Independent Reviewinto Workplace Culture at EY Oceania
The Independent Review into Workplace Culture at EY Oceania (Australia and NZ) looked at workplace culture, work practices and psychological health and safety of more than 4,500 workers.
Factors that may threaten or protect the wellbeing of staff working in paediatric intensive care environments (2023)
The results of this research identified perceived risks for wellbeing, including; a lack of preparation for the role, perceived worst shift, moral distress and isolation. Themes perceived as protective to wellbeing included; finding the work stimulating and meaningful, belonging to the team, and using humour. This study suggests risk factors often co-existed simultaneously with protective factors and not as a dichotomy.
Good Work Design
This useful site provides a suite of evidence-based resources, including videos and better practice guidance, to help raise awareness and build manager capability to design good work for their teams. Evidence shows that good work design can be used to prevent harm to worker health, promote health and wellbeing and support participation and productivity.
Readiness for Psychosocial Risk Management
FlourishDX have released a Readiness For Psychosocial Risk Management whitepaper based on interviews with people and safety professionals from 87 organisations. The research found few had updated risk registers or integrated it into business practices, and identified common barriers to the successful adoption of psychosocial risk management, as well as the main business drivers for getting it on the board and leadership agenda.
Working from home during the COVID 19 pandemic: a longitudinal examination of employees’ sense of community & social support & impacts on self-rated health (2023)
A recently published longitudinal Australia study Working from home (WFH) during COVID showed that a sense of community and social support in the workplace are important determinants of employees' health, and workplace strategies to improve a sense of community whilst WFH (use of online platforms to improve communication, bonding, networking) and social support are required for all employees as hybrid work arrangements become more common.
Work as a prescription for well-being: A human-centred design approach to achieve “Net Positive”
There is a constructive social movement underway and that is to design work for health, well-being, and productivity. When work is designed well – psychologically, socially, and physically –it can serve as prescription for health and well-being. Ultimately, it’s about making work more human-centred. This seminar will provide you with real-life examples of (human) lifecycle ergonomics – from recruitment and hire to retire and beyond.
Work-related wellbeing: What good looks like (2022)
Research by WorkSafe NZ shows many workers see their work and wellbeing as strongly interconnected and viewed the responsibility for work-related wellbeing as a partnership between workers and leadership. However, many are reluctant to speak up about factors impacting their wellbeing, with most seeing the psychosocial impacts of work as having the most influence.
Reset, Restore, Reframe – Making Fair Work FlexWork
New research from Swinburne Edge and Deloitte Australia based on survey of 2000 Australian workers found they are now wanting more than fair pay. Key findings included wellbeing being top of mind, workers wanting choice in their place of work, people working more and different hours and workers putting a dollar value on flex work.
FlexReport (2021)
The 2021 FlexReport sets out to bridge the gap in expectations between employers and employees. It examines how new hybrid ways of working are being used to enable growth out of the adversity faced through the pandemic.
Shifting Expectations: Flexibility for frontline, shift and site-based roles
As businesses across Australia are impacted by labour and skills shortages, this report suggests delivering effective and secure flexible work for frontline, shift and site-based workers has immediate benefits and should be a long term strategy for workforce sustainability.
