Study Period E - Workplace Health and Safety and Workplace Compliance LG V1

Module 1: Australian Workplace Health and
Safety Professional Year Program

Module 2: Australian Workplace Legislation
Manage Workplace Health and Safety,
Operations and Compliance Learner Guide
Professional Year 2021
This study period addresses the following two modules:
Australian Workplace Health and Safety

 Understand core concepts of Workplace, Health and Safety
 Identify Laws, Regulations, Standards, Codes of Conduct
 Understand WHS Processes, Policies, Procedures, Roles and Responsibilities
 Describe how Risks, Hazards, and Incidents are identified and managed
 Identify and manage major H&S threats to Professionals including ergonomics and mental
health
Australian Workplace Compliance
 Recognise individual differences and respond appropriately

 Work effectively with individual differences
 Understand Australian anti-discrimination employment laws
 Compliance with Codes of Conduct
 Workplace expectations, requirements and etiquette
E. Manage Workplace Health and Safety, Operations & Compliance -1- LG V1 October 2021
AWHS – AUSTRALIAN WORKPLACE HEALTH AND SAFETY WEEK 1
1.1 WHAT IS WORKPLACE HEALTH AND SAFETY(WHS)?
Q. What is Workplace Health and Safety (WHS)?
A. Management of the risks to Health and Safety of everyone in a workplace.
Work health and safety (WHS) – sometimes called occupational health and safety (OH&S) – involves the
management of risks to the health and safety of everyone in a workplace. This includes the health and
safety of anyone who works there as well as customers, visitors, and suppliers.
Businesses must invest money and time to implement safe practices and install safety equipment but this
is critical to the success of the business in order to protect from it from potentially enormous costs of non-
compliance and loss of reputation. For example, not taking action can result in prosecution, fines, and loss
of skilled staff.
Workers’ compensation laws also require businesses to have in place a workers compensation insurance
policy to cover their employees.
Benefits
Creating a safe work environment is a legal requirement. It’s also critical to long term success business
success and promoting a culture of safety can improve staff morale and reduce levels of stress and thus:
– Facilitate staff retention

– improve staff productivity
– reduce injury and illness in the workplace
– reduce the costs of injury and workers' compensation.
Obligations of Staff
Workers in a business have WHS obligations to themselves and others at work. They must:
– take care of their own health and safety

– take care not to do anything that could hurt others
– follow WHS instructions
– follow the workplace’s WHS policies and procedures.
WHS requirements in Australia
Each state has its own WHS laws and a regulator to enforce them. The WHS framework for each state
includes the:
– Act – outlines your broad responsibilities.

– Regulations – set out specific requirements for hazards and risks, such as noise, machinery, and
manual handling.
– Codes of practice – provide practical information on how you can meet the requirements in the Act
and Regulations.
– Regulating agency (regulator) – administers WHS laws, inspects workplaces, provides advice, and
enforces the laws. Check their website for WHS information and resources.
In some states there is a different regulator for workers' compensation.
1.2 EVOLUTION OF THE AUSTRALIAN WHS CULTURE
The current Australian culture where WHS is firmly embedded within all business processes and activities is
a relatively recent development that has primarily evolved over the past 60 years.
From: 1960’s To: 2020’s

WHS Culture at Work
 Minimal Regulation  Extensive regulation
 Primarily individuals are responsible  All stakeholders accountable for safety

for keeping themselves safe
 Individuals are responsible of not putting
 Limited responsibility of employers themselves or others at risk of harm
and other stakeholders
 high level of employer responsibility
 **chain of responsibility may extend within

organisation and externally
Safety embedded in products

Component Safety Feature Component Safety Feature
Frame/ None - Frame/Chassis Steel/Composite - energy
Chassis Rigid/Pressed Steel absorbing & crumple zone
Brakes Drum, dual line Brakes Disc, dual line, high
Interior Rear View Mirror performance, anti-lock
Driver Assist AM Radio (keeps system
Technology driver awake) Interior 3-point seat belts, multiple
Safety Rating None Tested all-round airbags
Driver Assist Touch command, park
Technology assist and MINI Connected,
Safety Rating NCAP 4*
**example of chain of responsibility. A truck driver may exceed permitted hours and drive an
unroadworthy vehicle causing a fatal accident. Investigation may lead to not just the driver being
prosecuted but the mechanic who failed to service vehicle correctly, managers who allow or encourage
unsafe operations, senior manager who fail to establish or enforce safe procedures, and even powerful
customers who encourage unsafe practice through contracts with unreasonable cost or deadlines
requirements.
A brief History of Australian WHS development
1956 - High Court milestone decision - Employer has a duty “… to take reasonable care to avoid exposing
the employee to unnecessary risk of injury.”
1972 Robens report (UK) – exposes fundamental flaws and inadequacy of WHS protection influencing
adoption of new WHS laws across Australian States and Territories. Establishes the fundamental principle
of hazard and risk identification, assessment, and control procedures.
1987 Brundtland Report – focussed on the ethical issues that needed to underpin human and corporate
conduct, good government, and the building of safe and civil society. Many ideas were adopted in WHS
legislation in 1990s and early 2000s
2011 Commonwealth Work Health and Safety Act and Work Health and Safety Regulations became the
basis for harmonisation of WHS laws across all jurisdictions in Australia.
Scope of WHS
The scope and focus of WHS has broadened and deepened over the same period.
Initially the main focus was on:
Safety – Prevention of traumatic death and injury (e.g., moving machinery)
With increasing focus on:
Health – Prevention to threats to health such as exposure to harmful environments (e.g., asbestos dust)
Raising the bar to include:
Welfare – Prevention and Management of mental health issues from occupational activities (e.g.,
witnessing trauma)
1.3 DRIVERS AND ENABLERS FOR TODAYS WHS CULTURE
Evolving Community Expectation
- Accepting death & injury at work is no longer ‘normal’ or ethically tolerable
(1972 Robens Report was a landmark in this journey)
- Businesses risks serious reputational damage e.g., James Hardie
(James Hardie was an Australian construction materials company was established in the 19 th
century. Throughout the 20th century its product range included large scale manufacturing with
asbestos which was later found to be extremely toxic and banned in Australia. In 2001 the company
relocated its domicile to the Netherlands and later to Ireland allegedly to avoid liability for most of
the cost of compensation claims to thousands of workers which amounted to more than $1.5bn
See https://ethics.org.au/the-james-hardie-case-risk-reputation-and-business-ethics/ )
Consequences of Poor WHS Regulation
- Financial & emotional impact to individuals, their families, and the community
- Employers not incentivised to incur additional costs of safety
- Inadequate penalties, fines, compensation, prison
- No chain of responsibility – Lack of accountability
Enablers for Australian Health and Safety Culture
There are many enablers behind the strict workplace WHS culture that characterised modern Australia.
These may be characterised under the following categories:
- Regulation
- Compliance
- Roles and Responsibilities
- Culture
- Technology
Class discussion:
- Discuss, based on your current knowledge and experience working in Australia how many examples can you
think of in each of the above categories?
- For example: Under regulation you might include “Health and Safety Laws” which are harmonised across
Australia.
Think up these for yourself before looking at some suggestions provided in Appendix 1 to this guide.
1.4 AUSTRALIAN WHS LAWS AND REGULATIONS
Introduction
Take a look at this short mini lecture which provides an

informative synoptic of the WHS legislative framework in Australia.
https://youtu.be/4Re6rXdaaGE
Workplace Health and Safety Legislation in Australia, mini lecture
Overview
The Australian WHS Regulatory framework is multilayered and comprises mixture of compulsory laws and
regulations and non-mandatory best practices described in the diagram below:
Current WHS Law
Australia was founded in 1901 as a Federation of States and Territories that were formerly administered as
independent colonies within the British Empire. The states retain substantial independent powers of
governance and that includes responsibility for regulating Health and Safety within their jurisdiction. As a
result, states evolved often substantively different Health and Safety Laws during the 20 th Century.
In recent years, the States in collaboration with the Australian Federal Government (Commonwealth of
Australia) agreed to harmonise their laws and every state has now legislated to align their laws with the
agreed template known as the (Commonwealth of Australia) 2011 Workplace Health and Safety Act.
Note – the Laws in the state in which you reside may have a different name and/or date but with a small
number of exceptions will have been drafted or amended to align with this legislation.
The 2011 Act introduced the concept of “Person Conducting a Business or Undertaking (“PBCU”)”. The Act
is applicable to wide range of entities in all types of locations from one person service companies to
multinationals and may apply to non-commercial entities such as not-for-profits.
‘Employers’ are defined as a Person Conducting a Business or Undertaking (PBCU)
WHS Act objectives
- elimination or minimisation of risks and hazards
- the highest level of protection against risks as is reasonably practicable.
- fair and effective representation, consultation, co-operation, and issue resolution
- advice, information, education, and training
- effective and appropriate compliance and enforcement measures
Laws and Regulations in Victoria and New South Wales
Acts: Occupational Health and Safety Act 2004 (Vic)
Work Health and Safety Act 2011 (NSW)
- Provides a general overview of how to make workplaces safe and healthy.
- Outline legal responsibilities and duties of an employer.
Regulations: Occupational Health and Safety Regulations 2007 (Vic)
Work Health and Safety Regulation 2017 (NSW)
- Sets out the standards employers need to meet for specific hazards and risks
- Detail licenses, record keeping, and reporting required for specific activities
Standards
These are developed either by a national standards body (such as Standards Australia) or other accredited
bodies. Any standards developed under the Australian Standard® name have been created in Australia or
are adoptions of international or other standards.
They provide guidance to help ensure safety, performance, and reliability through the specifications of
goods, services, and systems.
Most Standards are voluntary although some are mandated under the Law.
Standards Australia
- Peak body for Standards
- non-governmental not-for-profit organisation
- Facilitates development of new and existing Australian Standards
- leads local adoption of International Standards.
Industry Standards:
- developed by individual Industry Peak Bodies
- develops specifications, procedures and guidelines for products, services, and

systems
- safe, consistent, and reliable cover many subjects e.g. consumer products,
environment, construction, utilities
Codes of Practice
These provide detailed information on how you can achieve the standards required under the Work Health
and Safety (WHS) laws.
While most Standards and Codes are not mandatory, PBCUs need to take these very seriously. They
provide a prima facie indication that best practice has been complied with. Should an issue arise, Courts of
Law may consider that any of the Standards and Codes of Practice provide evidence whether employers
have followed what is 'reasonably practicable'
Codes:
For more details take a look at
Victoria - Compliance Codes - https://www.worksafe.vic.gov.au/compliance-codes-and-codes-practice
NSW - Codes of Practice - https://www.safework.nsw.gov.au/resource-library/list-of-all-codes-of-practice
Regulating Agencies:
There are no national standards for the responsibilities of the regulating agencies. While states are
responsible for regulating worker compensation schemes these may be under the responsibility of a
separate body (as in NSW) or within the auspices of the Regulating Agency (as in Victoria)
Victoria - WorkSafe Victoria - https://www.worksafe.vic.gov.au/
NSW - NSW SafeWork - https://www.safework.nsw.gov.au/
Typical responsibilities include -
- administer health and safety laws
- workplace inspections
- provide advice and help
- Issue compliance notices and penalties
Policies and Procedures:
- Developed by Individual Employers (PBCUs)
- responsible for designing safe business processes underpinned by policies and procedures
- ensure compliance with applicable legislation, regulations, codes, and standards.
- law harmonisation assists businesses who operate in multiple states and territories to standardise
their internal policies and procedures.
- Responsibility to comply with & demonstrate compliance to accepted H & S principles
- Clarifies functions and responsibilities
- Ensures safe systems of work are recorded, communicated, and implemented
- Formally guides the future actions of workers.
- Defines acceptable and unacceptable workplace behaviours.
- Enables consistent handling of health & safety matters through existing procedures.
1.5 TEST YOUR KNOWLEDGE
Now let’s test how much you have learned so far. It’s
Kahoot time! Log-in to your Kahoot app (or Kahoot.it)
and add the code that appears on your screen
1.6 AUSTRALIAN WHS STATISTICS
- Stricter WHS regulation and compliance has led to a sharply decreasing trend in incidence of
serious claims.
- >100K serious claims per year underpins how WHS remains a serious concern
- Claims understate the true picture e.g., mental health issues may not result in claim
In 2019 62% of worker fatalities occurred in just 3 industries:
– Transport, postal and warehousing (58 fatalities)
– Agriculture, forestry, and fishing (30 fatalities)
– Construction (26 fatalities).
E. Manage Workplace Health and Safety, Operations & Compliance - 10 - LG V1 October 2021
1.7 RESPONSIBILITIES OF EMPLOYERS
Responsibility to Provide
PBCUs must provide
‒ a first aid plan
‒ an emergency plan
‒ display the "If you get injured at work" poster
‒ provide H&S training and instruction
‒ an injury register
‒ a workers compensation policy
‒ a return-to-work plan.
Duty to Consult
Employers must consult on:
‒ identification of hazards and assess risks
‒ ways to eliminate or control risks
‒ change or update workplace facilities
‒ proposals that may affect the H & S of workers
‒ decisions re consulting procedures; safety issues; monitoring H&S conditions; information and
training
Employers’ mechanisms to consult and communicate:
‒ H&S Work Groups
‒ H&S Representatives
‒ H&S Committees
‒ H&S Complaints Process
Duty of Care
Requirements:
‒ observe all legal requirements regarding health and safety
‒ resource and implement health and safety procedures and programs
‒ plan to do all work safely
‒ make sure that all work is conducted without risk to workers’ health and safety.
Examples:
‒ Identify health and safety training required for an activity
‒ ensure workers undertake appropriate and specific safety training
‒ Consult with workers about health and safety
‒ investigate hazard reports and make sure corrective actions are undertaken
‒ make sure workers can quickly receive and respond to information regarding incidents, hazards,
and risks.
1.8 RIGHTS AND RESPONSIBILITIES OF EMPLOYEES
Definition of an employee under the Act is wide and includes:
‒ an employee
‒ a trainee, intern, apprentice, or work experience student
‒ a volunteer
‒ an outworker
‒ a contractor/sub-contractor or employee thereof
‒ an employee of a labour hire company.
Employees must:
‒ take reasonable care for their own health and safety
‒ take reasonable care for the health and safety of others
‒ comply with any reasonable instructions, policies and procedure given by their employer, business,
or controller of the workplace.
Employees must:
‒ be provided with a workplace induction
‒ work safely
‒ follow instructions
‒ ask if you’re not sure how to safely perform any work
‒ use PPE as trained & instructed
‒ report injuries and unsafe situations
How can you contribute as a volunteer in your workplace:
‒ H&S Representative
‒ First Aider
‒ Fire Warden
1.9 TIME FOR AN ACTIVITY
Scenario: You decide to change a broken lightbulb above your desk. You reported the issue to your
supervisor one week earlier. You climb on your chair, then fall and suffer serious injuries leading to a work
absence lasting for 6 months.
1. Did you act appropriately? Explain.
2. What are the consequences:
- For You?
- Your supervisor?
- Your employers?
3. What would you do differently in future?
4. Who is responsible for completing the Incident Form?
ASSESSMENT 1 AND REFLECTIONS
You will now complete Assessment 1 Quiz on Moodle.
Followed by:
Reflections and Wrap -up for Week 1
________________ END OF WEEK 1____________________________________
AUSTRALIAN WORKPLACE HEALTH AND SAFETY- WEEK 2
2.1 ACTIVITY – HAZARD RECOGNITION
Class Activity
Spend 5 minutes reviewing the Cartoon of an office scene on the next slide.
Write down every health and safety hazard that you observe and then discuss in class.
Challenge yourself – there are at least 30 to be found. Can you find them all?
2.2 HEALTH AND SAFETY MANAGEMENT
Health and Safety in the workplace is based upon having strong processes, systems, and controls in place
to eliminate or avoid or minimise the likelihood and consequence that a worker’s health, safety, or welfare
will be impacted.
This means that there is a strong focus on PREVENTION of incidents occurring.
PBCUs also need to monitor and manage on-going risks within the workplace and address new or changing
threats.
Where incidents (including near misses) occur they must be thoroughly investigated to identify root causes
and act upon that information to prevent future occurrence.
Legal obligation of employers (PBCUs)
1. identify risks and hazards in the workplace
2. assess risks and hazards identified
3. eliminate or minimise them as much as possible.
4. Continuously monitor workplace for emerging and changing risks and address these.
What is a Hazard and a Risk?
A hazard is something that has the potential to cause injury or harm to a person, property, or the
environment. It is a situation that can pose a threat to someone or something.
A risk is something that, if it happened, would have a negatively impact on yourself, others, or the
organisational objectives. The level of risk depends upon both the likelihood and the impact (potential
severity of harm) that could occur.
2.3 WORKPLACE HAZARDS
Workplace hazards are the sources of potential harm or damage to someone or something in any work
environment. It can be material or any activity that has the likelihood to cause injuries under specific
conditions. It should be eliminated as soon as they are identified to prevent workplace incidents or fatalities.
6 Common Types of Hazards in the Workplace
Workplace hazards can be overlooked since the business is not aware of them. Identifying workplace safety
issues can help prevent the likelihood of workplace incidents, accidents, or near-misses. OSHA identifies the
6 most common hazards in the workplace as follows:
1. Safety Hazards
A safety hazard is the most common type of hazard in many workplaces. It includes unsafe working
conditions that can cause injury, illness, or death. Here are the basic safety hazards in the workplace:
– Spills on floors or tripping hazards such as blocked aisles or cords running across the floor.
– Working from heights including ladders, scaffolds, roofs, or any raised work area.
– Unguarded machinery and moving machinery parts; guards removed or moving parts that a worker
can accidentally touch.
– Electrical hazards like frayed cords, missing ground pins, improper wiring.
– Confined spaces; and
– Machinery-related hazards (lockout/tagout, boiler safety, forklifts, etc.).
2. Physical Hazards
Physical hazards are factors within the environment that can harm the body without necessarily touching
it. Physical Hazards include the following:
– Radiation: including ionizing, non-ionizing (EMF’s, microwaves, radio waves, etc.).

– Prolonged exposure to sunlight/ultraviolet rays.
– Temperature extremes – hot and cold; and
– Constant loud noise.
3. Ergonomic Hazards
Ergonomic hazards occur when the type of work, body positions, and working conditions put a strain on
the body. They are the hardest to spot since you don’t always immediately notice the strain on the body
and the harm that these hazards pose. Short-term exposure may result in “sore muscles” the next day or in
the days following exposure while long-term exposure can result in serious long-term illnesses. Ergonomic
Hazards include the following:
– Improperly adjusted workstations and chairs.

– Frequent lifting.
– Poor posture.
– Awkward movements, especially if they are repetitive.
– Repeating the same movements over and over.
– Having to frequently use too much force, and Vibration.
4. Work Organization Hazards
Work organization hazards are stressors that cause tension, anxiety, or strain to workers. These can be
experienced in short term (stress) or long term (strain) that is associated with workplace issues such as
workload, lack of control and/or respect, etc. Here are work organization hazards examples:
– Workload demands.
– Workplace violence.
– Intensity and/or pace.
– Respect (or lack of).
– Flexibility/Control or say about things.
– Social support/relations; and
– Sexual harassment.
5. Chemical Hazards
Chemical hazards are present when a worker is exposed to any chemical preparation in the workplace in
any form (solid, liquid, or gas). Chemicals can be safer to others, but to some sensitive workers, even the
most common solutions can cause illness, skin irritation, or breathing problems.
Office workers may also be exposed to chemicals such as printer inks. In whiteboard and marker pens
there are solvents such as xylene, toluene and urethane resin that can cause irritation or allergic reaction
in some.
Workers should be aware of the following chemical hazards in the workplace.
– Liquids like cleaning products, paints, acids, solvents – especially if chemicals are in an unlabelled
container.
– Vapours and fumes that come from welding or exposure to solvents.
– Gases like acetylene, propane, carbon monoxide, and helium.
– Flammable materials like gasoline, solvents, and explosive chemicals; and
– Pesticides.
6. Biological hazards
Biological hazards are associated with working with animals, people, or infectious plant materials. Most at-
risk workers include those who work in schools, day-care facilities, colleges and universities, hospitals,
laboratories, emergency response, nursing homes, and outdoor occupations. However, all workplaces may
have these risks e.g., from rodent infestations, damp mouldy premises.
Here are the common types of biological hazards that workers may be exposed to:
– blood and other body fluids.

– fungi/mould.
– bacteria and viruses.
– insect bites; and
– animal and bird droppings.
2.4 What is Hazard Prevention
Employers, managers, and safety officials can reduce common workplace hazards by establishing adequate
safety protocols, hazard identification procedures, and conducting regular hazard assessments.
Conduct regular Ensure all staff Encourage staff

inspections of members are to report any
the work areas properly trained incidents/ issues
of concern
Provide a safe Keep accurate

working records of
environment incidents,
accidents, near
What is Hazard identification?
What is Hazard identification is a risk assessment practice that aims to identify and record safety risks and
work hazards to ensure the safety of workers and personnel. Hazard identification is usually done:
– when new processes, equipment, and/or machinery are introduced into the standard workflow.
– before each shift.
– in the performance of work.
– during formal or informal inspections; and
– after incidents occur.
Benefits of Identifying Common Workplace Hazards
It is the employer’s responsibility to inform, educate, and train their employees about workplace hazards.
It is paramount to ensure a safe and healthy environment not just for employees but for clients as well.
Early detection of hazards and implementing safety practices will help the business in achieving its goals. It
would also help:
– prevent numerous work-related injuries and illnesses.

– improve compliance with laws and regulations.
– reduce costly repairs and unexpected damages.
– improve employee engagement, productivity, and efficiency; and
– boost overall business operations.
How to Spot Hazards in the Workplace

Failure to spot hazards can often lead to serious injuries and dangers in the workplace. All safety and
health programs must consistently identify and assess hazards to ensure that all workers are safe and
protected.
A hazard identification procedure is done through a collaborative effort of employers and workers. A step-
by-step procedure could be as follows:
1. Gather information about existing hazards that are likely to be present in the workplace. See free
hazard identification templates.
2. Perform regular site walkthroughs to identify new hazards.
3. Review accidents and near-miss logs to further investigate the root causes and program
shortcomings. Browse free incident report templates.
4. Identify similar trends across all incidents, illnesses and hazards recorded. Also, consider hazards
that are present on non-routine jobs.
5. Determine the level of risk, significance, and frequency of each hazard to know which needs to be
prioritized. Download free risk assessment templates.
What is the Hierarchy of Control?
Workplace health and safety laws require duty holders to select the highest level of protection (control
measure) against a hazard that is reasonably practicable in the circumstances.
The hierarchy of control is a system of selecting the most appropriate control measures for managing risks
to health and safety using a step-by-step approach from the highest level of protection and reliability
through to the lowest and least reliable protection.
2.5 10 COMMANDMENTS OF WORKPLACE HEALTH AND SAFETY
Watch this informative video on best practices that help prevent workplace incidents.
https://youtu.be/vlyHxU6LeWA
Safety Video 10 Commandments of Workplace Safety
2.6 RISK MANAGEMENT
Risk Management Process:
1. Identify Risks
2. Assess Risks – Rating based upon Likelihood and Consequence
3. Select appropriate risk controls, or decide not to continue with an activity
4. Periodically review the process and the risk controls to ensure they are working and
preventing harm.
Organisation Procedures must identify risks in all categories:
– Physical
– Manual Handling
– Poor Ergonomics
– Mechanical Hazards
– Psychosocial Hazards
– Chemical or Biological
Recognise that risks may impact individuals in many ways:
Safety
e.g., hazards that may cause immediate physical injury
Health
e.g., hazards that may cause injury or illness over next few days, or weeks, years or even decades
ahead
Welfare
e.g., hazards that may impact the mental wellbeing of the worker
Other parties
Understand that risks may impact parties who are not directly connected with that workplace
e.g., workers wives who died after exposure to asbestos dust from their partners clothes.
e.g., sperm damage from chemical exposure may cause birth defects
2.7 RISK IDENTIFICATION ACTIVITY
Some suggested examples – you may have found many more.
2.8 INCIDENT MANAGEMENT
Incident management has a twofold purpose:
• Contribution – Identifying all the contributing events from the incident timeline.
• Consequences – Managing the effects.
Actions
1. All employees must be familiar with local procedures e.g., evacuation plan, alarm sounds etc
2. Designated responders should perform the roles they have been trained for e.g., fire wardens, First
Aiders
3. Golden rule is to check and address dangers first before helping casualties e.g., Stop Traffic before
helping victims in the road. Must minimise the threat of creating additional casualties.
4. Dangers may not always be obvious e.g., a victim collapsed on the floor may still be in contact with
a live cable. (In the UKs Novichok poisoning incident several responders who came to the initial
victims’ aid were harmed)
5. Check casualty and then send for help – internally and externally
6. Provide First Aid until medical help arrives
7. Report details of incident, persons involved, witnesses etc as soon as practical
First Aid Steps
Follow the DRSABCD procedure
Incident Reporting
‒ Serious Incidents are ‘Notifiable’ and must be reported to the State Regulator
‒ A ‘notifiable incident’ is - death of a person; ‘serious injury or illness’; or a ‘dangerous incident’

arising out of the conduct in the workplace.
‒ ‘Notifiable incidents’ may relate to any person employee/ contractor/public.
‒ ‘Notifiable incident’ must be reported immediately you become aware; within 48 hours of any
request from the regulator and must be preserved until an inspector arrives or directs otherwise.
https://www.safeworkaustralia.gov.au/system/files/documents/1702/incident-notification-fact-sheet-
2015.pdf for more information.
2.9 HEALTH AND SAFETY FOR PROFESSIONAL WORKERS
In general, Professional Workers have a lower risk of being involved in a workplace health and safety
incident than manual workers. Nonetheless, every occupation has risks and even a general office
environment will present hazards that may cause trips, slips and falls.
Furthermore, the impact of exposure to some hazards may go un-recognised; manifest itself after a long
period of time; or not clearly or exclusively be associated with the work environment. For example, long
hours of work in a predominantly desk bound job encourages a sedentary lifestyle which has long term
deleterious effect on health.
For Professional Workers the most significant H & S risk categories are:
Ergonomic
‒ Physical: poor workplace/workstation design, awkward body mechanics or postures, repetitive

movements, and other ergonomic hazards leading to trauma disorder
‒ Physical: lifting, manual handling
Organisational
‒ Physical: e.g., impact of long hours & sedentary lifestyle
‒ Physical & Mental: e.g., stress, high workload, responsibilities, bullying & harassment
Avoiding Ergonomic related injury
Workstations
- Set desk area-up optimally
- Use ergonomic equipment as required e.g., multi-adjustable chair, footrests, wrist rests, screen
filter etc
- Maintain correct posture and position
Workstation Exercise
- Get up and move around regularly

- Exercise at your desk
- Stretches, neck rolls, shoulder turns etc
Ways to reduce the risk:
– Lighten loads (break loads into smaller

quantities)
– Reduce bending, twisting, reaching
movements
– Use team lifting
– Use mechanical assistance (e.g., trolleys
and adjustable height workbenches and
seating)
– Prevent muscle strain and fatigue. This
includes warming up before working, taking
rest breaks, and allowing time to get used
to a new task
Organisational Hazards
Psycho-Social Hazards
Employees may be exposed to one or more psychosocial hazards that can seriously impact their mental
health. Some hazard categories:
‐ High workload or job demands
‐ Low workloads or job demands
‐ Exposure to traumatic events
‐ Role conflict or lack of role clarity
‐ Conflict or poor workplace relationships
‐ Poor support from supervisors
‐ Poor co-worker support
‐ Workplace violence and aggression
‐ Bullying & Harassment
‐ Inadequate reward and recognition
‐ Hazardous physical working environments
‐ Remote or isolated work
‐ Poor procedural justice
‐ Poor organisational change consultation
When managing psychosocial hazards

employers must:
- consider tasks and activities

that may increase risks to
groups e.g., younger, older,
new, diverse backgrounds, or
those with health issues
- the risk management process

should be fair and transparent:
identify reasonably
foreseeable risks; ensure risk
controls; and consider
individual workers’ needs.
Workplace Bullying
Workplace bullying is repeated and unreasonable behaviour directed towards a worker or a group of
workers that creates a risk to health and safety in the workplace.
Bullying can be psychological, physical, obvious, or subtle such as:
‒ abusive or offensive language or comments
‒ aggressive and intimidating behaviour
‒ belittling or humiliating comments
‒ practical jokes or initiation
‒ unjustified criticism or complaints.
‒ deliberately excluding someone from work-related activities
Examples of potential unreasonable behaviour include:
‒ offensive language or comments
‒ unjustified criticism
‒ deliberately excluding someone from workplace activities
‒ withholding information that is needed for work
‒ the allocation of meaningless tasks
‒ micro-management
‒ unreasonable deadlines.
Discrimination and sexual harassment are behaviours that contribute to bullying if they occur and may
be unlawful. Examples can relate to:
‒ sex
‒ pregnancy
‒ breastfeeding
‒ race
‒ homosexuality
‒ disability
‒ age carer's responsibilities
‒ marital or domestic status
‒ transgender status.
‒ and others
Employers must by law; and, by community expectation:
‒ where reasonably practicable, prevent or remove workplace risks to psychological safety
‒ where it is not possible to do so, reducing these factors and their impact.
‒ avoid discrimination and respect privacy.
https://www.safework.nsw.gov.au/__data/assets/pdf_file/0004/983353/Code-of-Practice_Managing-
psychosocial-hazards.pdf for more information on psychosocial hazards.
ASSESSMENT 2 AND 3
You will now complete the following Assignments:
Assessment 2 Incident Form
Assessment 3 Incident Investigation Report
• fill in an Incident Form based upon a workplace incident scenario involving an injury.
• written report 600 - 800 words based upon analysing and making safety recommendations for the
above scenario
REFLECTIONS
Reflections and Wrap-up for Day 2
APPENDIX 1
Suggestions for Health and Safety Enablers (See Page 5)
APPENDIX 2
Regulation Compliance Responsibilities Culture Technology
Nationally aligned Monitoring Self Community Plant, machinery &

Laws Expectation equipment
Investigation Colleagues
Regulations Embedded Eliminate/Mitigate
Penalties Management
Organisation Safety dangerous
Codes of Conduct
Compensation Third Parties Culture activities
Standards
Policies and Chain of Risk Management Monitor/Enforce
Industry Best Procedures responsibility of Activities Compliance
Practice
Insurance Prevention Process Design Support safe
Requirements operations
Training
Warn and override
(See page 12 for related activity)
Broken Lightbulb suggestions:

Your responsibilities include:
E. Manage Workplace Health and Safety, Operations & Compliance
- 32 - LG V1 October 2021
• take reasonable care of yourself
• not do anything that would affect the health and safety of others
• follow all reasonable health and safety instructions from your employer
AUSTRALIAN WORKPLACE COMPLIANCE – WEEK 3
ACTIVITY 3.1: WHAT ARE WAYS IN WHICH PEOPLE CAN DIFFER FROM EACH OTHER?
1. What are the ways in which people differ?
2. What impact does this have on the team / workplace?
E.g. Food preferences = catering for staff lunches or special
events
3. How important is it to be considerate of differences?
_______________________________________________________________________________________
_______________________________________________________________________________________
_______________________________________________________________________________________
3.2 PROTECTED ATTRIBUTES
Protected attributes are qualities, traits, or characteristics which, by law, cannot be discriminated against.
Protected attributes include:
 Age
 Gender
 Race
 Religion
 Disability
 Sexual orientation
 Transgender
 Pregnancy
 Marital status
In Australia, it is unlawful to discriminate on the basis of these protected attributes. Australia's federal anti-
discrimination laws are contained in the following legislation:
 Age Discrimination Act 2004

 Disability Discrimination Act 1992
 Racial Discrimination Act 1975
 Australian Human Rights Commission Act 1986
 Sex Discrimination Act 1984
This includes direct and indirect discrimination.
The following laws operate at a state and territory level:
 Australian Capital Territory – Discrimination Act 1991

 New South Wales – Anti-Discrimination Act 1977
 Northern Territory – Anti-Discrimination Act 1996
 Queensland – Anti-Discrimination Act 1991
 South Australia – Equal Opportunity Act 1984
 Tasmania – Anti-Discrimination Act 1998
 Victoria – Equal Opportunity Act 2010 \
 Western Australia – Equal Opportunity Act 1984
3.3 TERMINOLOGY – GROUPWORK 1
Match A-F with their corresponding numbers – you can draw an arrow across to the correct definition.
A. Disability 1. A person born with reproductive or sexual anatomy

that does not fit usual definitions of male or female
B. Ethnocentrism 2. Embracing complex differences and similarities

between groups of people
C. Direct discrimination 3. A physical or mental condition that limits a person's

movements, senses, or activities.
D. Intersex 4. A tendency to judge other people’s behaviour or

actions according to the standards of their own
culture
E. Indirect discrimination 5. When someone is treated unfavorably because of a

protected attribute
F. Diversity 6. When there is a rule that seems neutral but in fact

disadvantages someone because they have an
attribute covered by the Act.
Match A – F with the definitions:
A. Stereotyping 1. Caring for someone in a manner that is respectful of a

person’s culture and beliefs, and is free from
discrimination
B. Cultural sensitivity 2. A bias we are unaware of, that happens automatically

and influences how we act without us thinking about
it
C. Cultural safety 3. The practice or policy of providing equal access to

opportunities and resources for people who might
otherwise be excluded or marginalized
D. Unconscious bias 4. When one cultural group makes assumptions about

another cultural group and treats them unequally and
unfairly as a result
E. Racism 5. The practice of ignoring the uniqueness of individuals
by judging all within a group to be the same
F. Inclusivity 6. Respect of others’ religious and cultural beliefs and

ensuring there is unthreatening environment for
expression
3.4 GROUPWORK ACTIVITY 2
Groups are encouraged to develop an understanding of the legislation as well as explore what issues typically arise and how
their specific group can best be included in the workplace and discrimination and difficulties eliminated.
Part of the group conversations could also include what benefit that area of diversity brings to the workplace.
Group 1: AGE
What legislation is involved?
What are the advantages, what are the potential challenges?
What strategies can you use to promote inclusivity?
Group 2: GENDER / LGBTQ+
Advantages / challenges?
Group 3: DISABILITY
Group 4: CULTURE
3.5 DIVERSITY - AGE
The Age Discrimination Act 2004 states that you cannot discriminate against a person based on their age.
According to the Human Rights Commission research in 2014, older Australian’s experience barriers to entry in the workplace for
several reasons. Some of these are:
 not being aware of rights in the workplace
• finding it hard to get flexible working arrangements
• having out-of-date job search skills
• finding training, or getting new skills, to keep up
• health problems
• employers having an attitude, or behaviour, that discriminates against older people
(NOTE: 25% of Australians over 50 experienced age discrimination)
• issues with superannuation or savings for retirement
• problems with workplace environments and conditions
• not many choices for workers insurance.
Source: humanrights.gov.au 2014
Communication and embracing age diversity.
1. Age neutral language be aware that some words change their meaning over time. Be respectful of “old-fashioned”
terms and ask for clarification if someone uses a term that is archaic or no longer used e.g. Walkmans / iPods.
Do not make fun of expressions or terminology that are unfamiliar to you just because a different generation is using
them.
2. Never assume someone's skillset as people of all ages have different aptitudes, experiences and understanding.
3. Offer everyone training in emerging technologies; do not make assumptions about who needs training.
4. Generational experiences change the lens in which people view and interpret the world, use empathy and critical
thinking to think about how different people might interpret or react to experiences.
5. Generational preferences for communication styles: Do not make assumptions and find out what channel of
communication a person prefers. Your connection with that person will increase significantly if you use their preference
e.g. phoning to discuss / texting / sending email.
Suggested viewing:
“The Intern” with Robert de Niro and Ann Hathaway. The plot follows a 70-year-old widower who
becomes a senior intern at an online fashion website, where he forms a friendship with the CEO, a young
woman. The film explores age diversity and what different generations have to offer and learn from each
other.
3.6 DIVERSITY: SEX, GENDER AND LBGTQ+
The Sex Discrimination Act 1984 makes it unlawful to treat people less favourably than another person in a similar situation
because of their sexual orientation, gender identity or intersex status.
Gender identity discrimination is any unfavourable treatment based on identity, appearance, mannerisms or other gender-
related characteristics of the person. It does not matter what sex a person was assigned at birth or whether the person has
undergone any medical intervention.
Intersex status discrimination is any treatment that is different from anyone else based on physical, hormonal or genetic
features that are:
 neither wholly female nor wholly male

 a combination of female and male, or
 neither female nor male.
The Sex Discrimination Act also includes protection against discrimination based on sex, pregnancy, breastfeeding, marital status
and family responsibilities, as well as protection from sexual harassment.
There is also:
• Sex Discrimination Amendment 2013 (to 1984 Act)

• Human Rights and Equal Opportunity Commission Act 1986
Sexual Harassment is prevalent in the workplace, and it is the responsibility of everybody to put an end to it.
Sexual harassment, as defined under federal and state anti-discrimination legislation, is unwanted or unwelcome sexual
advances, requests for sexual favours or conduct of a sexual nature in circumstances which a reasonable person, having regard
to all the circumstances, would have anticipated this behaviour to cause offense, humiliation, or intimidation.
If you see somebody being sexually harassed, then speak to your supervisor or manager. You have a duty of care to support your
co-workers and help create and foster a safe work environment.
More than 9,600 people from a range of industries responded to the survey between 18 September and 30 November 2018. The
majority (68%) were women. Respondents were from all major sectors of the economy, from education and public services to
mining, finance and media. More than half of all respondents (54.8%) had experienced sexual harassment at their most recent
workplace or at a previous workplace, and a majority (64%) had witnessed sexual harassment at their most recent workplace or
at a previous workplace. Respondents had been harassed by a range of people, including co-workers, customers, or clients. The
largest group of respondents (38%) had been harassed by a supervisor, manager, or senior co-worker. Respondents who had
experienced sexual harassment had been subjected to a range of inappropriate behaviours, including crude or offensive remarks,
unwanted sexual attention, inappropriate sexual contact, and sexual coercion. Only 27% of those who experienced sexual
harassment ever made a formal complaint.
– Sexual Harassment in the Workplace Survey (https://www.actu.org.au/media/1385284/a4_sexual-harassment-survey-

results_print.pdf)
Communication and embracing diversity:
1. Avoid classifying people or making assumptions.

2. Be aware of terms or phrases that make stereotypical assumptions: “I’m not your mother, I’m not going to tidy up
for you.”
3. Keep your beliefs, prejudices, and personal values out of workplace communication.
4. Speak in a style that is inclusive of everyone.
5. Uphold company polices that protect the rights of individuals and report any inappropriate conduct that is sex,
sexuality or gender based.
6. Don’t assign projects based solely on sex, sexuality, or gender.
7. Don’t use terminology that defines a co-worker’s sex/sexuality/gender e.g. sheila, chick, gay, guy
8. Don’t comment on an individual’s personal relationship.
9. Use ‘gender identity’ rather than ‘gender’, ‘sexual orientation’ rather than ‘sexual preferences.’
10. Use ‘they’ rather than ‘he/she’.
11. Add free-text options to forms requiring a gender and a title to allow people to self-identify. Use the data to
improve future forms.
12. Mention shared parental leave, adoption, and surrogacy where relevant alongside maternity, paternity and
pregnancy.
Suggested reading:
https://twitter.com/manwhohasitall?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor
https://blogs.lse.ac.uk/equityDiversityInclusion/2016/05/five-tips-for-lgbt-inclusive-communications-at-
work/ by Hayley Reed, Co-chair of Spectrum, LSE’s LGBT+ staff network.
https://shegeeksout.com/seven-tech-tools-to-mitigate-bias-in-hiring/
GLAAD website
3.7 DIVERSITY: DISABILITY
Disability Discrimination Act 1992 (DDA) makes it unlawful to discriminate against a person, in many areas of public life,
including employment, education, getting or using services, renting, or buying a house or unit, and accessing public places,
because of their disability.
The key areas covered by the DDA are as follows:
Temporary and permanent disabilities Diseases or illnesses

Physical Physical disfigurements
Intellectual Medical conditions
Learning and psychosocial Work-related injuries
The DDA protects people with disabilities who may be discriminated against because they are accompanied by an assistant,
interpreter, or reader; they are accompanied by a trained animal, such as a guide, hearing, or assistance dog; or they use
equipment or an aid, such as a wheelchair or a hearing aid.
The act means that employers must provide reasonable adjustments e.g. flexible working hours, access to special equipment,
extra training to make it possible for a person with a disability to carry out their work.
According to the Human Rights Commission research in 2014, people with a disability experience the following barriers to
employment:
• Not being aware of rights at work.

• Employers having an attitude, or behaviour, that discriminates against people with disabilities.
• Difficulties in accessing training or education to improve skills.
• Loss of Disability Support Pension when hours of work are increased.
• Difficulties getting flexible working arrangements.
• Not having accessible transport or technology in the workplace.
• Finding it hard to negotiate reasonable adjustments in the workplace.
Source: humanrights.gov.au 2014
Communication:
• Person first language – disability doesn’t define capability.

• e.g. Person who is deaf, rather than “a deaf person.”
• Ask how or if you can assist, do not assume help is required.
• Talk to the person who is disabled, not the carer.
• Address the person, not the dog.
• Remember that physical impairment does not mean mental impairment.
• Adjust where necessary (ramps, font size, sound etc)
• Research the condition and seek to understand.
• Seek solutions to accommodate employment rather than focusing on the challenges.
• LISTEN.
Resources
BOOK: Growing Up Disabled in Australia – Carly Findlay
MOVIES: Temple Grandin (autism)

Taare Zameen Par – Dyslexia (Netflix)
The Fundamentals of Caring (Netflix)
3.8 DIVERSITY: CULTURE
The Racial Discrimination Act 1975 (RDA)

makes it unlawful to discriminate against a
person because of his or her race, colour,
descent, national origin or ethnic origin, or
immigrant status.
The RDA protects people from racial discrimination in

many areas of public life, including employment,
education, getting or using services, renting, or buying a
house or unit, and accessing public places.
The RDA also makes racial hatred unlawful.
Employees and potential employees
The RDA makes it unlawful to discriminate when

advertising jobs, during recruitment and selection
processes, when making decisions about training,
transfer, and promotion opportunities, and in the
terms, conditions and termination of employment.
A 2015 MCKINSEY REPORT ON

PUBLIC COMPANIES NOTED THAT
THOSE WITH THE MOST ETHNIC AND
RACIAL DIVERSITY IN THEIR
Fostering cultural diversity
MANAGEMENT WERE 35% MORE
• Develop understanding and acceptance if needed. LIKELY TO BE FINANCIALLY
• Acknowledge and accommodate customs. SUCCESSFUL.
• Zero tolerance for racism.
• Ensure avenues for complaint.
• Have an open mind.
• Show an interest and ask questions.
• Learn to pronounce foreign names.
• Develop multi-lingual resources where appropriate.
Communication with ESL speakers:
1 Do not make assumptions about language levels and adjust according to the feedback you receive.
2 When required, slow down and speak clearly without patronising.
3 Plain English and avoid idioms, colloquialism and slang, acronyms and jargon.
4 Body language and facial expressions are important.
5 Use different methods of communication (signs, follow up emails after conversations).
Cultural safety: where all workers can work effectively cross-culturally.
Cultural awareness: sensitivity and understanding of other cultural practices and needs.
Cultural competence: ability of a person to effectively interact, work, and develop meaningful relationships with people of
various cultural backgrounds.
Cultural inclusivity is about exercising all three of the above and learning about different backgrounds. Application can be in
daily interactions, for example arranging food provisions to meet requirements such as Halaal, vegetarian, kosher, beef-free,
pork-free sandwiches etc for working lunches or other events.
Learning about special festivals and cultural observances and ensuring there are not work functions planned around those times
and that all employees are able to attend is part of making a consistent effort to be inclusive.
Fostering diversity can also be achieved by providing prayer rooms where possible and decorating according to cultural events
(Chinese New Year, Diwali etc)
Barriers for Aboriginal and Torres Strait Islanders:
COMPOUNDED ISSUES COMPARED WITH NON-ABORIGINAL & TORRES STRAIT

History eg stolen generation Imprisonment rate 13 x higher
Lack of institutional trust Unemployment 3x higher
Access to training 59% of weekly income
Separation from family groups Twice as likely to be renters
Cross cultural training in workplace 50% receiving housing assistance
Life expectancy 17 years lower
50% or less completed Year 12
http://www.aihw.gov.au/publication-detail/?id=6442468085, www.workingwithatsi.info, www.humanrights.gov.au
Reconciliation Action Plan – RAP
This is a strategic document to drive an organisation’s contribution to reconciliation both internally and in the communities in
which it operates.
The RAP Program contributes to advancing the five dimensions of reconciliation by supporting organisations to develop
respectful relationships and create meaningful opportunities with Aboriginal and Torres Strait Islander peoples.
There are five dimensions of reconciliation: historical acceptance; race relations; equality and equity; institutional integrity and
unity and four RAP types that companies or organisations can choose from to begin their RAP. Each of the four RAP types
(Reflect, Innovate, Stretch, Elevate) set out the minimum elements required from the organisation to build strong relationships,
respect and opportunities within the organisation and community.
https://www.reconciliation.org.au/reconciliation-action-plans/
Welcome to Country
Only Aboriginal people (Traditional Custodians) can perform a “welcome”
Everyone else does an “acknowledgement”
e.g. “I would like to show my respects and acknowledge the Bedegal people who are the Traditional Custodians of the Land on
which this meeting takes place.”
If you are responsible for presenting the acknowledgement, it is a good idea to research who the traditional custodians are of
the area where you are meeting to personalize your acknowledgement.
Commonly used in government, universities and voluntary sector, varies in business environments and tends to be used for
special events and conferences.
https://museumsvictoria.com.au/immigrationmuseum/at-home/virtual-tours/
3.9 UNCONSCIOUS BIAS
Watch
https://www.youtube.com/watch?v=i_52T8ufdZM
Write the names of your 3 closest friends / colleagues:
3.10 CORPORATE CULTURE AND DIVERSITY
Does your company celebrate diversity?
What more could it be doing – is just a one-day-a-year acknowledgement?
ASSESSMENT 1
Complete Assessment 1
Questionnaire – go through the questions in your assessment and complete this afternoon.
REFLECTIONS
Reflections and Wrap -up for Day 1
AUSTRALIAN WORKPLACE COMPLIANCE – WEEK 4
ACTIVITY 4.1 CLASS DISCUSSION
1. What does business etiquette mean?
2. How does business etiquette in Australia differ from what you are used to?
3. What have you learned about business etiquette in Australia?
4.2 GROUPWORK 1
In your groups, agree on the words that most describe “Workplace Culture” and “Workplace Communication”. There
might not be group consensus, in which case circle any words that someone mentions and note examples to support
your choices.
(You may have different interpretations of what some words mean – discuss them.)
Workplace Culture
Modest Authentic Laid back Serious Punctuality Privacy
Casual Socialise Hierarchical Relationships Conservative dress code
Relaxed dress code Long hours Relaxed Trusting Long lunches
Value qualifications Respectful High expectations Customer service
Workplace Communication
Eye contact Authentic Laid back Texting Casual Formal
Immediate responses Small talk Direct 24/7 communication
Honest Swearing Humour Templates Accuracy
Personal Consultative Respectful Tactful Open
Emotional Factual Politics Body language 9 – 5 communications
Debrief:
What were your group experiences and observations?
4.3 GROUPWORK 2
You’ve been asked to prepare a short talk as part of an induction process for a new group of graduates joining
Absolute Accountants Pty Ltd. You have been chosen because you will be able to identify with the graduates as
International graduates new in Australia. The purpose of your presentation is to help them understand the culture
at your company and what to expect.
Group 1 – Organisational Culture
Explain what you see your company culture as
How is that culture shown in your company?
What is the hierarchical structure and how does that manifest?
Group 2 – Organisational Policies (Communications, Diversity, Code of Conduct – others?)
What are the policies your new graduates need to be aware of?
Without detailing each one, explain what they are for.
Group 3 – Small Talk and Workplace Socialising
What do the graduates need to be aware of about Australian workplace culture re small talk
What are “safe” topics and what are “taboo”?
What guidance can you give them about building relationships at work
Group 4 – Personal Presentation, Dress Code, Workstation Set-Up
What guidance and advice can you give regarding expectations of appearance and dress?
What should the new recruits keep in mind about their work area?
Group 5 – Challenges
What challenges do you think they will face – what experience and words of wisdom can you share?
You might want to highlight employment contracts and legal rights too.
What advice can you offer? What reassurances can you give them?
What will help them best “fit in” as soon as possible?
4.4 ORGANISATIONAL CULTURE
What is an organizational culture?
Harvard Business Review defines culture as: the tacit social order of an organization: It shapes attitudes and behaviors in wide-
ranging and durable ways. Cultural norms define what is encouraged, discouraged, accepted, or rejected within a group. When
properly aligned with personal values, drives, and needs, culture can unleash tremendous amounts of energy toward a shared
purpose and foster an organization’s capacity to thrive.
https://hbr.org/2018/01/the-leaders-guide-to-corporate-culture Harvard Business Review, The Leader’s Guide to Corporate

Culture
Organisational culture (used interchangeably with corporate or workplace culture) is the sum of the internal values and
behaviours of an organisation. It encompasses the ways of thinking, beliefs and approaches the employees take and includes the
perceptions of the employees of how the organisation works. It is descriptive rather than prescriptive, although leaders and staff
can undertake to try to influence and change the culture as they see fit. A culture can change over time and is subject to
numerous influences, including the people, environment, policies, practices, rules, regulations, stresses, strategies, and social
changes around the organisation.
WORDS THAT COULD DESCRIBE AN ORGANISATIONAL CULTURE:
Progressive Inclusive
Flexible Collaborative
Motivating Collegiate
Fun Engaging
Transparent Empathetic
Connected Encouraging
Autonomous
What words would you choose to describe the organisation culture where you work?
Have you heard negative words to describe company culture? e.g. toxic
Glenn D Rolfsen – Changing Unhealthy Work Environments
https://www.youtube.com/watch?v=eYLb7WUtYt8
4.5 ORGANISATIONAL POLICIES
Most companies will have:
- Work Health and Safety Policy. ...

- Bullying, Harassment and Discrimination Policy. ...
- Code of Conduct. ...
- Drug and Alcohol Policy. ...
- Leave Policy. ...
- Grievance Policy. ...
- Performance Counselling and Discipline Policy. ...
- Internet and Email Policy.
- Privacy Policy
- Diversity Policy
- Communications Policy
TRUE OR FALSE?
1. A code of conduct is a set of rules outlining the social norms and rules and responsibilities or work practices for
employees and organisations
2. Codes of conduct provide information about company history
3. Codes of conduct provide information about company expectations for employees focusing on behaviour at work
4. Codes of conduct could include information about diversity, work health and safety and client relationships
5. Codes of conduct specify work tasks and daily activities that should be completed
What will you need to think about in each of these situations if they arise during your internship?
1. Talking about company information to a friend

2. Taking a call from the media asking for comment on the company
3. Responding to negative comment on company Facebook page
4. Responding to positive comment on company Facebook page
5. Accepting Chanel sunglasses as a gift from a client
6. Accepting chocolates as a gift from a client
7. Using your work email to send a private email
4.6 SMALL TALK AND WORKPLACE SOCIALISING
Good topic choices include:
• Sports and hobbies – finding out someone’s favourite code or team is a good way to build rapport and have a
connecting topic to discuss e.g. I saw the Paramatta Eels drew last night…
• Holidays
• The weather
• Work meetings
• Computer games
• Music
• Fashion
• TV / Movies
Topics requiring much more judgement (tread with caution…)
• Politics
• Co-worker’s role in the business (this can lead to back-biting and gossiping)
• Relationships
• Personal problems
• Health issues / operations
• Salary
• Sex
• Religion
Guidelines for socializing at work:
• Don’t be a loner.
• Don’t force things.
• Be inclusive but also selective.
• Try to find a mentor.
• Four ways to connect.
• Be engaged and show interest.
• Be friendly and considerate.
• Ask questions but don’t gossip.
• Offer to help.
Consider these questions:
Why is important to build good relationships at work?
What skills or qualities do you think you need to focus on to foster better work relationships?
4.7 SELF PRESENTATION AND ATTIRE
Business Attire
Business casual *Chic = elegantly stylish
Guidelines for grooming in the workplace – women Guidelines for grooming in the workplace - men
1. Makeup should be subtle and kept to a 1. Shave every day unless you have a neatly
minimum. managed beard.
2. Never wear contrasting undergarments under 2. Keep nails short.
tight tops – it will show. 3. Use deodorant/anti–perspirant.
3. Matt shades in lipsticks. 4. Darker suits carry more authority.
4. Keep nails polished and clean. 5. Avoid check shirts – wear plain white, blue,
5. No buttons missing from shirt / blouse. cream or beige.
6. Avoid chunky jewellery. 6. Legs of the trousers must not be too short
7. Use deodorant/anti-perspirant. or too long.
8. Minimum use of perfume. 7. White socks or sports socks are out.
9. Skirt length appropriate for workplace 8. Avoid ‘novelty’ ties.
Guidelines for grooming in the workplace - men
If you’re unclear of your company’s dress code – ask. It’s also a good idea to find out if there’s a policy for client visits
– there may be different expectations for going out of the office. Communicate with the client for site visits and find
out if there are dress code requirements, e.g. Dress-down Fridays, flat shoes for construction sites etc
4.8 EMPLOYMENT CONTRACTS
What you need to know:
• Many employees commence with a business /company on a contract.

• Review period can be 3/6/12 months or any other as determined by agreement.
• If an employee believes a contract is unfair, they can seek advice from the fair work ombudsman.
• The ombudsman also supplies advice about the contract if the employee believes a mistake has been made.
Employer has responsibilities to:
• Draw up the contract fairly and transparently.

• Ensure the correct remuneration is paid.
• Make sure the expected hours of work are detailed.
• If KPI’s are inserted into the contract, make sure they are achievable.
• If a review is to be conducted ensure timeframe is realistic.
• Ensure that sick leave and carer’s leave (if applicable) is shown.
• Ensure that annual leave is shown and explained (including loadings, if any).
• Ensure that confidentiality clauses are not too restrictive.
Employee has responsibilities to:
• Read the contract before signing – making sure it’s correct.

• Ask questions if unsure about any clauses in the contract.
• Seek clarification on any policies or procedures you are not sure about.
• Provide the details necessary for salary direct credit.
• Read the clauses about review and salary increases if inserted into the contract.
• Clarify anything else you are unsure about.
Watch
https://www.youtube.com/watch?v=r540VOIVufc -
Workplace Trust and Transparency- Ben Hempstead
Read:
https://www.mybusiness.com.au/human-resources/6039-unlimited-leave-for-staff-this-business-says-yes
• What do the video and the article have in common?
• Have you worked in a company where you think this approach would work?
• What do you see as the risks?
• What do you think the benefits would be?
• How could you make it work in an organisation – what would need to change?
ASSESSMENT 2
Complete Assessment 2
Questionnaire – go through the questions in your assessment and

complete this afternoon.
REFLECTIONS
Reflections and Wrap -up for Day 4

Study Period E - Workplace Health and Safety and Workplace Compliance LG V1

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Module 1: Australian Workplace Health and

Safety Professional Year Program

This study period addresses the following two modules:

Australian Workplace Health and Safety

Australian Workplace Compliance

 Recognise individual differences and respond appropriately

AWHS – AUSTRALIAN WORKPLACE HEALTH AND SAFETY WEEK 1

1.1 WHAT IS WORKPLACE HEALTH AND SAFETY(WHS)?

Q. What is Workplace Health and Safety (WHS)?

A. Management of the risks to Health and Safety of everyone in a workplace.

– Facilitate staff retention

– take care of their own health and safety

WHS requirements in Australia

– Act – outlines your broad responsibilities.

In some states there is a different regulator for workers' compensation.

1.2 EVOLUTION OF THE AUSTRALIAN WHS CULTURE

From: 1960’s To: 2020’s

 Minimal Regulation  Extensive regulation

 Primarily individuals are responsible  All stakeholders accountable for safety

 **chain of responsibility may extend within

Safety embedded in products

A brief History of Australian WHS development

Initially the main focus was on:

Safety – Prevention of traumatic death and injury (e.g., moving machinery)

With increasing focus on:

Raising the bar to include:

1.3 DRIVERS AND ENABLERS FOR TODAYS WHS CULTURE

Evolving Community Expectation

- Accepting death & injury at work is no longer ‘normal’ or ethically tolerable

(1972 Robens Report was a landmark in this journey)

- Businesses risks serious reputational damage e.g., James Hardie

Consequences of Poor WHS Regulation

- Employers not incentivised to incur additional costs of safety

- Inadequate penalties, fines, compensation, prison

- No chain of responsibility – Lack of accountability

Enablers for Australian Health and Safety Culture

These may be characterised under the following categories:

Take a look at this short mini lecture which provides an

Workplace Health and Safety Legislation in Australia, mini lecture

Current WHS Law

‘Employers’ are defined as a Person Conducting a Business or Undertaking (PBCU)

WHS Act objectives

- elimination or minimisation of risks and hazards

- the highest level of protection against risks as is reasonably practicable.

- fair and effective representation, consultation, co-operation, and issue resolution

- advice, information, education, and training

- effective and appropriate compliance and enforcement measures

Laws and Regulations in Victoria and New South Wales

Acts: Occupational Health and Safety Act 2004 (Vic)

Work Health and Safety Act 2011 (NSW)

- Provides a general overview of how to make workplaces safe and healthy.

- Outline legal responsibilities and duties of an employer.

Regulations: Occupational Health and Safety Regulations 2007 (Vic)

Work Health and Safety Regulation 2017 (NSW)

- Peak body for Standards

- non-governmental not-for-profit organisation

- Facilitates development of new and existing Australian Standards

- leads local adoption of International Standards.

- develops specifications, procedures and guidelines for products, services, and

For more details take a look at

Victoria - Compliance Codes - https://www.worksafe.vic.gov.au/compliance-codes-and-codes-practice

NSW - Codes of Practice - https://www.safework.nsw.gov.au/resource-library/list-of-all-codes-of-practice

END OF WEEK 1____________________