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| A new dawn is breaking within the industry: the rise of the Green Collar Workforce
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 ‘We can let climate change continue to go unchecked, or we can help stop it’. Barack Obama, March 2009.
A new dawn is breaking within the industry. With it come sweeping changes to the way companies will operate. The transportation, manufacturing, recycling and agricultural industries face dramatic overhauls, among others. Every business will be affected by changes in consumer demand and legislation that strive for cleaner, more efficient processes.
No matter how you define a ‘green job’, one thing is certain – we are evolving to a new form of workplace and therefore work environment diversity. The last big change in workforce diversity was the rise of the IT worker. |
| WorkCover warns ‘Bullying Prevention must be a priority for employer’s OH&S plans’
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 At the recent WorkSafe week in Melbourne, the management of workplace bullying was a hot topic and some of the most popular sessions of the whole week. The huge costs to both employees and employers of this inappropriate workplace behaviour was highlighted including reduced efficiency, increased absenteeism, poor team morale, increased injury and workers compensation premiums, loss of reputation and public face, and increasingly civil and legal actions. The recent Drake seminars titled “Preventing Workplace Bullying: Building Organisational Resilience” discussed this very issue.
The August Drake’s Workplace Bullying Survey found bullying is still rife in Australian workplaces. More than 50 % of respondents had been witnesses to workplace bullying and more than 25% had been direct targets of bullying in the last 12 months. However what makes this behaviour difficult for organisations to manage is that less than 50% of these incidents are reported. What’s more, even when individuals do seek help, they were dissatisfied with the way their organisations handled the situation.
WorkSafe also noted that inappropriate behaviour is not industry specific. Bullying does not just occur in so called ‘heavy’ industries like engineering, construction and resources but also in professional services organisations like lawyers and accountants as well as local and state Government. This was supported in Drake’s Survey.
What was clear from WorkSafe week, is that the psychological safety and the mental health of workers is now being included under an organisation’s duty of care, with a requirement that organisations assess, control and manage the risk from psychological hazards. Workplace bullying is not just a conduct issue solely for human resources.
It is an identifiable psychological hazard and a specific breach of OH&S legislation throughout Australia. It is not enough to merely have a documented bullying policy. Organisations must proactively seek out, assess and control psychological risks and continually educate employees, managers and supervisors on the standards of behaviour required. In the October seminars, Marc Rowley of Drake WorkWise noted that “treating workplace bullying also as an OH&S issue is a significant first step on the journey towards not only preventing workplace bullying but eliminating this costly behaviour from Australian workplaces”. WorkSafe Victoria is currently training more inspectors to come on board in early 2010 specifically to investigate bullying issues.
Effective bullying prevention and elimination requires more than just a compliance mind-set and policy and procedures on the issue. Building true organisational resilience and lasting behaviour change requires a staged systematic approach involving risk assessment, employee consultation and engagement, education and training, and assessment and measurement. This approach, outlined in the recent Drake’s seminars is consistent with the recently released WorkCover publication “Preventing and responding to bullying at work” which applies both to Victoria and New South Wales.
To find out more visit our website or contact Judy Harper at Drake WorkWise on 1300 654128.
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| Things you should ask about when choosing a temporary staff agency
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 With the summer season fast approaching many companies will find that their staff levels are insufficient to cope with the workload. Whether it’s due to an increased seasonal demand or regular staff being away, the effects are the same – overworked and overstressed staff, which in a turn results in lower job satisfaction and lost productivity.
Many businesses will turn to temporary staff agencies for help. But how do you ensure that you receive value for money? How do you compare the service offerings? How do you know if the agency screens and tests their contractors? |
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How do I build staff engagement? Podcast. |
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Identifying and understanding the various workplace elements that influence an employee’s decision to stay and commit to the organisation has to be a priority focus that has direct bottom-line impact.
In this month’s leadership podcast, Dr John Demartini offers advice on how to build a solid foundation for an employee engagement.
To listen to the podcast click here.
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| Jobs outlook still positive despite increase in rate
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“Optimism” is still the key word on the jobs front. Even with the increase in the unemployment rate to 5.8%, companies are increasingly positive in their outlook for 2010. Many are now at, or below, the minimum staffing level required to function effectively and recognise the need to start hiring if they are going to take advantage of the recovery.
Industries that are most active in the employment market for new staff, from a national perspective include finance, infrastructure and construction, procurement, and IT. | |
| New seminar! 'Train the Trainer'
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Workplace training and education are critical elements to the future success of any organisation. It contributes to employees’ professional development, improves their productivity and enhances their competencies.
A trainer has the responsibility to design content and tailor delivery to achieve the expected outcomes in a manner that engages the individual or group. | |
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