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Integrating health wellbeing and productive workplaces

This Workers' Compensation Regulator webinar will help return to work coordinators appreciate how the integration of health, wellbeing and productivity can benefit your workplace.

Having a safe and healthy business is good business - it can increase worker productivity and moral, enhance your reputation and reduce injuries and associated costs to your business.

Jo Kitney is the Director of Kitney Occupational Health and Safety and has over 20 years' experience working with small, medium and large organisations. By watching this webinar, you'll be able to see if your processes and procedures are effective and systematic in managing work health and safety and return to work in your business. Jo discusses:

  • people at work
  • worker health and wellbeing
  • work health and safety management systems
  • integrating health, safety and wellbeing
  • useful tools and resources to achieve better outcomes.

Download a copy of this film (ZIP/MP4, 8MB)

  • Read transcript
    • Integrating health, wellbeing and productive workplaces

      Health and Safety Series - Webinar

      by Jo Kitney

      Slide 1
      Slide 2
      Facilitator:
      Good afternoon and welcome to today's webinar on Integrating Health, Wellbeing and Safety. This is a Healthy Workers Initiative funded by the Queensland Healthier, Happier Workplaces. My name is Rachel Hawkins and I will be your facilitator for today.

      Slide 3
      Before I introduce you to Jo Kitney our expert presenter we have some tips on making the most of your webinar experience. Firstly the presentation will go for approximately 50 minutes and you can ask questions at any time using the box on the right hand side of your screen. We've got some instructions on the screen for you now.

      Slide 4
      Also to encourage you to interact throughout the presentation we will ask you some poll questions. Again, a simple prompt will pop up on the right side of your screen and you will have a brief moment to respond to those. A copy of this webinar will also be emailed through to you shortly and available on the website. There is some webinar assistance for you so if you're having audio issues please use the chat box on the right side of the screen and we will have our IT expert assist you and you may be asked to provide your telephone contact number.

      Slide 5
      Now on to introducing our webinar presenter. Jo is the director of Kitney Occupational Health and Safety and has over 20 years experience working with small, medium and large organisations. Her experience includes heavy industry, manufacturing, local Council and service industries and she is known for her drive to create safe, healthy and productive workplaces.
      Jo is a highly experienced and qualified health and safety professional and she's worked with a range of clients across different industries and today she will be providing the rationale behind the Organisational Systems Benchmarking Tool. I've heard Jo speak before. She's an excellent presenter. So sit back and enjoy the next 50 minutes. Over to you Jo.

      Slide 6

      Slide 7
      Jo Kitney:
      Good morning Rachel and thank you for your introduction. I'm absolutely delighted to join Workplace Health and Safety Queensland's Healthy Worker Initiative Unit for this webinar and really pleased to present on integrating health, safety and wellbeing to create safe, healthy and productive workplaces.
      So over the next 20 minutes or so I'll talk about five main areas. We'll talk about the importance of people at work, the connection between health and wellbeing at work, the rationale behind work health and safety manuals and management systems, we'll look at some opportunities to integrate health, safety and wellbeing at work and also briefly talk about a number of really useful resources that small or medium size enterprises or businesses will find useful. The combination of these areas should really provide you with a good background and information to help you make decisions about how to integrate health, safety and wellbeing not just together but also over part of the wider systems and processes that you have in your business.

      Slide 8
      But perhaps the starting point for thinking about what actions you might take is to ask the question 'Why?' So why do we want to introduce health and wellbeing at work and why do we think about going beyond health and safety compliance? Well quite simply it's because people are an essential to organisations. So however large or small and particularly so for small businesses, people are recognised as an essential ingredient and some of you may be familiar with the work and management quotes of Peter Drucker, the Austrian-American Management Consultant. One important quote from his work in the 1960s was the recognition that 'people are an essential ingredient in every organisation' and I would say that this quote stands as true today as it did 50 years ago and will continue so into the future.
      If you look around your own organisations, your staff will be one of your company's greatest assets and at times, potentially one of its greatest costs. So it's actually really important to care for your staff, to protect and support them for your business to thrive.

      Slide 9
      So if we look at people in the context of health, safety and wellbeing at work the four Ps model – premises, processes, plant and people – is a simple but really useful way of representing safety, health and wellbeing at work. This four Ps model is something that I've used in health and safety over the last 20 years and is a helpful reminder to include people in health and safety management because when we look at work health and safety legislation we know that it establishes duties for providing a safe workplace, safe work processes, plant, equipment and to protect health and safety. But what health and safety legislation doesn't address is how to manage risks associated with people. So by going beyond compliance and managing or looking after our people we also manage people as an important risk to the business.

      Slide 10
      So if you have a look on the slide here you'll see that there are two main considerations for managing health and wellbeing for people at work. You can see that work can impact on people and people can impact on work. Now when the risks are not managed, that is that work can affect health and workers' health can affect work, this can cause an imbalance and problems in the workplace for workers and their lives outside of work. So having worked in health and safety now for over 20 years I'm really delighted to see the real shift and move towards including health and wellbeing and not just the focus on health and safety compliance in the workplace.

      Slide 11
      If you have a look around your own workplaces you may have examples of where the combination of work-related factors - so that might be the tasks or the hours of work – combined with personal factors of staff – this might be their lifestyle or habits – can adversely impact on the health of the worker and ultimately on the business outcomes. You may see this as lost time, absence from work, incidents and perhaps an increase in workers' compensation payments. So managing these risk factors is a really critical part of managing business and health, safety and wellbeing at work.

      Slide 12
      So having established that the health of workers really matters it's quite helpful to take a look at some of the latest data on the health of Queenslanders and we can see some real opportunities to improve health and manage risks. If you look on the slide here you'll see some statistics from Queensland Health for 2014. If you take a moment to look at the slide you'll probably agree that it's fair to say that in most workplaces there will be some workers who could improve their health.

      Slide 13
      If we think about taking this concept one step further and then we look at the impact of chronic disease which is often caused by poor health or lifestyle choices we can see on the slide for example that workers who smoke have a 38% higher risk of work-related injury than those who have never smoked. You can also see some other important statistics that look at chronic disease and injury or absence within the workplace.
      I'd like at this point to run a poll and ask your view. So the question is by what percentage is injury rate higher for obese or overweight workers compared to healthy workers?

      There are some options to choose from.

      Slide 14
      There are some options to choose from in relation to that poll. So the percentage options are 7%, 10%, 13% and 20%. I'll give you about 20 seconds or so just to answer the question and then we'll have a look at the answer.

      Okay. Thank you for your response. We're just going to close the poll and then we'll be able to have a look at the answers that are given.

      We'll just be another five seconds and then that poll will close.

      Slide 15
      Okay. So the answer to the injury risk is 13% higher for obese or overweight workers compared to healthy weight workers. I'm just waiting for the poll results to come up on my screen which should be here in just a couple of seconds. So, we're just having a look at the results here. Twenty-four% were correct in guessing 13%, 67% guessed 20. So I guess the good news is it's not 20% but it's still a significant percentage at 13% within the workplace.
      So one of the biggest challenges facing many workplaces is ageing workers and we see a lot within our own consultancy practice of an increasing number of companies wanting to set up health assessments and fitness for work programs and to support staff manage complex work capability and injury cases. So that might be a combination of both health but also as a result of a general ageing of the population within Queensland.

      Slide 16
      So from the previous slides we've seen the connections between health, wellbeing and work and you can now see on the slide here the very real connections between health and wellbeing and business capability. So why is business capability important? Well we need it to deliver on the services and products we provide to customers and clients. So business capability isn't of course the only reason for looking to improve health and wellbeing, however it is a really important reason and where we provide a safe workplace and we encourage staff to be healthy and have good business practices to support this, the business gains through improved attendance, productivity, reduced incidents and reduced loss.

      Slide 17
      So having established the connections between health, safety and wellbeing and work we can now look at ways to introduce health and wellbeing within the workplace. There are a number of ways to do this and we often link health and wellbeing within a health and safety management system or broadening it out into risk or HR or broader business strategies. But in this presentation here I'll just focus on health and safety management systems which is a framework used by many organisations to fulfil its obligations and commitments.
      The system itself contains the policies, procedures, forms and templates in order for the business to meet its obligations and these may be a physical manual, it may be part of the company's directory structure, may be on an intranet or perhaps in a cloud-based solution.

      Slide 18
      The size and scale of the management system will really differ from business to business and often we see simple systems in small or medium sized businesses with more complex systems in larger organisations. So for a small or medium size business a simple system might contain a basic health and safety manual or plan. It'll usually contain some work instructions or procedures, perhaps some Safe Work Method Statements and the forms and templates that are needed in order to manage health and safety. So these might include your training register, your induction forms or hazard and incident report forms. We find in our services that quite a lot of our work, perhaps about 50%, is in helping businesses to develop their health and safety management system. These may be to meet health and safety compliance requirements but also perhaps to secure tenders, to meet customer or contractor requirements and so done well, they can really reflect what goes on in the business and how things are managed.
      I'd like at this point to run another poll and this poll is intended to look at – it would be interesting to know whether your organisation or business has a manual or a management system in place.

      Slide 19
      The poll is anonymous and it's really a simple 'yes' or 'no' answer. So for those of you who have a health and safety or management system in place the answer would be 'yes' and for those who do have a health and safety or management system in place, the next question of course is "Is it being used?" I'll just give you about 20 or 30 seconds to answer those questions and then we'll have a look at the results that are given.

      Okay. So the poll has just closed and I'll just ask the IT expert to just bring the results up onto my screen which is fantastic. Okay. Are we sharing those results with those that are listening? Fantastic. So you can see the answers on the actual slides here that 92 out of 101 who are listening to the webinar have actually got a health and safety manual or management system in place and of those, 89 are actually using it. So that's a really fantastic result and great to see. But if you don't have your health and safety management system in place now is a really good opportunity to either take it off the shelf or to think about developing one so that you can actually use it as a part of your wider business management. For those that do have a health and safety manual or management system in place it'd be a really great opportunity to look into it and see whether you're actually accounting for some of your wider health or wellbeing needs for your workforce.

      Slide 20
      So now we're going to move on and just look at some opportunities to integrate health, safety and wellbeing within the workplace. These don't need to sit just within health and safety or a health and safety management system but it's a really good place to document how things will be done. If you have a look on the slide here you'll see that there are two parts to the slide. You've got some dot points on the one side and then a diagram on the other. If we just give some consideration as to why we actually put health and safety in the workplace and how to do it, really the intention of health, safety and wellbeing is to build on the aims of work health and safety which is obviously to protect workers' health and prevent injuries in the workplace.
      It's also to encourage physical and psychological health and to do that we really need to think about what resources and support need to be put in the workplace in order to help our staff makes those healthy decisions and follow through on some of their health and wellbeing goals. So very much integrating health, safety and wellbeing is a shared responsibility. It's a really good opportunity to talk not only at a management level but also with your staff or perhaps your health and safety representative to think about how you could integrate your wellbeing within the workplace.
      Rachel Hawkins:
      Hi Jo. We've actually just got a question if that's all right? From your experience how best to get that shared responsibility or engagement in the community or even within the workforce?
      Jo Kitney:
      Thanks Rachel and that's a really, really good question to ask. In terms of the shared responsibility within the workplace there are a number of opportunities to do it. That could be through staff meetings, it could be surveys that are run. It could be opportunities to have some more workgroups or even form a workplace health and safety and wellbeing group or introduce your wellbeing as part of the health and safety  committee. I guess stepping it up a level and a good opportunity to look at that shared responsibility is also to think about those management level discussions where it may be looking from a HR perspective at health and wellbeing in relation to fitness for work and managing maybe injuries or absence from work and then some broader areas just in terms of budget setting and making those resources available at a management level. So there's a really good opportunity to look at the organisational structure and think about having those conversations at those various levels. Is that helpful Rachel? Yep, fantastic.
      So an important part of integrating health, safety and wellbeing is also to set some goals and targets. Those goals and targets may be for a whole organisation. They may be for departments or work areas, particularly if you've looked at maybe some data within your organisation and you can see some hotspots perhaps where your absence rates or your workers' compensation rates are higher than other areas. It may be a good opportunity to set some goals and targets to improve your health and wellbeing, also maybe health and safety management within those areas. Another consideration for integrating health, safety and wellbeing is not only looking within the organisation but also thinking about how that organisation or your business sits within the wider community and there are some really fantastic community events that run across Australia or across Queensland that you may be able to support or get involved with as a part of running your business.
      Now when we have a look at how we can actually integrate health, safety and wellbeing on the diagram here you can just see some examples of where you could think about driving your health and wellbeing across the wider business processes. So that might be fleshing out your health and safety policy to including a broader agenda for wellbeing. You might look at introducing fitness for work or during work employment assessments, just general medical assessments in order to ensure staff are fit and remain fit for work and to perhaps support those who are struggling in order to keep their fitness for their roles. Your health and safety committee meeting could start including wellbeing and you can have a look at workplace design just to ensure that your tasks or activities are actually well suited to the environment that the staff are working within.
      Workplace planning and rostering is a really important part of both physical and also psychological health and wellbeing particularly in relation to fatigue and hours and types of work. Injury management and return to work – so that's really important in order to provide support to those workers that are perhaps injured or ill, may or may not be work-related but getting them back to work is a really important part of improving their health so that they're able to get back to their substantive or some other form of role within your business.
      Your noticeboards, your emails, your memos that go out to staff also provide a great opportunity to promote that health and wellbeing message. Some businesses find it really useful to put in place fitness and wellbeing programs. These are particularly useful where there is a particular fitness level required for work or perhaps if you've got some hotspots where staff are maybe absent or there's a higher rate of injury within a certain area and finally looking at some education and information. So raising awareness and helping both the business but also its staff make some really good informed decisions about the things it can do now to improve its health and wellbeing but also with a view for that longer term sustaining health and wellbeing for the worker and also the workplace.

      Slide 21
      And this starts to bring us to the end of the presentation here and I guess what I would do in that is just with a closing thought really look at the benefits of linking health, safety and wellbeing together. So we know that you are more likely to have a fit and healthy workforce if your staff are fit. There's generally a good engagement and loyalty from staff if they can see the benefits of being employed within a workforce that not only cares for their health and safety but for them as individuals. It certainly increases business capability and you'll have less injury and lost time and therefore reduced costs. So for many businesses health, safety and wellbeing is really just a natural extension and an inclusion of good business management.

      Slide 22
      Now there are a number of useful resources on the WorkSafe website which you may find helpful if you've not already seen them. So these are the Organisational Systems Benchmarking Tool. This looks at six key areas and asks some really basic questions but important questions across the areas of management commitment, consultation, risk management, supervision, education and training, reporting safety and also the integration of health, safety and wellbeing at work. When I look through that tool I actually see that they're very similar questions that we use in our own health and safety practice when we talk to our clients about either setting health and safety management systems and practices up or introducing health and wellbeing across the wider business.
      Two further tools that are useful are the Injury Cost Calculator. This a really useful but very simple little tool for looking beyond just the workers' compensation or sick leave costs of injury, work related injury or incidents and then also the Small Business Checklist. All of these are available on the WorkSafe website.
      Rachel I'll hand over to you shortly. I do hope that you've found the presentation helpful and thanks ever so much for listening.


      Slide 23
      Rachel Hawkins:
      Well thanks very much for your informative presentation Jo.  It certainly was valuable I think, to get an overview of all of the different systems and to hear from your vast experience. We do have a number of questions from our audience and it would be great if you could answer some of those for us now. One of our first question is "Is it more work to integrate health, safety and wellbeing?"
      Jo Kitney:
      Thanks Rachel. No, I don't believe so. I think that actually not only does it make sound business practise but it's an essential part of putting your health and safety management system in place because getting your workers involved not only in the health and safety but also health and wellbeing will mean that you'll have a much better outcome for the business.
      The only thing I would say though is that it does take planning and coordination but I don't believe that it's any more work to put in place a health, safety and wellbeing program as it is a standard or more standardised approach to a health and safety management system.
      Rachel Hawkins:
      Great and then this one might follow on from that as well. "Can health and wellbeing be included in existing safety systems?"
      Jo Kitney:
      Thanks Rachel. It can actually. It depends what the setup of the health and wellbeing system is and so if you opened up your health and safety manual or your management system you'll probably see that there are a number of elements within that system. So if you have a section in there for consultation you would be able to introduce the consultation for wellbeing. If you have a section in there for workers' compensation and injury management that would be a great opportunity to open up not just work-related but also non work-related management of ill health and injury.
      Some health and safety management systems will already have a section within it for health monitoring or health assessment. This often is the place if there's an organisation that perhaps has to monitor its workers' health if they're exposed to a health hazard. So for example hazardous substances or chemicals and noise. So by widening that section within the health and safety management system to look at health and wellbeing and including your monitoring in that is a really good opportunity to introduce health and wellbeing.
      There is actually no specific structure though for a health and safety management system or manual and it is also the opportunity to perhaps just introduce another section if you feel that it can't actually slot into the pre-existing sections with the manual or management system. What you probably just need to do is to work out what you're trying to achieve, look for the fit and if need be add in another section.
      Rachel Hawkins:
      Okay. Another question is "Is there a particular type of program that you have found more successful than others when it comes to health? For example, gym memberships, particular pre-rehabilitation programs etc?" It might even be interesting to hear some of the different programs that you have experience with or I guess as part of your consulting, what kind of programs are out there and then whether one has been better or not or if you can even answer that? Thanks Jo.
      Jo Kitney:  
      Thanks ever so much Rachel. That is a really interesting question because of course when we look at managing health and wellbeing there is no one size fits all and there certainly isn't any cookie cutter approach to putting in place your program. What I would though say is that there are three prerequisites for a successful program. One is actually to ensure that you have a good awareness of both the need for and the mechanism for enabling health and wellbeing within the workplace and the importance of. So that will be communications that involve your workers, your supervisors, your managers, even going right the way through up to executive level and directors. So that awareness and that communication is absolutely critical for any wellbeing program.
      The next element that sits importantly within a wellbeing program is also having a sense of purpose and a sense of goals. So those goals and purpose may be at an organisational level. So there's a very clear understanding of what the program is intended to achieve. But then also those goals would be right the way down potentially to a departmental or an individual level and those personal goals are really what should be used to encourage or help drive that personal responsibility of staff in order to get on board and follow through on the actions that are needed in order to promote health and wellbeing in the workplace.
      The final really critical part of a health and wellbeing program is ensuring that you provide the resources and the support to help workers make those good choices and enable them to follow through on the actions that are needed. So that may be offering gym membership. It may be having a gym within the workplace. It might be setting up walking tracks in and around outside your work areas, having healthy choice options within the canteen, putting in place a bigger fridge so that staff can bring in some healthier lunches rather than perhaps going down the street and buying less healthy options.
      The best way to establish health and wellbeing programs are actually to ask staff and managers what they want and if we do that we can then actually plan to go forward. So I think that's actually probably the right answer to the question. Rather than suggesting that there is better options than others it really depends on the staff involved and the workplace.
      Rachel Hawkins:
      Thanks Jo. We do have a couple more and we always like to answer as many questions as we can so not to disappoint our audience. So if that's okay with you we've got two more. The first one is "As a small business where do I start with integrating health and wellbeing?"
      Jo Kitney:
      Okay. So thanks ever so much for the question there. So in terms of where do you start I'd probably look at two places. Take stock of where your health and wellbeing is at in your workplace. So there is the Organisational Benchmarking Tool and then the resources that are available on the Healthy Workers Initiative website pages provide a really useful set of tools for you to be able to understand or assess your current position within the workplace and then make some decisions as to where you go to next. So I think the first thing to do is actually to do that assessment. So look at maybe your sickness absence rates, look at the injuries that may be occurring in the workplace, just have a look at the profile of your workforce. Do they look reasonably fit and healthy or do you think there is some room for improvements within the health of your staff and that will help to guide you as to where you go forward with health and wellbeing. Then the next decision of course is making some decisions about where you put that health and wellbeing within your business management. So that might be within your health and safety management system. You might set up a separate program or system for health and wellbeing or you could drop it into other systems such as HR management.
      Rachel Hawkins:
      Great and then our final question, "How can fit for work be introduced into an organisation to ensure staff are actually fit for work and can you enforce this?" An interesting concept, the fit for work one.
      Jo Kitney:
      Thanks Rachel. This is actually probably a rather loaded question. So I'll answer it in general terms. So how can you introduce fit for work within an organisation? In order to put in place a fit for work program you really actually need to know what fitness requirements your staff need. So an understanding of the work activities, the job, the work capability requirements in order to do a role bearing in mind of course that we have to be reasonable in those decisions and that we can't in any respect discriminate against those who could otherwise do the job with perhaps some variations to the work hours or activities.
      So the first thing we need to do is actually to look at those fitness requirements and one of the first ports of call that I would go to is a walk around the workplace, have a look at the jobs that staff are undertaking but then also have a look at the position descriptions. So a modern, contemporary position description will usually have a section in relation to work capability and requirements and that's a very good opportunity at that point to put in place a representative view of what those fitness for work requirements may be.
      Now actually following through and putting in place the fitness for work program will absolutely require some consultation and communication with staff, supervisors and managers and that degree of consultation and communication will really depend upon the size and style of the organisation. So if you're a small and medium sized business with a very close touch point to your staff then you'd be looking at that point to have that good conversation with staff about why you're doing it and the reasons for taking it forward and for formalising it perhaps within policies and procedures so that they have a clear understanding of what those expectations are.
      If you're an organisation that has got a health and safety committee that is a very good opportunity then to look at your health and safety representative for the workgroups and a really important touch point in fact for making sure that they're understanding of what the program is for, it can be rolled out. If you have union representation or other forms of representatives within the workplace, any form of fitness for work program will also need to include that broader communication and consultation with your workers' representative. So a fitness for work program both combines health and safety in terms of workers' capabilities in order to do the job but also your human resource processes and policies for establishing the program and actually running it through.
      The question "Can you actually enforce this?" really I think comes down to the reasonableness of the work capability requirements and being able to make a reasonable and sound decision on an individual's capability. This is where occupational health physicians or occupational therapists and work physiologists and exercise physiologists come in extremely useful because they can actually look at the work capability requirements of the role in the context of that workers' fitness and provide a very good opinion back on the capability of that person to undertake that role, either fully fit or with modifications or if indeed there are genuine concerns or risks associated with that person in the role that we're asking them to do. This all needs to be established though within the policy and procedures associated with that fit for work program because it's absolutely critical that there's a clear understanding of that for your staff at work.
      Okay. I'll hand back over to you Rachel. Thank you.

      Slide 24
      Rachel Hawkins:
      Okay. Well we are now at the end of the webinar and again I just wanted to extend our gratitude to Jo for her time today and for sharing your experience on the benefits of integrating health, safety and wellbeing in the workplace. I especially was grateful for all the positive language that you used. So you talked about enabling opportunities for improvement. So I think that would make the audience more motivated to go out and actually have a go. So thank you very much for that.
      This actually concludes our webinar for today. There's a brief post-webinar survey and we'll send that through but just before we do go there's a few messages. If you would like to hear more from Jo she's actually offering a range of webinars and also I think there'll be some face-to-face presentations as well in a four part educational series. So if you would like to access more information about Jo and the services that she offers as a consultant that's all up on the slide there for you now.

      Slide 25
      In addition to that today we've talked about the Organisation Systems Benchmarking Tool. Workplace Health and Safety Queensland recently launched this new tool for Queensland businesses to self assess their work health and safety, rehab and return to work and worker health and wellbeing systems. This tool is designed to help organisations to assess how well these very systems are operating and integrating with each other. It allows organisations to anonymously compare their systems to organisations of a similar size from their industry which is quite often a request that we have within Workplace Health and Safety Queensland and as Jo highlighted throughout her presentation the questions are structured around the following elements – management commitment, consultation, risk management, supervision, education and training, reporting and evaluation and most importantly the topic of integration.
      Users of the tool will receive a detailed report at completion that highlights where you might be performing well and also gives you some guidance and direction on how to make those improvements with links to additional resources and case studies. Users can also choose to assess all three systems or pick and choose individual systems of interest to them and you can use the tool repeated, multiple times to help track your organisation's progress over time and that's especially valuable when you're looking at return on investment and something that senior management would be interested in knowing.

      Slide 26 
      For the next six months users will also be able to provide feedback to Workplace Health and Safety Queensland on making improvements to help organisations achieve better integration of their systems. To encourage you to access the tool and to use it we are running a competition. If you would like to win you need to register and log on for the Organisational Systems Benchmarking Tool. You need to use health and wellbeing with one or two other systems - why not use all three – between the dates of the 15th of October – so that's today – through to the 29th of October. If you do you will automatically go in the draw to win one of two health and wellbeing advisory services and $500 towards a workplace health and wellbeing initiative. So there certainly are some incentives there.

      Slide 27
      We will be running a further webinar on the 29th of October and winners will be announced live on that and this next slide just actually gives you an idea of what you need to select to be able to go into the draw. So you need to have work health and wellbeing as well as one of the other two or all systems to be able to begin using the tool.

      Slide 28
      Okay. The Small Business Health and Wellbeing Checklist is also another new resource which supports businesses to integrate health and wellbeing into their safety systems. This resource complements the Serious About Safe Business Kit and the Organisational Systems Benchmarking Tool. So I guess what we're trying to say today is that there's a range of resources and tools out there to help you if you need to know where to start. The checklist outlines the benefits to businesses and asks simple 'yes' or 'no' questions for management commitment in each of those different categories that we mentioned before. It also provides an overview of each section and supporting resources to help you get started. You can access the tool and any of the other resources we've mentioned today by going to our WorkSafe website.

      Slide 29
      I briefly mentioned before that there is a sequel webinar, an upcoming webinar on the Health and Safety Series and this will be on a Practical Application of the Organisational Systems Benchmarking Tool to show you that it can work and can make a difference to business. Be sure to register as the competition winner will be announced live and that could be you and that will be on Thursday the 29th of October. But you'll hear more from us and an invite will be sent shortly.

      Slide 30
      A final little message on our resources, there's our WorkSafe website, www.worksafe.qld.gov.au.

      Slide 31
      We also just wanted to let you know about our conference that will be run on the 22nd of October this year. It's the first time that we've ever put together injury prevention and return to work on the one conference and it's a very reasonable amount. So we would encourage you to attend. The Master of Ceremonies will be Madonna King and keynote speakers include Shane Webcke as well as Professor Sidney Dekker and Graeme Cowan the Director of R U OK? Day. So we hope to be able to meet with you and talk with you if you attend the conference.

      Slide 32
      I think we've sold over 500 tickets already, so make sure to buy your tickets fast and finally Workplace Health and Safety Queensland is also running the Safety Leadership at Work Program. This program was recently launched. Join for free and learn how to influence and build a positive safety culture in your workplace either through webinars, forums and events along with interactive films, tools and case studies. To find out more join the Safety Leadership at Work Program or you can call 1300 362 128.
      So that's it from the Office of Industrial Relations. Thank you very much for joining us and we look forward to touching base again on the 29th of October. Thank you. Have a nice afternoon.

      [End of Transcript]

Last updated
14 October 2016

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