• 3 Fundamental Reasons for Managing WHS – Workplace Health and Safety

    training programs, mental health training, health and safety, professional training, WHS training, WHS, Professional development training
    September, 2021

    3 Fundamental Reasons for Managing WHS – Workplace Health and Safety

    training programs, mental health training, health and safety, professional training, WHS training, WHS, Professional development training

    Most organisations in recent times pay lots of importance to health and safety as managing health and safety is not only a priority but a value to any organisation in Australia. Right from the designing phase to the operation and implementing phase, WHS – workplace health and safety plays a major role.

    There are three fundamental reasons why organisations should manage health and safety risks

    • Legal reason
    • Financial reason
    • Ethical Reasons

    Let’s explore the reasons for managing work health and safety risks:

    Ethical Reasons

    Ethics is a process of moral principles. It affects how people make choices and manage their lifespan. It is broadly accepted that ethical reasons should be the main motivation for risk management, even if this is in fact open to debate in some cases. Ethical reasons are based on the idea that the employer should take care of his employees. One does not expect to endanger life and limb, or physical health, as a condition of employment.

    We should not be allowing workers to become ill, hurt or injured in the workplace. It outlays society upwards of $62 billion every year to help people make a full or partial recovery from workplace accidents. We all know employers must provide a safe place to work, but once we have marked the tick box, that doesn’t mean we can simply disregard safety after that. We have to guarantee everyone whom follows our safe working methods, involved in policy making, risk management and developing safe working procedures. This will ensure our workforce to be entirely engaged in our methods in workplace safety.

    Employees expect every employer to demonstrate appropriate health and safety programs for their workers. It is unethical to put workers in situations where their health and safety are at risk. Statistics relating to accidents/incidents and ill health assist in reinforcing that health and safety should be managed effectively.

    In addition to the mandatory duties owed by the employer to his employees, they also have a ethical obligation to protect other related people’s health and safety which may be affected by their work and actions to their contractors, subcontractors, volunteers, clients or other stakeholders.

    Legal Reasons

    Organisations have to comply with the health and safety legislations and laws. There are criminal laws derived by the Australian Parliament, subsequently by the state/territories.

    There are strong legal reasons for employers to manage risks, as the law states:

    • Employers must ensure, as far as reasonably practicable, workplaces, equipment, machinery, and processes under their control are safe and non-hazardous to health.
    • Employers must ensure, as far as reasonably practicable, chemicals, material and organic matter and their subordinate agents are not exposed to health risks when appropriate protective measures are taken.
    • Employers must provide, where necessary, adequate protective clothing and protective equipment, to avoid, possible, risk of injury or adverse health effects.

    We all must follow the law, and set our safety objectives to meet legislative obligations in order to avoid criminal charges and prosecutions. Businesses across Australia are identifying and enforcing the most appropriate standards of health and safety in their workplaces in order to better position themselves to manage business operations.

    Financial Reasons

    Businesses that face health and safety risks are always more successful than those that do not. Events such as accidents or poor health can lead to significant direct and indirect costs.

    Accidents and illnesses can be very expensive. These costs can arise from direct risks, such as sick pay, impaired equipment repairs, fines, and legal fees, or it can be very difficult to allocate amounts such as lost orders and business disruptions. In practice, the costs that are most difficult to calculate are often much higher than those that are easier to calculate.

    These insurance policies will cover other costs of accidents and illnesses, e.g. claims for compensation from employees and motor vehicle injuries. However, many costs cannot be avoided, such as:

    • Product and materials;
    • Lost production;
    • Legal costs in defending civil claims, prosecution, or coercion;
    • Penalty for crime;
    • Extra time and other temporary staff costs to replace the injured;
    • Time spent investigating the accident and other administrative costs (including manager time);
    • Loss of qualified and/or experienced employees;
    • Consequences of employee behaviour and decline that resulted in low productivity.

    Hidden costs or indirect costs can be from 8 to 36 times the known cost of insurance. This was shown as a “tip of the iceberg” model – where most of the costs (those unprotected) were hidden underwater.

    Some of these costs have an unestimated amount. This underscores the difficulty the organisation may have in trying to determine the actual cost of an accident in a business. The company may not have enough people with the right level of expertise and time to do the analysis. They may not even realise that other expenses exist and have completely lost them. Organisational culture may mean that many events have never been reported and therefore have never been included in the calculations used as a cost basis. Some costs may not be known accurately for a long time, e.g. where the civil case is on-going and there could be a major compensation award. Finding the actual cost of the impact of subtle factors such as loss of character (leading to lower productivity) and loss of public interest/image (resulting in lower sales) would be impossible.

    WHS and Training Compliance Solutions have extensive training programs that assists employers to meet their ethical, financial and Legal obligations. So, if you don’t have an internally competent person who can deliver your health and safety, professional development and mental health training call 0754 992 406 and ask to speak with a member of our team about your training needs. We have divided our training programs into three sections:

    1. Professional Development Training: If you are considering training yourself or your staff on professional development courses, we have a various number of courses for all levels within a business. Our professional development courses provide employees unique skills to develop their problem solving, decision making, and communication.

    Professional development courses are delivered, online, onsite and classrooms in public setting.

    Some of our programs are – HBDI Assessment/Consultation, problem solving, decision making, and communication. During the training you will be given a unique opportunity to apply newly-learned skills and processes instantly. These programs are copyright protected and we are certified to deliver our unique professional development programs Nationally and Internationally.

    1. WHS Training: If you are considering training yourself or your staff on health and safety, we have a number of courses for all levels within a business. Our WHS training programs are designed to provide comprehensive information to Managers and Supervisors, and employees. Our training programs are carefully designed to provide information not only on legal obligations, but also ethical obligations of employers in the workforce. Some of our courses are – WHS for Managers and Supervisors, WHS Committee, Workplace Bullying and Harassment, Fatigue Management.
    2. Mental Health Training: If you are considering training yourself or your staff on preventative and intervention courses on mental health, we have a number of courses for all levels within a business. Prevention training programs reduces the incidence of mental health problems. We have modelled our services as prevention and intervention programs. The customer feedbacks provided us those workplaces are showing improvements after they received training.

    Some of our preventative training programs are mental health awareness, stress management, thinking preferences (Whole Brain Model), and Developing a Resilient Mindset. The intervention programs are Mental Health First Aid (MHFA), Youth Mental Health First Aid (YMHFA), MHFA Refresher, and YMHFA Refresher.

    Contact us for more information on Professional Development Courses, WHS Courses and/or Mental Health training.

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