WH&S is part of HR
Whilst many may disagree. I have always thought that, whilst Workplace Health & Safety is a separate degree at University and has it’s own professional body and its own legislation, it is part of the Human Resources field and shouldn’t be separated.
This has been evident to me time and time again through practical experience however most recently through the Introduction of the Manging the Risk of Psychosocial Hazards at work Code of Practice 2022 and the amendments to the WH&S Regulation 2011 (Qld).
The Psychosocial legislation puts an onus on the Business Owner (or more specifically the Person Conducting a Business or Undertaking known as PCBU) to identify, assess, control and review. Psychosocial hazards are activities, interaction or practices in the workplace that can create mental stress to an employee which could lead to psychological or physical harm. Some psychosocial hazards and factors include; job demand, workplace conflict, poor support, poor organisational change management, low job control or clarity, poor workplace relationships or remote or isolate work to name some. Indications of potential stress may include; absences, lack of focus, reduction in performance, lack of interest – just as some examples. It is important to know your team and is in fact good HR practice for lots of reasons (one being to know them well enough to understand their strengths, desires, interests to work with them to increase their satisfaction, engagement and productivity) but in this case, to be able to see the signs to know that something is different and a potential hazard. These psychosocial hazards are evidently more traditionally HR focused as most people I believe would think and understand. In my experience (with industry differences) traditional WH&S have not been concerned with job demands, conflict, change management, workplace relationships just as some examples. Hence, why I recently wrote about Managing Psychosocial Risks being simply good HR – and I still believe it!
The Recent WH&S Sexual Harassment laws in Queensland introduced in an attempt to prevent sexual harassment and sex or gender-based harassment at work. This is somewhat already included in the psychosocial legislation however takes it further by; expressing obligations regarding the proactive management and prevention of risk to health and safety from harassment and sec or gender-based harassment at work and effective next year (see more here), a requirement to prepare a prevention plan to manage identified risks. If I go back to my first HR role where there was WH&S professional (part of the HR team) it was HR Professionals responsibility to educate staff and managers on these issues not WH&S. This makes a work environment free from negative, destructive behaviours and a more harmonious positive culture conducive to performance and productivity and therefore good for both employees and employers and again is more traditionally a HR responsibility now written into WH&S legislation.
I guess if we look back WH&S have focused on the physical safety and may have been easier to work in isolation to HR but as we are seeing more and more a focus on psychological safety and now a change in WH&S legislation to include more HR related areas of focus one can’t argue that WH&S is a part of HR. The line is certainly being more blurred and therefore HR need to be skilled in WH&S and now WH&S need to be skilled in HR – as we are at HR Business Direction. (And I can say that same about Industrial Relations and Psychology in the Workplace).
Even without the recent legislation changes, you can’t separate HR and WH&S – they both impact employee engagement, satisfaction, performance and productivity. Work Safe. Home Safe – really is a win-win – and WH&S can’t do this without HR and vice versa.
At HR Business Direction we are keen to help you manage your Human Resources and Workplace Health & Safety, we have a holistic lens also including Industrial Relations and Psychology in the Workplace. Contact us here if you’ld like to discuss.
Related Articles; How to Handle Difficult Conversations in the Workplace; WH&S Planning – Why you need to do it; Great workplaces don’t mean maximising employee performance and productivity; Ensuring a ROI form your staff ensures a Mentally Healthy Workplace;
Leisa Messer BBus(HRM); GradDipIR; FCPHR
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
hrbd.com.au