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Achieving vertical and horizontal agreement and co-operation in
relation to certain aspects of workplace health and safety, such as
training in health and safety matters and the application of health
promotion in workplaces to more effectively control the hazards and
risks that are known contributory factors to chronic disease.
Workplace Standards Tasmania and industry need to work collaboratively and
co-operatively to uphold the framework to achieve improved outcomes. We
recommend the establishment of a workplace health and safety council as a
new mechanism to actively involve the agency and industry in a close,
strategic partnership.
The major chronic diseases – especially the “big three” in the National Health
Strategy and National Chronic Disease Strategy of cardiovascular disease,
musculoskeletal disorders and mental disorders – are also three of the priority
occupational diseases in the National OHS Improvement Strategy.
These chronic diseases are unlike the occupational diseases associated with
well-identified “traditional” physical hazards. Stress, fatigue, and violence are
identified as the contemporary work-related health risks. They are termed
“psychosocial” risk factors and arise from the nature of work itself and the way
in which it is organised.
Either alone, or in combination with physical risk factors present, psychosocial
risk factors are contributing to a serious increase in potentially debilitating
chronic disease. Strategies to prevent illness therefore depend upon
strategies adopted by the State to raise awareness of the risk factors and
industry taking action to control the level of risk. “Good management”, one of
the central principles of the Robens legislative framework, becomes even
more important in ensuring that workpeople are “safe from injury and risks to
health”.
Workplaces are potential settings for health promotion and should be
environments that promote long-term positive health outcomes. One of the
challenges in preventing illness (promoting wellness) will be to select the most
effective promotional methods to target all workplaces, including the growing
number of self-employed, micro-businesses as well as the diverse types of
workplaces that now exist.
High level policy mechanisms are required to assist workplaces to reduce the
levels of risk to health that may be associated with the social and/or
management environment of the workplace. We have therefore
recommended the creation of an impartial disputes or workplace conflict
resolution function within the Tasmanian Industrial Commission which
workplace parties may approach to “de-fuse” and assist with resolving
situations that may otherwise give rise to stress-induced injury or illness.
The potential for “third party” right of entry into the workplace, as a
mechanism to improve workplace health and safety, is subject to a six-month
trial that commenced late in 2006 and is due to be evaluated at its conclusion.
We therefore do not make a recommendation in relation to this strategy.
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