Gallagher Workplace Risk

Over 2 in 5 Australians aged 16-85 are estimated to have experienced a mental disorder at some time in their life, with 1 in 5 having experienced a mental disorder in the previous 12 months (Australian Institute of Health and Welfare 2022). The impact of the COVID-19 pandemic on mental health and wellbeing has been substantial. Between 16 March 2020 and 1 May 2022, over 29 million mental health-related services were processed (Australian Institute of Health and Welfare 2022). There has never been a more important time for organisations to build a mental health strategy focusing on engagement, resilience and early intervention.

We facilitate end-to-end programs specific to the workplace. The Mental Health courses are evidence-based and adopt an internationally recognised curriculum. It teaches participants how to support colleagues who might be developing, or experiencing an existing mental health problem and how to link both practical and professional support.

Our mental health education courses cover:

• Mental wellbeing strategy and program development
• Mental health first aid
• Strategies for peer support networks and socialisation/engagement materials
• Building transition programs that are industry specific, aligning with workplace culture
• Developing the policies, resources and templates to support work transitions
• Executive engagement sessions to support workforce planning and interventions
• Pre-employment resources to manage psycho-social risks
• Workforce resilience and psychological risk programs

Injury management and return to work both requires a strategic approach to workers' compensation, a thorough understanding of policies, and an ability see beyond the basic options. For many, this can be a headache to navigate. This is why Gallagher is here to help your team manage this difficult process and achieve the best results. Our specialists have decades of experience in handling the most complex workers compensation claims.

Attendees are provided with an opportunity to present and problem solve real life claims and challenges in the workers' compensation space via the use of case studies, effective tools and strategic advice.

Attendees will cover the following topics:

• Premium and Payments Strategic Advice

• Premium sensitive claims costs
• Statistical case estimates
• Key attributes that drive claims costs
• Payments being processed through the workers' compensation scheme
• Claims status
• Key dates relating to claims

• Early Intervention Processes and Policy

• How to help within the boundaries of your work role
• Strategic management of injuries pre-claim
• Legal and organisation requirements for reasonable adjustments and how these can be achieved

• Workers' Compensation Processes and Policy

• Strategic approach to the eligibility process
• How to strategically manage and support workers with claims
• How to manage the impact of claims on workplace culture
• Strategy for Resolving Claims
• Meeting and understanding your legislative requirements
• Making the legislation work for you

• Facilitating Effective Return to Work

• Balancing conflicting operational and health needs
• Managing treating practitioners involvement in the return to work process
• Utilising independent medical examinations

• Supporting Managers through the Return to Work Process

Safe Work Australia found that 60% of workers would accept risk-taking behaviours in situations where tasks need to be completed urgently. This is hazardous, especially for industries that do not receive any safety training at all. With this in mind, our approach to WHS has always been holistic. While financial measures are great tools to bring to an executive meeting, its over-reliance can lead to problems in the long-term. This is why Gallagher applies a "balanced scorecard" in organisations when it comes to safety leadership.

Our WHS workshop will cover:

• WHS audit or gap analysis and support from our specialised safety team
• Decision making training for customisable hazard scenarios
• Online WHS portals to streamline reporting
• Interactive e-learning modules and self-directed learning
• Safety Leadership Masterclasses with award-winning specialists
• Leadership and general workforce safety training
• Risk specific training programs and interventions

The idea of being fit for work is not as simple as it sounds. It involves understanding the Inherent Requirements of the Job. This is the process of matching the injured worker to their duties, while they go through their rehabilitation. Understanding the Inherent Requirements of Jobs for key roles within an organisation underpins an employer's ability to proactively and effectively manage their workforce and reduce the risk of injury and workers' compensation claims.

Many organisations fail to truly understand the specific functional requirements of a role which means that employees can be ill-suited or incapable of performing all of their job demands. This results in poor performance, staff turnover, likely injury, and the cost of workers' compensation claims.

The Inherent Requirements of the Job (IROJ) represents the functional requirements of a role from a physical, psychosocial, cognitive, and environmental perspective. This allows employers to meet their legal obligations to monitor the health of their employees and implement strategies to support their employees when they know, or ought reasonably to have known, that employees can no longer meet the inherent requirements of their jobs.

Our workshop demonstrates the benefits of effective IROJ documentation, provides an understanding of key legislation, and outlines practical frameworks for implementing the inherent requirements processes. In addition, our occupational therapists are trained to detect worker mobility requirements and ensuring a positive outcome for both employee and employer.

Real-life case studies are used to assist with learning and understanding. Attendees will gain exposure to the common health/ mobility injuries in the workplace and how IROJ can be applied to empower organisations. As part of our end-to-end programs, this workshop includes:

• Workforce health pulse check
• Health, wellbeing and fitness for work strategy and program development
• Inherent requirements of job
• Policy and procedure development for individual companies
• The role of early intervention such as:

• Employ the right people for the job by enhancing pre-employment practices
• Reduce workers' compensation premiums by creating effective and sustainable return to work pathways and strategically managing cases
• Minimise the operational implications of injury management by efficiently returning workers to their pre-injury duties
• Effectively balance workplace demands with the capacity and experience of workers

Occupational violence and aggression (OVA) involves any situation where a team member feels threatened. This can include physical aggression and verbal abuse. The findings from Safe Work Australia revealed an alarming 37% of workers indicated they were sworn or yelled at in the workplace. Furthermore, 1 in 3 mental health claims filed by women involved some form of harassment or bullying. For men, this 1 in 5.

Unfortunately, this is an ongoing issue that warrants attention in our communities. OVA is a growing concern within most workplaces, including those who cater to vulnerable populations in the health, community and aged care space. About 22% of those workers reported that they were physically assaulted or threatened by patients or clients. Organisations need to actively look to address occupational violence to best support their workforce, to meet legal obligations under the Occupational Health and Safety Act, and to provide and maintain a working environment that is safe and without risk to health.

Workplace Risk facilitates industry specific Occupational Violence Workshops to up-skill workers in managing the health impacts of occupational violence in the workplace and provides the framework for a proactive and protective approach. Through practical case studies, activities, tools and open discussion the workshop aims to enhance workplace supports and resilience in dealing with occupational violence.

Attendees will cover the following topics:

• What is occupational violence and how does it occur?
• Identifying the early warning signs and environmental risk factors to occupational violence
• Strategies for de-escalating emotive and stressful situations
• Recognising the impact of occupational violence on workers — a physical, cognitive and psychological response
• Developing a protective and supportive workplace culture
• The importance of de-briefing following confronting and traumatic circumstances
• Developing resilience, practical skills and tools to enhance personal wellbeing and the wellbeing of co-workers

The Australian workforce is greatly transforming with mature workers now retiring later and considering career changes. The average retirement age is being pushed back and older Australians are participating in the workforce. Reports from the Australian Human Rights Commission predicted that a quarter of Australians will be 65 years or older by 2050. This shift in demographic can bring new challenges and opportunities to the workplace. Organisations have legal obligations to monitor the health of employees and implement strategies to support them when they know or ought reasonably to have known of a employee's physical and psychological conditions or difficulty within the workplace.

Workplace Risk support employers to take a new approach to the ageing workforce including:

• Building meaningful workplace transition programs that are industry specific and align with workplace culture and needs
• Upskilling and reskilling strategies
• Developing the policies, resources and templates to support transition programs and manage risk
• Executive engagement sessions to support workforce planning and interventions specific to the workplace
• People Manager capacity building through training to support better conversations, proactive transition management and intervention for at risk team members
• Team member education sessions designed to empower the workforce to make more informed decisions regarding their own transition process based upon the holistic elements of wellbeing

• Physical health
• Psychological wellbeing
• Cognitive capacity
• Social wellbeing
• Financial literacy

Poor ergonomic work practices or poorly designed workstations can play a significant role in the development of many preventable musculoskeletal disorders including neck and back discomfort, shoulder and arm discomfort, headaches, and repetitive strain injuries.

The best way to prevent poor ergonomic work practices, is to provide employees and managers with the right information to be able to identify and address the issues or risk factors before they cause an injury. By up-skilling employees, organisations are able to actively improve working environments and make positive changes to workplace culture. Employees who are comfortable and ergonomically supported within their work environment are more productive and less likely to experience absenteeism or suffer from injury.

Get in contact with one of our consultants to see our ergonomic assessments can help reduce your WorkCover claims.

Our ergonomic assessments aim to:

• Facilitate a person's functional recovery from an injury
• Prevent further injury or exacerbation of pre-existing conditions
• Protect employees from injury and organisations from costly and time-consuming WorkCover claims
• Improve productivity and employee wellbeing

Workplace Risk facilitates Ergonomic Master Class Workshops to small group (2-6) of designated workplace ergonomic 'champions'. Using a train-the-trainer approach, the workshops enhance the imbedded internal expertise and capability in managing, monitoring and supporting the ergonomic needs of an organisations workforce.

During this session, attendees will be educated in:

• Ergonomic best practice
• Environmental modifications
• Ergonomic equipment prescription
• How to respond to ergonomic concerns in workers

Amidst all of the change that organisations are currently facing, Gallagher is committed to supporting our clients through this challenging time. Our highly experienced team, along with a range of industry experts, will take you through practical insights, case studies and evidence-based, best practice strategies to ensure you, your organisation and your team are working well despite the current health, safety and people management challenges. The team will also explore how to be prepared for a meaningful and return to the new normal and what that might look like.

With risk management in mind, our end-to-end programs incorporate:

• Workplace culture survey
• Safety operational plans
• Collaboration and culture strategies
• Reskilling and upskilling plans
• Workforce incivility, bullying and harassment programs
• Mental health management for HR teams training
• Family and Domestic Violence Contact Officer training
• Thriving teams in the 'new normal' programs and sessions
• Workplace resource development and socialisation/engagement materials