Distinguishing between workplace bullying, harassment and violence:
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Distinguishing between workplace bullying, harassment and violence: A Risk Management Approach Carlo Caponecchia Anne Wyatt
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Australian Workers’ Compensation Statistics Report - 2015-2016 report-2017102...
In 2015-16:
- Male employees accounted for 64% of serious claims and 59% of hours worked.
- Male employees had a higher frequency rate of serious claims than females at 6.2 versus 4.9 claims per million hours worked.
- A higher percentage of male serious claims arose from injuries and musculoskeletal disorders compared to females.
Australian Workers’ Compensation Statistics Report - 2014-2015-revised 1
This document provides a summary of Australian workers' compensation statistics for serious claims between 2000-01 and 2014-15. Some of the key findings include:
- There were an estimated 107,355 serious claims in 2014-15, equating to 5.9 claims per million hours worked.
- Between 2000-01 and 2013-14, the frequency rate of serious claims fell 33% from 9.5 to 6.3 claims per million hours worked.
- In 2014-15, the top three occupations and industries for serious claim rates were labourers, community/personal service workers, and machinery operators/drivers; and agriculture/forestry/fishing, health care, and manufacturing respectively.
- The majority
Australian Workers’ Compensation Statistics Report - 2013-2014
This document provides statistics on workers' compensation claims in Australia from 2000-01 to 2013-14. Some of the key findings include:
- There were 106,565 serious claims in 2013-14, equating to 5.9 claims per million hours worked.
- The rate of serious claims decreased by 31% between 2000-01 and 2013-14.
- In 2013-14, the highest rates of serious claims were in the occupations of labourers, community and personal service workers, and machinery operators and drivers.
- The industries with the highest rates in 2013-14 were transport, postal and warehousing, health care and social assistance, and agriculture, forestry and fishing.
Australian Workers’ Compensation Statistics Report - 2012-2013
There were 117,815 serious workers' compensation claims in Australia in 2012-13, resulting in 11.1 claims per 1,000 employees. Injuries and musculoskeletal disorders accounted for 90% of claims, with back injuries being the most common at 22% of claims. The median time lost from work due to injury increased 29% from 2000-01 to 2011-12, rising to 5.4 weeks, while the median compensation payment increased 71% to $8,900 over the same period. Industries with the highest rates of claims were agriculture, forestry and fishing, and transport, postal and warehousing, while labourers faced over twice the national serious claim rate.
Australian Workers Compensation Statistics Report - 2011-2012
This document provides a summary of Australian workers' compensation statistics for 2011-12, including trends over time. Some key findings are:
- There were 120,155 serious claims in 2011-12, with rates of 11.4 claims per 1,000 employees and 6.8 claims per million hours worked.
- Agriculture, forestry and fishing had the highest incidence rate of 21.3 claims per 1,000 employees.
- Labourers and related workers had the highest incidence rate of 28.3 claims per 1,000 employees.
- Back injuries accounted for 22% of all serious claims.
- Between 2000-01 and 2010-11, the median time lost from work increased 19% to 5 weeks
FSU anti bullying handbook (FSU = Financial Sector Union)
This handbook has been developed to help FSU members identify and address workplace bullying. Your workplace should have a workplace bullying and harassment policy, and this handbook provides general advice to complement your specific workplace policy.
Turner v victorian arts centre trust
QUT - The Australian School of Philanthropy and Non Profit Studies
The appeal was dismissed as none of the grounds raised on appeal were made out.
Taylor v haileybury
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
Good workplace health and safety measures are essential in any work context. The avoidance of claims in negligence involving psychiatric injury should be dealt with in the first instance by having sound workplace policies and documentation in place, as well as counselling for employees who need it. These should be clearly communicated to employees. However, as Keane JA said in Hegarty v Queensland Ambulance Service (at [47]):
...the law’s insistence that an employer must take reasonable care for the safety of employees at work does not extend to absolute and unremitting solicitude for an employee’s mental health even in the most stressful of occupations. A statement of what reasonable care involves in a particular situation which does not recognise these considerations is a travesty of that standard.
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Australian Workers’ Compensation Statistics Report - 2015-2016 report-2017102...
In 2015-16:
- Male employees accounted for 64% of serious claims and 59% of hours worked.
- Male employees had a higher frequency rate of serious claims than females at 6.2 versus 4.9 claims per million hours worked.
- A higher percentage of male serious claims arose from injuries and musculoskeletal disorders compared to females.
Australian Workers’ Compensation Statistics Report - 2014-2015-revised 1
This document provides a summary of Australian workers' compensation statistics for serious claims between 2000-01 and 2014-15. Some of the key findings include:
- There were an estimated 107,355 serious claims in 2014-15, equating to 5.9 claims per million hours worked.
- Between 2000-01 and 2013-14, the frequency rate of serious claims fell 33% from 9.5 to 6.3 claims per million hours worked.
- In 2014-15, the top three occupations and industries for serious claim rates were labourers, community/personal service workers, and machinery operators/drivers; and agriculture/forestry/fishing, health care, and manufacturing respectively.
- The majority
Australian Workers’ Compensation Statistics Report - 2013-2014
This document provides statistics on workers' compensation claims in Australia from 2000-01 to 2013-14. Some of the key findings include:
- There were 106,565 serious claims in 2013-14, equating to 5.9 claims per million hours worked.
- The rate of serious claims decreased by 31% between 2000-01 and 2013-14.
- In 2013-14, the highest rates of serious claims were in the occupations of labourers, community and personal service workers, and machinery operators and drivers.
- The industries with the highest rates in 2013-14 were transport, postal and warehousing, health care and social assistance, and agriculture, forestry and fishing.
Australian Workers’ Compensation Statistics Report - 2012-2013
There were 117,815 serious workers' compensation claims in Australia in 2012-13, resulting in 11.1 claims per 1,000 employees. Injuries and musculoskeletal disorders accounted for 90% of claims, with back injuries being the most common at 22% of claims. The median time lost from work due to injury increased 29% from 2000-01 to 2011-12, rising to 5.4 weeks, while the median compensation payment increased 71% to $8,900 over the same period. Industries with the highest rates of claims were agriculture, forestry and fishing, and transport, postal and warehousing, while labourers faced over twice the national serious claim rate.
Australian Workers Compensation Statistics Report - 2011-2012
This document provides a summary of Australian workers' compensation statistics for 2011-12, including trends over time. Some key findings are:
- There were 120,155 serious claims in 2011-12, with rates of 11.4 claims per 1,000 employees and 6.8 claims per million hours worked.
- Agriculture, forestry and fishing had the highest incidence rate of 21.3 claims per 1,000 employees.
- Labourers and related workers had the highest incidence rate of 28.3 claims per 1,000 employees.
- Back injuries accounted for 22% of all serious claims.
- Between 2000-01 and 2010-11, the median time lost from work increased 19% to 5 weeks
FSU anti bullying handbook (FSU = Financial Sector Union)
This handbook has been developed to help FSU members identify and address workplace bullying. Your workplace should have a workplace bullying and harassment policy, and this handbook provides general advice to complement your specific workplace policy.
Turner v victorian arts centre trust
QUT - The Australian School of Philanthropy and Non Profit Studies
The appeal was dismissed as none of the grounds raised on appeal were made out.
Taylor v haileybury
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
Good workplace health and safety measures are essential in any work context. The avoidance of claims in negligence involving psychiatric injury should be dealt with in the first instance by having sound workplace policies and documentation in place, as well as counselling for employees who need it. These should be clearly communicated to employees. However, as Keane JA said in Hegarty v Queensland Ambulance Service (at [47]):
...the law’s insistence that an employer must take reasonable care for the safety of employees at work does not extend to absolute and unremitting solicitude for an employee’s mental health even in the most stressful of occupations. A statement of what reasonable care involves in a particular situation which does not recognise these considerations is a travesty of that standard.
Swan v monash law book co op
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
This case, where a small nonprofit enterprise was subject to substantial damages, demonstrates that nonprofits need to have appropriate policies in place for dealing with workplace behaviour. In addition, they need to act promptly and effectively when complaints are received so that liability does not arise. As His Honour said (at [187]):
The opinion evidence from the psychologists emphasised the importance of early intervention to avoid or limit the damage and injury that flowed from sustained workplace stress and its resultant impact on the plaintiff. I accept that evidence. [emphasis added]
Oyston v st patrick's college (no 2)
The New South Wales Court of Appeal found that St Patrick's College breached its duty of care to a student by failing to adequately address bullying during her time there. While the student's family situation also contributed to her psychological injuries, the court determined that the bullying was a necessary condition and materially contributed to the harm. The College was therefore liable for damages. This case highlights that policies against bullying must be actively implemented and investigated, not just passively relied upon, in order to satisfy a duty of care.
Oyston v st patrick's college
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
While recognising the difficulties involved, this case shows the importance of addressing bullying at school in order to meet the duty of care to prevent harm to students. But it is also a reminder of the importance of addressing bullying effectively wherever it occurs. The College’s policies may in fact have been adequate to prevent bullying and to deal with misbehaviour before it escalated to bullying, but inadequate training and implementation meant the policies were not effective to prevent foreseeable harm. The year coordinator who had primary responsibility in this case appeared reluctant to see repeated offensive behaviours as bullying, and more concerned to avoid bullying the bully than to correct the behaviours complained of.
While the Court accepted the need for flexibility and discretion to deal with instances of misbehaviour, Her Honour said: ‘Discretion, a very necessary part of any teacher’s role, cannot operate to the point where misbehaviour, including bullying is dealt with inconsistently, or worse arbitrarily or not at all’. While there are obvious challenges in meeting the duty of care in educating a large group of adolescents, the Court said ‘This is not a case where an unrealistic standard of impractical perfection was being demanded of the College, but rather one where practical operation of the policies it had designed to protect its students ... against the risk of injury to which ongoing bullying exposed her, were not effectively implemented.’
Mc innes (fwc 1395)
The case determined whether an incorporated nonprofit association called PSS fell within the definition of a "constitutionally covered business" in regards to provisions against workplace bullying. The Commission analyzed PSS's funding sources and activities and found that while it received some government grants, most were not competitive tenders and did not involve direct fee-for-service payments. As such, PSS's activities lacked the character of buying and selling and were considered non-trading. Since PSS was not incorporated for trading purposes and its trading activities were insignificant, it did not meet the definition of a "trading corporation" and thus was not a constitutionally covered business under the relevant act. As a result, the Commission had no jurisdiction over the bullying claim
Mc donald (fwc)
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
The bullying provisions of the Fair Work Act 2009 (Cth) do not apply to volunteers in voluntary organisations engaged in community purposes. The Commissioner noted clause 26 of the Explanatory Memorandum to the Fair Work Act that stated:
26. The term ‘community purposes’ is not defined in the Bill [now the Act] but is intended to cover purposes including:
philanthropic or benevolent purposes, including the promotion of art, culture, science, religion, education, medicine or charity, and
sporting or recreational purposes, including the benefiting of sporting or recreational clubs or associations.
Dennis v norwegian refugee council
Steven Dennis, a Canadian aid worker for the Norwegian Refugee Council (NRC), was shot and taken hostage in Kenya in 2012. He suffered psychological injuries and sued the NRC. The court found the NRC liable as Dennis' employer for gross negligence, as security protocols were inadequate given known risks. Damages of $695,000 were awarded to Dennis. This case establishes that aid organizations have the same responsibilities as other employers to ensure staff security.
Bailey v peakhurst bowling club
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
This case reinforces the point that the courts will not countenance bullying and harassment of employees. The chairman’s persistent abusive behaviour towards the plaintiff combined with the Club’s lack of support for its employee combined to enable the court to find a serious case of bullying. As an employer, the Club has a duty of care to provide a safe place of employment and a safe system of work. It breached that duty by allowing the bullying to happen and to continue. The case once again highlights the need for organisations to understand their duty of care towards employees and ensure they have comprehensive HR policies and practices in place. It also highlights the need to have an early and effective complaint and intervention process in place, especially where an employee feels they are being bullied, intimidated or harassed.
Adamson and anangu pitjantjatjara yankunytjatjara inc fwc decision
QUT Business School - The Australian Centre of Philanthropy and Non Profit Studies
Implications of this case
In the context of the FW Act, a worker is bullied at work if an individual or group of individuals repeatedly behaves unreasonably towards the worker and that behaviour creates a risk to health and safety. This is an objective test. The FW Act does not define ‘unreasonable behaviour’, although the Explanatory Memorandum to the FW Act states that it would include victimising, humiliating, threatening or intimidating. APY Inc was required to have a Code of Conduct in place, but although this is a basic precaution for workplaces, its effect on Boards was not discussed in this case. It might be advisable to have specific Board policies in place to guide the conduct of Board meetings, and ensure that they meet the requirements of legislation.
Case study: Supporting parents and carers - Stockland
Stockland has focused on evolving their parental benefits to meet changing needs. They formed an employee advocacy group to discuss ideas for improving experiences of parents and carers. This led to new flexible leave benefits in 2017, including more paid leave, superannuation during unpaid leave, and a lump sum payment. Stockland also offers on-site childcare, keeping in touch events during leave, and a flexible work culture to support returning and staying with the company. These programs have helped achieve a 90% return to work rate and high employee engagement scores.
Case study: Attracting women to a male-dominated industry - St-Barbara
St Barbara Mining has been working to increase the number of women in its predominantly male workforce. It faces challenges such as perceptions of mining as a "man's domain" and fewer qualified women applying for technical roles. St Barbara's strategies include recruiting more women, retaining female employees through flexible work and parental leave policies, supporting women's advancement, and conducting pay equity analyses to reduce the gender pay gap. Actions like training and targets have helped increase women in the workforce from 23% to a goal of 30% by 2018.
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NAB promotes flexibility as key to diversity and inclusion. It created online tools to help its 30,000+ employees negotiate flexible arrangements. The Flexible Working Toolkit empowers employees to propose and set up flexible arrangements directly with managers. In 2016, over 4,000 employees used the toolkit. Surveys found 85% of employees feel they have sufficient flexibility. The document also provides an example of a long-term employee who successfully proposed a job share arrangement to balance work and retirement.
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MYOB, an Australian software company, developed the DevelopHer program to address the shortage of women in IT roles in their company and industry. The 16-week, part-time program taught women with no previous IT experience basic coding skills. Three women completed the program and were offered jobs at MYOB. The program aimed to make IT more accessible and flexible for women and challenge misperceptions of IT work.
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HESTA conducted a gender pay gap analysis to apply for an Employer of Choice for Gender Equality citation. The analysis found no major pay discrepancies but did reveal that women disproportionately worked part-time and took parental leave. As a result, HESTA committed to annual analysis, unconscious bias training, and improving support for employees on leave to promote greater gender equality.
Case study: Developing women leaders - Griffith University
Griffith University implemented programs to develop leadership skills and increase the number of women in senior roles. This included the Leneen Forde Future Leaders Program, which provides coaching, networking opportunities, and funding for 14 women each year. Of the initial 14 participants, 10 received promotions. The program helped one participant realize her natural skills and potential for leadership, gaining the confidence to apply for a higher role as Deputy Head of School.
Case study: Challenging male stereotypes - Benetas
Benetas Health Care is striving to achieve greater gender balance in its predominantly female workforce. It currently has 16% male employees but aims to increase this by promoting flexible work options to men and challenging stereotypes. Traditionally, flexible work had been sought mostly by women, but Benetas finds younger fathers and men near retirement are also interested. It offers paid parental leave to both men and women to further encourage shared caring responsibilities. As a result, Benetas has seen a 3% increase in male employees over the past five years through its emphasis on flexibility and diversity.
Dealing with bullying at work - A guide for workers
This guidance note is to help workers identify and deal with bullying in the workplace.
Bullying can adversely affect the safety and health of employees, it is unlawful under the Occupational Safety and Health Act 1984 (the Act), and the Occupational Safety and Health Regulations 1996.
This guidance note recommends that workplace bullying be treated like any other safety and health hazard.
FACT SHEET - Bullying
This fact sheet is about how bullying is covered by anti-discrimination and workplace legislation in Queensland.
Beyond punishment
Beyond Punishment - Workplace Conferencing:
An effective organisational response to incidents of workplace bullying
Margaret Thorsborne Transformative Justice Australia (Queensland)
Presented to the Beyond Bullying Association’s “Responding to Professional Abuse” Conference
St John’s College, University of Queensland, Brisbane July 1999
and again to the Anzela Conference Adelaide, 2000
Work related mental health
Work-related mental health issues accounted for 6% of all Australian workers compensation claims between 2010-2011 and 2014-2015, averaging 7,020 claims per year. The top three occupations with the highest rates of mental health claims were defense force members at 15%, firefighters at 13%, and police at 16%. The main causes of serious mental disorder claims were work pressure such as deadlines and organizational changes (23% of claims), exposure to workplace violence (20% of claims), and work-related harassment or bullying (17% of claims). Men made up 58% of mental disorder claims on average annually during this period.
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Mental Health at Work Action Plan
Office of Industrial Relations
Workplace Health and Safety Queensland
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Swan v monash law book co op
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
This case, where a small nonprofit enterprise was subject to substantial damages, demonstrates that nonprofits need to have appropriate policies in place for dealing with workplace behaviour. In addition, they need to act promptly and effectively when complaints are received so that liability does not arise. As His Honour said (at [187]):
The opinion evidence from the psychologists emphasised the importance of early intervention to avoid or limit the damage and injury that flowed from sustained workplace stress and its resultant impact on the plaintiff. I accept that evidence. [emphasis added]
Oyston v st patrick's college (no 2)
The New South Wales Court of Appeal found that St Patrick's College breached its duty of care to a student by failing to adequately address bullying during her time there. While the student's family situation also contributed to her psychological injuries, the court determined that the bullying was a necessary condition and materially contributed to the harm. The College was therefore liable for damages. This case highlights that policies against bullying must be actively implemented and investigated, not just passively relied upon, in order to satisfy a duty of care.
Oyston v st patrick's college
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
While recognising the difficulties involved, this case shows the importance of addressing bullying at school in order to meet the duty of care to prevent harm to students. But it is also a reminder of the importance of addressing bullying effectively wherever it occurs. The College’s policies may in fact have been adequate to prevent bullying and to deal with misbehaviour before it escalated to bullying, but inadequate training and implementation meant the policies were not effective to prevent foreseeable harm. The year coordinator who had primary responsibility in this case appeared reluctant to see repeated offensive behaviours as bullying, and more concerned to avoid bullying the bully than to correct the behaviours complained of.
While the Court accepted the need for flexibility and discretion to deal with instances of misbehaviour, Her Honour said: ‘Discretion, a very necessary part of any teacher’s role, cannot operate to the point where misbehaviour, including bullying is dealt with inconsistently, or worse arbitrarily or not at all’. While there are obvious challenges in meeting the duty of care in educating a large group of adolescents, the Court said ‘This is not a case where an unrealistic standard of impractical perfection was being demanded of the College, but rather one where practical operation of the policies it had designed to protect its students ... against the risk of injury to which ongoing bullying exposed her, were not effectively implemented.’
Mc innes (fwc 1395)
The case determined whether an incorporated nonprofit association called PSS fell within the definition of a "constitutionally covered business" in regards to provisions against workplace bullying. The Commission analyzed PSS's funding sources and activities and found that while it received some government grants, most were not competitive tenders and did not involve direct fee-for-service payments. As such, PSS's activities lacked the character of buying and selling and were considered non-trading. Since PSS was not incorporated for trading purposes and its trading activities were insignificant, it did not meet the definition of a "trading corporation" and thus was not a constitutionally covered business under the relevant act. As a result, the Commission had no jurisdiction over the bullying claim
Mc donald (fwc)
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
The bullying provisions of the Fair Work Act 2009 (Cth) do not apply to volunteers in voluntary organisations engaged in community purposes. The Commissioner noted clause 26 of the Explanatory Memorandum to the Fair Work Act that stated:
26. The term ‘community purposes’ is not defined in the Bill [now the Act] but is intended to cover purposes including:
philanthropic or benevolent purposes, including the promotion of art, culture, science, religion, education, medicine or charity, and
sporting or recreational purposes, including the benefiting of sporting or recreational clubs or associations.
Dennis v norwegian refugee council
Steven Dennis, a Canadian aid worker for the Norwegian Refugee Council (NRC), was shot and taken hostage in Kenya in 2012. He suffered psychological injuries and sued the NRC. The court found the NRC liable as Dennis' employer for gross negligence, as security protocols were inadequate given known risks. Damages of $695,000 were awarded to Dennis. This case establishes that aid organizations have the same responsibilities as other employers to ensure staff security.
Bailey v peakhurst bowling club
QUT - The Australian School of Philanthropy and Non Profit Studies
Implications of this case
This case reinforces the point that the courts will not countenance bullying and harassment of employees. The chairman’s persistent abusive behaviour towards the plaintiff combined with the Club’s lack of support for its employee combined to enable the court to find a serious case of bullying. As an employer, the Club has a duty of care to provide a safe place of employment and a safe system of work. It breached that duty by allowing the bullying to happen and to continue. The case once again highlights the need for organisations to understand their duty of care towards employees and ensure they have comprehensive HR policies and practices in place. It also highlights the need to have an early and effective complaint and intervention process in place, especially where an employee feels they are being bullied, intimidated or harassed.
Adamson and anangu pitjantjatjara yankunytjatjara inc fwc decision
QUT Business School - The Australian Centre of Philanthropy and Non Profit Studies
Implications of this case
In the context of the FW Act, a worker is bullied at work if an individual or group of individuals repeatedly behaves unreasonably towards the worker and that behaviour creates a risk to health and safety. This is an objective test. The FW Act does not define ‘unreasonable behaviour’, although the Explanatory Memorandum to the FW Act states that it would include victimising, humiliating, threatening or intimidating. APY Inc was required to have a Code of Conduct in place, but although this is a basic precaution for workplaces, its effect on Boards was not discussed in this case. It might be advisable to have specific Board policies in place to guide the conduct of Board meetings, and ensure that they meet the requirements of legislation.
Case study: Supporting parents and carers - Stockland
Stockland has focused on evolving their parental benefits to meet changing needs. They formed an employee advocacy group to discuss ideas for improving experiences of parents and carers. This led to new flexible leave benefits in 2017, including more paid leave, superannuation during unpaid leave, and a lump sum payment. Stockland also offers on-site childcare, keeping in touch events during leave, and a flexible work culture to support returning and staying with the company. These programs have helped achieve a 90% return to work rate and high employee engagement scores.
Case study: Attracting women to a male-dominated industry - St-Barbara
St Barbara Mining has been working to increase the number of women in its predominantly male workforce. It faces challenges such as perceptions of mining as a "man's domain" and fewer qualified women applying for technical roles. St Barbara's strategies include recruiting more women, retaining female employees through flexible work and parental leave policies, supporting women's advancement, and conducting pay equity analyses to reduce the gender pay gap. Actions like training and targets have helped increase women in the workforce from 23% to a goal of 30% by 2018.
Case study: Working flexibly in large company - NAB
NAB promotes flexibility as key to diversity and inclusion. It created online tools to help its 30,000+ employees negotiate flexible arrangements. The Flexible Working Toolkit empowers employees to propose and set up flexible arrangements directly with managers. In 2016, over 4,000 employees used the toolkit. Surveys found 85% of employees feel they have sufficient flexibility. The document also provides an example of a long-term employee who successfully proposed a job share arrangement to balance work and retirement.
Case study: Recruiting women into IT - MYOB
MYOB, an Australian software company, developed the DevelopHer program to address the shortage of women in IT roles in their company and industry. The 16-week, part-time program taught women with no previous IT experience basic coding skills. Three women completed the program and were offered jobs at MYOB. The program aimed to make IT more accessible and flexible for women and challenge misperceptions of IT work.
Case study: Conducting a gender pay gap analysis - HESTA
HESTA conducted a gender pay gap analysis to apply for an Employer of Choice for Gender Equality citation. The analysis found no major pay discrepancies but did reveal that women disproportionately worked part-time and took parental leave. As a result, HESTA committed to annual analysis, unconscious bias training, and improving support for employees on leave to promote greater gender equality.
Case study: Developing women leaders - Griffith University
Griffith University implemented programs to develop leadership skills and increase the number of women in senior roles. This included the Leneen Forde Future Leaders Program, which provides coaching, networking opportunities, and funding for 14 women each year. Of the initial 14 participants, 10 received promotions. The program helped one participant realize her natural skills and potential for leadership, gaining the confidence to apply for a higher role as Deputy Head of School.
Case study: Challenging male stereotypes - Benetas
Benetas Health Care is striving to achieve greater gender balance in its predominantly female workforce. It currently has 16% male employees but aims to increase this by promoting flexible work options to men and challenging stereotypes. Traditionally, flexible work had been sought mostly by women, but Benetas finds younger fathers and men near retirement are also interested. It offers paid parental leave to both men and women to further encourage shared caring responsibilities. As a result, Benetas has seen a 3% increase in male employees over the past five years through its emphasis on flexibility and diversity.
Dealing with bullying at work - A guide for workers
This guidance note is to help workers identify and deal with bullying in the workplace.
Bullying can adversely affect the safety and health of employees, it is unlawful under the Occupational Safety and Health Act 1984 (the Act), and the Occupational Safety and Health Regulations 1996.
This guidance note recommends that workplace bullying be treated like any other safety and health hazard.
FACT SHEET - Bullying
This fact sheet is about how bullying is covered by anti-discrimination and workplace legislation in Queensland.
Beyond punishment
Beyond Punishment - Workplace Conferencing:
An effective organisational response to incidents of workplace bullying
Margaret Thorsborne Transformative Justice Australia (Queensland)
Presented to the Beyond Bullying Association’s “Responding to Professional Abuse” Conference
St John’s College, University of Queensland, Brisbane July 1999
and again to the Anzela Conference Adelaide, 2000
Work related mental health
Work-related mental health issues accounted for 6% of all Australian workers compensation claims between 2010-2011 and 2014-2015, averaging 7,020 claims per year. The top three occupations with the highest rates of mental health claims were defense force members at 15%, firefighters at 13%, and police at 16%. The main causes of serious mental disorder claims were work pressure such as deadlines and organizational changes (23% of claims), exposure to workplace violence (20% of claims), and work-related harassment or bullying (17% of claims). Men made up 58% of mental disorder claims on average annually during this period.
Mental health at work action plan
Mental Health at Work Action Plan
Office of Industrial Relations
Workplace Health and Safety Queensland
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#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
CapTechTalks Webinar Slides June 2024 Donovan Wright.pptx
Slides from a Capitol Technology University webinar held June 20, 2024. The webinar featured Dr. Donovan Wright, presenting on the Department of Defense Digital Transformation.
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
مصحف أحرف الخلاف للقراء العشرةأعد أحرف الخلاف بالتلوين وصلا سمير بسيوني غفر الله له
How to Manage Reception Report in Odoo 17
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Gender and Mental Health - Counselling and Family Therapy Applications and In...
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
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BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
Practical manual for National Examination Council, Nigeria.
Contains guides on answering questions on the specimens provided
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The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
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Distinguishing between workplace bullying, harassment and violence:
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