>
<p>They also experience bullying and harassment from other MPs within parliament house. </p>
<figure class="align-center ">
<img alt="Former Liberal MP Julia Banks" src="https://images.theconversation.com/files/423452/original/file-20210928-17-14rlz7v.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/423452/original/file-20210928-17-14rlz7v.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/423452/original/file-20210928-17-14rlz7v.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/423452/original/file-20210928-17-14rlz7v.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/423452/original/file-20210928-17-14rlz7v.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/423452/original/file-20210928-17-14rlz7v.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/423452/original/file-20210928-17-14rlz7v.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Former Liberal MP Julia Banks has spoken of bullying and harassment during her time in Canberra.</span>
<span class="attribution"><span class="source">James Ross/AAP</span></span>
</figcaption>
</figure>
<p>For women MPs, harassment takes the form of repeated intimidating behaviour and unwanted sexualised attention. Greens senator Sarah Hanson-Young is one federal MP who has spoken about this <a href="https://www.theguardian.com/australia-news/2019/apr/30/sarah-hanson-young-accuses-david-leyonhjelm-of-sexism-at-defamation-trial">publicly</a>. Recently, former Liberal MP Julia Banks <a href="https://www.abc.net.au/news/2021-07-05/former-liberal-mp-julia-banks-on-her-time-in-parliament/100263928">described an unwanted sexual advance</a> from a cabinet minister. Culturally and linguistically diverse women interviewed reported additional sexualised fetishism and attention. </p>
<p>As one interviewee described: </p>
<blockquote>
<p>There were men who wolf-whistled, “Look at you, you look so good today”. I don’t take it just because I am a woman.</p>
</blockquote>
<h2>The missing women</h2>
<p>Survey research already shows many young women <a href="https://www.plan.org.au/publications/she-can-lead/">think</a> women MPs are treated unfairly by the media and male MPs. And that parliament house <a href="https://www.plan.org.au/publications/we-can-lead/">does not</a> have a safe culture. </p>
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<img alt="Former Liberal staffer Brittany Higgins" src="https://images.theconversation.com/files/423445/original/file-20210927-27-1j5fl8s.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/423445/original/file-20210927-27-1j5fl8s.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/423445/original/file-20210927-27-1j5fl8s.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/423445/original/file-20210927-27-1j5fl8s.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/423445/original/file-20210927-27-1j5fl8s.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/423445/original/file-20210927-27-1j5fl8s.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/423445/original/file-20210927-27-1j5fl8s.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Former Liberal staffer Brittany Higgins’ allegations of rape have lead to an overhaul of workplace safety at parliament house.</span>
<span class="attribution"><span class="source">Dean Lewins/AAP</span></span>
</figcaption>
</figure>
<p>The poor reputation of politics discourages girls from choosing a career in politics in the first place. They are questioned by their friends and family about whether they will be safe working for a parliamentarian or political party.</p>
<p>One interviewee described her recent conversations:</p>
<blockquote>
<p>I have actually had young women say to me, “I was so excited when I got offered a job as a staffer. [But] my parents said to me ‘Why would you go and work there? It is not safe.’”</p>
</blockquote>
<p>Interview participants also expressed finding it difficult to encourage young women into a career in politics, knowing they could face abuse:</p>
<blockquote>
<p>I find it really hard at the moment with what is going on with the Brittany Higgins story to be able to say those things I used to say. Which is, “it is a really honourable role to be a member of parliament. We need more really good female leaders. You should really consider stepping up. I would be happy to mentor you.” </p>
</blockquote>
<p>So, the violence against and harassment of women in politics perpetuates itself to undermine the progress of women’s political leadership and representation in Australia.</p>
<p>My research suggest there are untold numbers of women who should have been in positions of political influence and leadership, but were put off. </p>
<p>They are the missing women of Australian politics.</p>
<h2>How does this change?</h2>
<p>My report makes 27 recommendations to reduce the prevalence of abuse and harassment against women in political organisations and politics more broadly. These include: </p>
<ul>
<li><p>young women and girls must be targeted to become engaged in politics. They need to be shown that they already hold the personal qualities needed to be a political leader (i.e. they don’t need to fit a “macho mould”) </p></li>
<li><p>all political parties should make not engaging in intimidation, bullying and harassment a requirement of receiving party endorsement</p></li>
<li><p>political parties should review its pre-selection rules in order to promote transparency and competitiveness of contests, and reduce the ability of intimidation and bullying tactics to be used</p></li>
<li><p>safety guidelines for candidates in elections should be released by police forces and electoral commissions in Australia</p></li>
<li><p>political parties should provide online self-defence training to MPs and their staff to tackle online abuse.</p></li>
</ul>
<p>My interviewees were also adamant there must be robust complaints mechanisms and support structures within political parties and the Australian parliament. It is noted the new 24 hour complaints mechanism that launched last week for MPs and staff has already been criticised by former Liberal staffer Brittany Higgins as <a href="https://www.news.com.au/national/politics/brittany-higgins-says-new-complaints-system-does-not-go-far-enough/news-story/0d2abeedd3fbfa79d063a6b4cacf31c6">inadequate</a>. </p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/politics-with-michelle-grattan-kate-jenkins-on-the-womens-agenda-167548">Politics with Michelle Grattan: Kate Jenkins on the women's agenda</a>
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<p>Ultimately, we must raise our demands and expectations of each other and our political leaders. Public office should be a place for people of the highest character and as citizens we should expect no less. </p>
<p>As a community we can no longer accept that enduring abuse and harassment is the cost of doing politics.</p><img src="https://counter.theconversation.com/content/168567/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Medha Majumdar conducted this research as part of the Julia Gillard Next Generation Internship 2020-21 with EMILY's List Australia. She is a member of the Australian Labor Party.
Medha receives funding from the Australian Government and the Westpac Scholars Trust to undertake her PhD research. </span></em></p>Research charting women’s political careers from the moment they are first interested shows they experience abuse at each stage — and this forces some to abandon their ambitions.Medha Majumdar, Fox International Fellow, Yale University; PhD Candidate, Australian National University, Australian National UniversityLicensed as Creative Commons – attribution, no derivatives.