Safety Solutions May 2025

EVEN IN THE HARSHEST PLACES A PSYCHOLOGICALLY SAFE WORKPLACE

HOW TO MAXIMISE PPE USE ONSITE

EIGHT PSYCHOSOCIAL RISK MANAGEMENT TRENDS WITH TIPS

EARLY SILICOSIS DETECTION VIA A 5 MIN BREATH TEST?

Welcome to the May 2025 issue. I am delighted to return to Safety Solutions as Interim Editor — having previously served as Editor, 2019–2022. This time, we have a focus on psychosocial safety/psychological risk and PPE.

In our lead feature, Dr Georgi Toma and Alaica Ranchez from Heart and Brain Works set out eight current trends shaping the future of psychosocial risk management, with accompanying tips for how employers can stay ahead. On a more personal note, Jonah Group Principal Consultant Mark Edgley shares an experience he had on a remote mining site, to show how a psychologically safe workplace foundation can be fostered, even in the harshest of Australian locations.

We have a rich range of PPE articles for you as well. Portwest’s Paul Giles details how to maximise PPE use onsite; Hearing Australia research gives us the lowdown on workplace hearing loss; and in the respiratory protection arena, we explore some developments in the silicosis space, including the need to go beyond an engineered stone ban and a promising UNSW innovation that has the potential to assist in early detection — via a five-minute breath test. Plus, we have our usual breadth of coverage, including an Australian analysis of decades of scholarship on contract labour in mining, which suggests the cost reductions could create unforeseen safety risks, as well as a suite of case studies and product innovations.

Happy reading.

I would like to acknowledge and thank Amy Steed for her excellent work as Editor since 2022.

Dr Joseph Brennan, PhD

HEAVY MACHINERY INJURY LANDS MINING COMPANY $750K FINE

In Western Australia, Northern Star Mining Services Pty Ltd — an underground mining services company — has been fined $750,000 and ordered to pay $3211 in costs after a drill operator sustained spinal and leg injuries while working on heavy machinery. In the Perth Magistrates Court, the company pleaded guilty to two offences under the Work Health and Safety Act 2020 (WA) for exposing workers to the risk of death, injury or harm to health, and causing serious harm to a worker.

A drill operator had been helping repair and service a Sandvik twin boom Jumbo drill at a workshop that was part of Northern Star Resources Ltd.’s Carusoe Dam operations in January 2023. Northern Star Mining Services had been contracted by Northern Star Resources to work at its Carusoe Dam site. Workers were required to isolate the Jumbo’s power source, as was required by the some of the maintenance activities, while other processes required the drill to be energised for testing and adjusting.

An Isolation and Tagging Safe Work Procedure was in place at the time of the incident — so workers could identify potential hazards and outline necessary control measures. The procedure stated that:

• when testing and adjusting was not required, workers should completely isolate the Jumbo drill’s power and apply a personal danger lock and tag; and

• supervisors should use barricades or hazard tape to exclude workers from the energised Jumbo’s area of operation.

The company did not implement the control measures set out in the procedure in this instance, due to failings in supervision and direction.

When a drill operator tested the left boom on the evening of the incident, the boom rail moved uncontrollably due to an internal fault, it then swung downwards and struck a worker, causing serious injuries. Northern Star Mining Services made improvements to the training associated with the procedure and upgraded other engineering and administrative controls following the incident.

The company could have avoided the incident if it had followed proper processes, WorkSafe WA Commissioner Sally North said. “Isolation and tagging safe work procedures are in place to protect workers and must be followed to reduce risk and prevent injury,” North said. “Management and supervisors must ensure workers handling hazardous energy and machinery are properly trained, instructed and supervised.”

HAZARD ANALYSIS TOOL COULD REDUCE CONSTRUCTION DEATHS

An algorithm designed by researchers could play a part in reducing the number of construction industry deaths.

The University of South Australia (UniSA) research team has built a ‘knowledge graph’ to predict hazards on construction sites, which are traditionally identified in a manual and time-intensive process.

With construction sites accounting for nearly 20% of occupational deaths worldwide, the urgency to innovate safety measures has never been greater, according to UniSA Construction Management lecturer Dr Sonali Pandithawatta, who led the study.

“Traditionally, potential job hazards rely heavily on safety personnel identifying risks and control measures, a process that is prone to inefficiencies and human error,” Pandithawatta said.

“Our research addresses the critical need to automate job hazard analysis (JHA).”

In designing the algorithm, researchers gathered data from incident reports and experts, integrating information such as weather, job steps, hazards and preventive measures, which are all captured in a graph. More than 100 JHA documents were analysed, and input sought from 18 industry experts to build the tool.

UniSA Construction and Project Management

Professor Rameez Rameezdeen, who co-authored the study, said the model demonstrated “exceptional accuracy” — more than 90% — and was capable of analysing both primary and secondary hazards, the weather, workplace proximity and atmospheric hazards in real time.

“We are proud to contribute to the global effort in making construction sites safer,” Rameezdeen said, adding that the tool could also be adapted to other highrisk industries where workplace safety is an issue.

The next step is to assess other risk factors such as human and managerial influences and to integrate advanced machine learning techniques for broader use.

The study, published in the Journal of Engineering, Project and Production Management, was supported by the South Australian Water Corporation (SA Water).

AWU: “HEADS MUST ROLL AFTER MASS SILICOSIS DIAGNOSIS”

News that 13 tunnel workers in the still under-construction M6 tunnel in New South Wales (NSW) have been diagnosed with silicosis “should prompt immediate prosecutions by SafeWork NSW to bring those responsible to justice”, the Australian Workers’ Union (AWU) said in a statement.

“The scale of this health disaster is staggering,” AWU Assistant National Secretary Chris Donovan said. “Thirteen workers on a single project were diagnosed with silicosis — an entirely preventable disease.”

The tunnels being constructed by the workers will become stage one of the M6 — the four kilometres of tunnels linking the M8 at Arncliffe to President Avenue, Rockdale.

“This isn’t just negligence, it’s a complete betrayal of workers,” Donovan said. “And we know workers on the WestConnex M4 East, new M5, and Rozelle Interchange were exposed to dangerous levels of silica dust.”

Donovan also criticised SafeWork NSW. “Not one prosecution has been launched by SafeWork NSW, zip, zilch, zero; that’s a damning indictment,” Donovan said. “Tunnelling companies and SafeWork NSW knew about dangerous silica dust levels since 2017, yet failed to take meaningful action.

“The fact that we have workers being diagnosed with a fatal lung disease while companies continue to operate with impunity is a damning indictment of our regulatory system.

“These aren’t just statistics — these are workers whose lives have been permanently damaged while building Sydney’s infrastructure,” Donovan said. “These men and women will spend the rest of their lives coughing, out of breath playing with their kids, and as the disease progresses they may require a lung transplant; there is no cure or treatment.”

In March, the NSW Government announced that a new Expert Taskforce has been established to oversee and help address silica-related health risks for workers in tunnelling projects. Made up of industry, government, medical and union representatives, the taskforce will provide expert guidance to prevent and manage silica and other dust-related disease associated with tunnelling projects in NSW. Major tunnelling projects, the government noted in its statement, present heightened risks for silica-related lung disease.

Four broad areas of action have been identified to help focus and guide the taskforce’s work. These are: best practice Work Health and Safety controls, better use of data with more transparent access, improved health monitoring, and enhanced compliance.

MOVE TO MAKE SAFEWORK NSW “A REGULATOR WITH TEETH”

NSW has passed legislation to officially establish SafeWork NSW as a standalone regulator. The new structure is intended to ensure SafeWork NSW will become a fit-for-purpose, robust and strong work health and safety regulator.

A statement released by the NSW Minister for Work Health and Safety, Sophie Cotsis, said that SafeWork NSW was hidden within the Department of Customer of Service under the former government and “was not able to fully fulfil the functions expected of the state’s work health and safety regulator”.

“The former government let down workers when it came to safety, and we are cleaning up their mess,” Cotsis said.

The new executive agency will be led by a SafeWork Commissioner, with recruitment currently underway. The agency will have clear authority to enforce compliance, promote best practices, and engage meaningfully with businesses, unions and workers across all industries in NSW.

An Advisory Council of experts — to provide advice to the NSW Minister for Work Health and Safety and SafeWork NSW on how it can support both workers and businesses in creating the safest possible workplaces — will also be a feature of the new standalone regulator. Representatives from employer organisations, unions, a WHS expert and injured workers will make up the advisory council.

“This Bill passing the Parliament is important for worker safety in NSW,” Cotsis said. “We are slowly turning things around at SafeWork NSW as we restore it to being a regulator with teeth.”

REPEAT FORKLIFT OFFENDER HAS FINE MORE THAN DOUBLED

Minus 1 Refrigerated Transport Pty Ltd was fined $20,000 without conviction in the Dandenong Magistrates’ Court in October 2024, after pleading guilty to a single charge of failing to provide or maintain a system of work that was safe and without risks to health. The original sentence was set aside following an appeal, and the County Court imposed a conviction and a $50,000 fine on 28 February, the company also being ordered to pay $4575 in costs.

The forklift was being used in June 2023 to unload a van in the driveway of the company’s Dandenong South workplace, when it reversed into a worker walking in the same direction. The worker suffered a fractured ankle, fractured tibia and partial de-gloving to his calf, after his right leg was dragged under the forklift and then run over again when the forklift was driven forward.

An investigation by WorkSafe Victoria found the driveway area was not a designated loading and unloading zone; however, the practice had occurred there previously. It was reasonably practicable for the company to have implemented a traffic management plan that ensured a three-metre exclusion zone was maintained between pedestrians and mobile plant, and to ensure that vehicle loading and unloading only occurred in designated areas.

The court also heard that the company was previously fined $20,000 without conviction over a similar incident, in 2022, when a truck driver suffered broken ribs and fractured vertebrae after being struck by a reversing forklift.

There are no excuses for failing to adequately separate forklifts and pedestrians, WorkSafe Victoria Executive Director of Health and Safety Sam Jenkin said.

“Our data shows that on average more than one worker every week is seriously injured in incidents involving forklifts, which is simply unacceptable when the ways to control the risk are easily adopted and relatively low cost,” Jenkin said. “It is incredibly disappointing that a second person has been injured due to this company’s failure to implement basic safety measures to keep pedestrians out of harm’s way.”

TIMBER COMPANY FINED $385K AFTER CONVEYOR CRUSHING

In Western Australia (WA), a timber processing company has been fined $385,000 and ordered to pay $5976.70 in costs after an 2022 incident in which a worker’s arm became trapped in a conveyor, crushing and degloving it.

The company, Wesbeam Pty Ltd (a laminated veneer lumber manufacturer and distributor), was fined in the Perth Magistrates Court after pleading guilty to failing to ensure that fixtures, fittings or plant were safe and, by that failure, causing serious harm to the worker.

The incident occurred in April 2022, when a Wesbeam employee who was monitoring conveyors in the control room of the company’s Neerabup premises left that room to attend to a blockage. He attended the top of the waste bark conveyor and his right arm became trapped in the conveyor.

Crushing and degloving occurred, and resulted in a series of surgeries, several follow-up treatments and significant ongoing pain. The conveyor had been fitted with guard panels, but several of these had been modified by the company so they were hinged at the top to allow access to the conveyor.

There was a gap at the bottom of several of the hinged panels, including around the drive roller, and the gaps exposed nip points, which were a hazard — there being a risk of a worker being drawn into the nip points and suffering crush and entanglement injuries.

“This is a reminder to all workplaces that effective guarding of all moving parts of machinery is crucial in maintaining a safe workplace,” WorkSafe WA Commissioner Sally North said.

“I also urge employers to ensure that procedures are in place for isolating machinery during maintenance and cleaning and that all workers are aware of these procedures and the need to follow them.

“The injured worker had not isolated the conveyor in the control room before he left and there was no emergency stop control at the top of the conveyor and within his reach.” North said. “As a result of this incident, the company installed interlocked fencing around the log yard plant, including the waste bark conveyor. Also installed was full-length guarding around the drive roller of the conveyor with holding screws that could only be removed using tools.

“This case has resulted in improvements to health and safety management in this workplace, but at the cost of ongoing suffering to the injured worker.” North said. “Importantly, it presents a reminder to all workplaces with machinery of the importance of guarding and safety during any type of maintenance activity.”

PSYCHOSOCIAL RISK MANAGEMENT

EIGHT TRENDS WITH TIPS

Psychosocial risk management is no longer a secondary concern — it has become a central pillar of workplace safety and organisational sustainability. Heart and Brain Works founder Dr GEORGI TOMA and Communications Manager ALAICA RANCHEZ explore eight current trends shaping the future of psychosocial risk management, with accompanying tips for how employers can stay ahead.

As we move further into 2025, businesses face increasing regulatory scrutiny, shifting workforce expectations and emerging risks driven by technology and globalisation. The focus is now on proactive measures that prevent harm, protect employees and build long-term resilience. Here are eight current psychosocial risk management trends space together with some tips on what employers can do.

1. Regulatory enforcement on the rise

Governments and workplace regulators worldwide are strengthening compliance measures around psychosocial risks. In Australia, all harmonised jurisdictions have committed to psychosocial risk regulations, with WHS regulators intensifying investigations and enforcement.

• SafeWork NSW’s 2024–2026 Psychological Health and Safety Strategy targets industries with high psychosocial risk, such as health care, education and public administration. Large employers (200+ staff) are already experiencing heightened scrutiny, with increased audits and investigations expected.

• WorkSafe Victoria’s Occupational Health and Safety (Psychological Health) Regulations (effective 1 December 2025) are likely to introduce mandatory employer obligations, including risk identification, control implementation and prevention plans for hazards such as workplace bullying, high job demands and sexual harassment.

What employers can do

 Conduct comprehensive risk assessments tailored to workforce demographics and job roles.

 Implement robust preventative measures and psychosocial risk management frameworks.

 Stay ahead of compliance requirements by monitoring regulatory updates and adapting policies accordingly.

2. Legal precedents and the rise of workplace litigation

The legal landscape is shifting, as courts increasingly hold organisations accountable for failing to manage psychosocial risks. A landmark case in 2024, Elisha v Vision Australia, resulted in a $1.4 million payout due to a poorly handled termination process, with findings of contractual breaches and procedural unfairness. Key lessons

• Contractual adherence: Ensure employment contracts and workplace policies are strictly followed.

• Procedural fairness: Maintain transparent, well-documented investigation processes.

• Early intervention: Address workplace concerns proactively before they escalate.

• Leadership training: Equip managers with the skills to handle psychosocial risks effectively.

What employers can do

 Strengthen HR processes to ensure fair and transparent workplace decisions.

 Train leaders in early intervention strategies and psychosocial risk management.

 Hold managers accountable for fostering psychologically safe workplaces.

3. Technology: a double-edged sword

AI, automation and workplace surveillance tools are transforming industries for the better, but they also introduce new psychosocial risks. Benefits

• Increased safety

• Efficiency

• Risk mitigation

Risks

• Increased cognitive load — complex decision-making responsibilities leading to stress and fatigue. >

THE LEGAL LANDSCAPE IS SHIFTING, AS COURTS INCREASINGLY HOLD ORGANISATIONS ACCOUNTABLE FOR FAILING TO MANAGE PSYCHOSOCIAL RISKS. A LANDMARK CASE IN 2024, ELISHA V VISION AUSTRALIA, RESULTED IN A $1.4 MILLION PAYOUT DUE TO A POORLY HANDLED TERMINATION PROCESS, WITH FINDINGS OF CONTRACTUAL BREACHES AND PROCEDURAL UNFAIRNESS.

• Workplace anxiety — AI monitoring and surveillance reducing trust and morale.

• Job insecurity — fear of automationdriven job loss.

• Over-reliance on technology — potential safety risks when human judgement is overridden.

What employers can do

 Assess the psychological impact of workplace technology.

 Implement ethical AI and surveillance policies.

 Involve employees in decision-making around new technologies.

4. Breaking silos: integrating WHS and HR for better risk management

Traditionally, WHS teams have focused on compliance and safety, while HR managed workplace conduct and interpersonal issues. It is now imperative that these departments work together to create a unified approach to psychosocial risk management.

What employers can do

 Align WHS and HR policies to streamline psychosocial risk management.

 Develop clear reporting and investigation processes for psychosocial complaints.

 Foster cross-functional collaboration to build safer, healthier workplaces.

5. Evolving workforce demographics: managing new challenges

Changing workforce demographics are introducing new psychosocial risks. New risks

• An aging workforce — 22% of workers will be over 60 by 2050, increasing the need for awareness of age-related risks.

• Multigenerational teams — up to five generations working together, often with different communication styles and expectations.

• Global and remote workforces — crosstime-zone collaboration, leading to work–life balance challenges.

• Hybrid work models — flexibility benefits countered by risks like digital fatigue and isolation.

What employers can do

 Develop multigenerational leadership training.

 Implement wellbeing initiatives tailored to remote and hybrid teams.

 Address psychosocial risks across diverse worker demographics.

6. The gig economy: addressing risks for nontraditional workers

The rise of freelancers, contractors and gig workers presents new challenges for psychosocial risk management. These workers face heightened stress due to job insecurity, unpredictable workloads and limited workplace protections.

What employers can do

 Recognise duty-of-care obligations for contractors and freelancers.

 Provide access to mental health resources for gig workers.

 Implement fair workload management practices.

7. Leadership training: the key to preventing psychosocial harm

Managers play a pivotal role in managing psychosocial risk, but many struggle with recognising risks, handling difficult conversations or applying effective controls.

What employers can do

 Invest in leadership training focused on psychosocial risk management.

 Prioritise conflict resolution, communication and procedural fairness.

 Embed a culture of psychological safety from the top down.

4 key priorities for 2025

1. Strengthen psychosocial risk identification and management

• Conduct regular risk assessments.

• Consult employees to identify emerging risks.

• Address risks before they escalate.

2. Harmonise WHS and HR approaches

• Break down silos between departments.

• Streamline risk reporting and response systems.

3. Invest in leadership training

• Equip managers with practical skills for psychosocial risk management.

• Ensure early intervention strategies are in place.

4. Stay on top of compliance changes

• Monitor legislation and case law updates.

• Adapt policies to meet evolving legal requirements.

8. A global shift: mental health at work as a worldwide priority

Mental health is now a global policy focus, with countries worldwide strengthening their legal frameworks. According to the World Health Organization:

• 15% of working-age adults experience a mental health disorder.

• 12 billion workdays are lost annually due to mental health issues, costing US$1 trillion in lost productivity.

• More countries — including Belgium, Sweden, Mexico, Chile, Canada and Japan — are enacting stronger workplace mental health protections.

• ISO 45003, the global standard for psychosocial risk management, is gaining traction internationally.

What employers can do

 Align workplace policies with international best practices.

 Stay informed on global trends in workplace mental health regulation.

 Recognise mental health as a competitive advantage in talent retention and productivity.

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HOW TO MAXIMISE PPE USE ONSITE

The improper use or lack of personal protective equipment (PPE) is responsible for hundreds of thousands of preventable accidents each year, writes PAUL GILES , Regional Manager at Portwest.

Despite being a well-known issue, the Safe Work Australia: Key Work Health and Safety Statistics Australia 2024 Report states that accidents were the cause of 139,000 serious workers compensation claims in 2023.

To help mitigate injury onsite, it’s clear that improving proper PPE usage should be a priority for all organisations. This will require procurement managers to understand the correct options for each role, ensuring workwear is well fitted to reduce barriers to usage, and reframing attitudes towards the importance of properly wearing PPE.

The importance of education

Investing time into comprehensive PPE training is vital. Seeking out the right expert advice to keep staff as safe as possible, specifically around the proper usage of PPE, is critical. PPE works best when used alongside other control measures, but most importantly, it needs to be suitable for the nature of the work being done.

In some cases, PPE and garments that aren’t fit for the purpose of the job are requested by organisations. Every task is different — don’t assume that the gear for one job will always fit the safety requirements of the next. Take gloves, for example. If teams are working with glass, gloves that feature Cut 5 (Cut E) resistance are paramount. If they’re just working with sheet metal, however, Cut 3 (Cut C) gloves are sufficient. Knowing what the team is working with and what gear is going to best protect them is pivotal. It is crucial to stay on top of safety laws and regulations that are industry-relevant and constantly evolving. So, if a team is working with airborne particles or hazardous substances, it is important to know which safety glasses meet the ANZ AS/NZS 1337.1:2010 minimum safety standard. If working with a team that needs to be decked out in high-vis, it is essential that all garments comply with the AS/NZS 4602.1:2011 standard — which is a must for all high-vis. By understanding unique industry needs, procurement teams

can better work with suppliers to provide not only the best PPE, but the right PPE, backed by national safety regulations.

Prioritise comfort and fit

It’s easy to gravitate towards the most convenient PPE option. This is particularly common when it comes to hand protection. People assume that just because they can get it on, this means it’s the best size for them. Unfortunately, that just isn’t the case.

The reality is, making sure PPE is comfortable and fits well makes it a lot more likely for it to be worn properly and effectively protect the wearer.

Safe Work Australia highlights the duty that a person conducting a business or undertaking has when selecting PPE that is both comfortable and fits well. It is also their responsibility to ensure that workers are provided with enough PPE that is well maintained and replaced when needed.

Businesses need to buy enough PPE gear for their team, with a surplus to account for items that are damaged. This is where buying quality products that stand the test of time can make a real difference. Additionally, educating teams on proper care to help maximise longevity will reduce turnover. For example, if a high-vis shirt is incorrectly washed and hung out in 40°C weather for days, it’ll soon need replacing.

THE REALITY IS, MAKING SURE PPE IS COMFORTABLE AND FITS WELL MAKES IT A LOT MORE LIKELY FOR IT TO BE WORN PROPERLY AND EFFECTIVELY PROTECT THE WEARER.

Check in with workplace culture

A study in the Journal of Safety Research found that both the absence and inappropriate use of PPE — referred to as PPE noncompliance — are major causes of fatal and non-fatal injuries at construction workplaces. The manufacturing industry can learn from this insight.

The study found that the role of safety culture and climate, combined with worker attitudes towards safety and PPE, was a huge factor contributing to these statistics. Because of this, it’s clear that a shift in workplace culture is often needed to help

employees incorporate PPE as an accepted non-negotiable.

This requires workplaces to change the narrative. We need to move from a culture of, “Why are you wearing gloves?” to “Mate, where are your gloves?” For too long, Australians have been making fun of colleagues who prioritise safety. That needs to change — so that reminding someone to wear PPE is seen as looking out for a mate.

By working with PPE experts to provide the right garments for the job and ensuring employees are motivated to wear them, workplaces can move from ticking the box, to providing real protection for their teams.

EVEN IN THE HARSHEST PLACES

—WHAT

A PSYCHOLOGICALLY SAFE WORKPLACE LOOKS LIKE

Australia’s industrial work environments come with unique challenges, including for psychological safety. MARK EDGLEY , Principal Consultant at Jonah Group, provides a personal account of an experience he had on a remote mining site to show how a psychologically safe workplace foundation can be fostered, even in the harshest of Australian locations.

Ispent two years working on a remote mining construction site in one of Australia’s harshest environments, where conditions were tough — extremely tough. Yet, amid the heat, dust and isolation, this site stood out from others I’d experienced before: it had a true, sustainable culture of care. This culture wasn’t left to chance, it was intentionally designed. From day one, the executive team down prioritised the physical and mental wellbeing of their workers. They didn’t rely solely on safety protocols — they actively created an environment where care for everyone was embedded into everyday practice. Over time, this culture formed the foundation of a psychologically safe workplace in a harsh, challenging environment. This translated to great safety performance and a culture where people felt safe to speak up, including self-reporting of health and safety issues.

What is psychological safety?

Psychological safety has gained prominence since the upgraded WHS legislation in 2022, which requires businesses to manage psychosocial hazards like physical ones. Despite the guidance on fostering psychological safety, many businesses fail to achieve meaningful results. Safety protocols and risk assessments are essential, but true psychological safety isn’t about checklists — it’s about a commitment from everyone, especially leadership, to foster a safe and supportive environment.

What does a psychologically safe workplace look like?

Let me take you back to my first day on that mining site, where I learned the answer.

First impressions:

the harsh realities

After a bumpy, three-hour flight from Perth, our Dash 8 aircraft banked left to reveal a gravel runway surrounded by dust and the Australian outback. As the plane touched down, the only signs of life were an off-road bus and a fire truck. There was no lush greenery or bustling offices — just the essentials. As we stepped off the plane, I realised this site was different. Even as a ‘newbie’, distinguished by my lack of a fly net and bright shirt, the outgoing crew greeted me with warmth.

“G’day mate, have a good swing!” they called, making eye contact as they boarded the plane.

This was far from the typical, eyes-down FIFO shuffle I was used to seeing.

A 30-minute bus ride to camp, which was small and basic, revealed that the people here had a camaraderie that was difficult to miss. It wasn’t just about getting the job done — it was about building a community of trust, support and care. This sense of safety and belonging started to shine through right from the very first interaction.

The blue tree: a symbol of mental health awareness

Soon after settling into my clean-but-snug caravan accommodation (who knew it was

possible to brush your teeth and wash your hands without having to get out of bed… very efficient), I participated in the site’s induction, led by the Senior Site Executive (SSE), a towering man with a large beard and tattoos — who at first glance seemed like a typical tough mining-construction manager. But what happened next was far from typical.

Instead of a standard induction speech, the SSE walked us around site. As we passed a scraggly, painted blue tree, he paused and asked if we knew its meaning.

“Mental health and suicide prevention,” we replied.

But he didn’t stop there. He shared a deeply personal story that left a lasting impact on me.

proactive role in building a community of care, getting to know those around us and creating an environment where everyone felt safe, supported and valued. Respect and courtesy for everyone onsite is expected.

Leadership by example

The leadership team didn’t just talk about safety — they demonstrated it. The SSE’s story wasn’t just a moment of reflection; it was the foundation of a culture that prioritised mental health. This wasn’t a one-time initiative but a continuous commitment from leadership to foster psychological safety by listening, addressing concerns and offering support — they built trust by showing they cared.

The blue tree, with the man’s cap hanging from a branch, was a memorial for a worker who had tragically taken his own life while at home the previous year. The man had been well-liked, positive and seemingly full of life. Yet, beneath that facade, he had struggled with mental health challenges. No one had known — his wife, kids, mates or family. His death shocked the team and in his memory the blue tree became a symbol of the importance of looking out for one another.

This wasn’t just a memorial — it was a call to action. The SSE urged us to take a

The message was clear: people were the most important asset and everyone was responsible for creating a safe, inclusive and supportive environment. Workers were encouraged to speak up about concerns, on safety, workload or mental health. There was no stigma around vulnerability and employees were empowered to act on early signs of distress or discomfort.

The ripple effect: from induction to everyday practice

The induction wasn’t just about site rules — it was a blueprint for teamwork. The induction set clear expectations for communication and collaboration. More importantly, it showed that psychological safety wasn’t just an abstract concept — it was a living, breathing part of the site’s culture.

As the site grew from fewer than 100 workers to more than 600, that culture of care remained strong. Large subcontractors came and went, there was even a takeover, but the culture of care was preserved.

Building a culture of care

Creating a psychologically safe workplace doesn’t happen by accident. It requires leadership, commitment and a focus on wellbeing. As I experienced on that remote mining site, the key to success lies not just in processes and protocols, but in the values and behaviours demonstrated by leadership and the workforce. It’s about creating a culture where people feel valued, supported and safe to speak up without fear of judgment or retribution.

Lessons from this site are more relevant than ever. By prioritising care, fostering open communication and creating a culture of trust, any organisation can build a psychologically safe workplace that not only protects its workers but allows them and the organisation to thrive. If you are affected by any of the issues discussed in this article, help is available. Lifeline has a 24/7 crisis support service, please call 13 11 14.

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Cut protection gloves

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Construction forum drives evidence-informed WHS solutions

SHINe (Safety and Health Innovation Network) was developed by RMIT University’s (RMIT) School of Property, Construction and Project Management, as a first-of-its-kind Australian industry forum that allows members to advise what research to fund and to actively contribute to research projects that will drive evidence-informed work health and safety (WHS) solutions that respond to industry needs.

With a philanthropic ethos, research findings funded by the SHINe network are open to anyone in the industry, with the aim of finding new ways to improve WHS across the construction industry.

The forum is intended to provide industry and community benefit through a novel participatory funding and delivery process, and is chaired by Multiplex’s Global Chair ESG, Dr Dennis Else.

The forum is also made up of stakeholders from

across the construction industry, with Multiplex, Laing O’Rourke, Melbourne & Olympic Parks, Construction Health and Safety NZ (CHASNZ), HammerTech and McConnell Dowell being foundational members. Distinguished Professor Helen Lingard — a researcher and industry expert in construction WHS — led the forum’s creation.

“The forum is democratic in nature — it allows its members to influence what research priorities to work on and which projects to fund, to maximise its relevance and responsiveness to industry needs,” Lingard said.

“Fundamentally, the SHINe network has a mission of social impact — research findings are shared with the whole industry, aiming to create better health and safety outcomes.”

RMIT University www.rmit.edu.au

Metal grating has been the go to product for over 50 years. It’s only issue is it can get slippery either from product, water or wear and when walking in the direction of the long bars. Until recently this issue has been difficult and expensive to fix. Grate Cleats cost effectively address this by clipping on in seconds to provide double row extra traction on slippery or worn areas. Made here in Australia. US patent approved.

ATG’S AD-APT® TECHNOLOGY IN MAXIFLEX® STAY COOL AND COMFORTABLE WITH

In high-performance work environments, where precision handling and prolonged wear are essential, workers often face the challenge of sweaty, uncomfortable hands. This discomfort can lead to frequent glove removal, increasing the risk of workplace injuries. Recognising this issue, ATG® has integrated its revolutionary AD-APT® Technology into the renowned MaxiFlex® glove range, setting a new benchmark for comfort, breathability, and moisture control in hand protection.

AD-APT Technology is an advanced cooling system designed to keep hands cool, dry, and comfortable throughout the workday. Unlike traditional moisture-wicking gloves that merely absorb sweat and often feel damp over time, AD-APT actively regulates the microclimate within the glove. Activated by hand movement and rising temperatures inside the glove, this technology releases a natural cooling agent, reducing sweat buildup while maintaining grip and durability. The result is a glove that enhances comfort without compromising performance, making it ideal for industries such as construction, manufacturing, logistics, and warehousing

MaxiFlex — The Benchmark for Precision Handling

ATG’s MaxiFlex gloves have long been the preferred choice for workers who require lightweight, flexible, and highly durable hand protection. Their ergonomic design and ultra-thin construction allow for exceptional dexterity, making them ideal for tasks that demand precision, control, and tactile sensitivity. Now, with the integration of AD-APT Technology, MaxiFlex gloves offer not just protection, but a superior user experience that promotes all-day comfort and productivity.

One of the key features of MaxiFlex gloves is AIRtech®, a patented micro-foam coating that provides 360° breathability

This unique feature allows heat and moisture to escape, preventing overheating while ensuring optimal comfort. When combined with AD-APT Technology, the result is a glove that keeps hands fresher for longer, even in demanding environments.

MaxiFlex gloves are also known for their DURAtech® coating, which significantly extends glove lifespan. With an abrasion resistance rating of over 18,000 cycles per millimetre, these gloves offer exceptional durability, reducing the need for frequent replacements and delivering cost savings for businesses

A Solution for Sweaty Hands Without Compromising Grip

Sweaty hands can be more than just uncomfortable — they can also lead to a compromised grip and increased risk of accidents . AD-APT Technology addresses this issue by preventing excessive perspiration while preserving the firm yet controlled grip of MaxiFlex gloves Workers no longer need to worry about moisture affecting their ability to securely handle tools, machinery, or materials.

Moreover, ATG’s GRIPtech® ensures that each glove provides a micro-cup grip, which enhances control and reduces the amount of force needed to hold objects. This technology plays a crucial role in minimising hand fatigue, allowing workers to maintain productivity throughout their shift.

Designed for Skin Health and Longevity

ATG goes beyond performance by ensuring all MaxiFlex gloves are dermatologically accredited by the Skin Health Alliance

Before packaging, each glove undergoes an extensive washing process to remove any residues that could cause skin irritation, making them ideal for workers with sensitive skin

Additionally, MaxiFlex gloves are designed for longevity . They can be washed and reused multiple times without losing their protective properties, further extending their usability and reducing environmental impact. This makes them an economical and sustainable choice for businesses looking to enhance worker safety while managing costs.

A Smart Investment in Worker Comfort and Safety

By integrating AD-APT Technology into its flagship MaxiFlex range, ATG has created a glove that not only protects hands but also enhances worker comfort, productivity, and overall job satisfaction. The ability to maintain cool, dry hands throughout the day means that workers are less likely to remove their gloves, ensuring they remain protected at all times.

With MaxiFlex gloves, businesses can invest in high-performance hand protection that delivers long-term value, keeping workers safe, comfortable, and efficient. Whether in manufacturing, logistics, warehousing, or construction, AD-APT Technology ensures that sweaty hands are a problem of the past

For more information on MaxiFlex with ADAPT Technology, visit https://mayohardware. com.au/atg-free-glove-trial-registration-form/ and request a free glove trial today.

THE LOWDOWN ON WORKPLACE HEARING LOSS

Workplace hearing damage is a widespread problem, with nearly a quarter of Australians knowing someone who suffers from this issue.

In addition, 11% of people have personally experienced hearing damage caused by workplace noise.1 And yet despite this, one in three give little thought to protecting their own hearing, new research1 from Hearing Australia shows.

“These statistics are a real concern,” said Hearing Australia Principal Audiologist Karen Hirschausen. “Hearing is such an important sense but more than 1.1 million Australians2 are exposed to hazardous noise in their workplace. Noise-induced hearing loss is one of the most common occupational diseases3, but it’s also one of the most preventable.”

Hearing Australia’s national survey also revealed:

• Only one in four Australians think about hearing protection and use it at work or when undertaking noisy activities during their leisure time.

• About a quarter of respondents know someone who has experienced workplace noise-related hearing damage.

• Australian women appear to think less about protecting their hearing than men.

• Millennials (people in their late 20s to early 40s) appear to be more concerned about their appearance than their hearing, with one in four saying they’d be too embarrassed to wear earplugs or earmuffs in a loud environment like a concert.

Certain leisure activities can also be very noisy and potentially risk hearing damage. “What our research found is that many people don’t fully understand the risk to their hearing in a nightclub or concert,

and they overestimate the length of time they can spend in these noisy environments without hearing protection before risking hearing damage,” Hirschausen said.

The businesses at risk of employee hearing damage

In its ‘Making a noise about hearing’4 report, the National Acoustic Laboratories (NAL), Hearing Australia’s research division, found high noise levels in workplaces are associated with stress, headaches, tinnitus, fatigue and increased absenteeism — and have the potential to cause increased heart rate, higher blood pressure and a greater risk of cardiovascular disease.

In addition, NAL found mitigating noise exposure isn’t a high priority for employers, employees or regulators. “Small to mediumsized businesses appear to be at greater risk of noise exposure,” Hirschausen said. “Safe Work Australia research5 found that within SMEs, there’s insufficient knowledge of the effects and the impact of loud noise on people’s hearing and quality of life. There also appears to be little consideration given to the benefits of noise control.”

The main industries at risk of exceeding Australia’s noise exposure standard are mining, manufacturing, construction, farming and the Defence Force, according to NAL.4 “But there are other industries, such as hospitality, entertainment and retail, which are also exposed to loud noise,” Hirschausen said.

Sound solutions for improvement

Hirschausen said workplace laws that stipulate noise-exposed workers having their hearing tested when they start work — and then at two-yearly intervals — should be reinforced.

“More broadly, we also encourage people to use smartphone noise apps to track their own noise exposure,” she said. “These apps can be a powerful tool for behavioural change, as you receive real-time feedback if a noise is too loud, so you can adjust your behaviour or the noise. It’s likely to drive greater awareness of sound levels in general.

“If you’re in environments where you’re exposed to loud noise, you should have your hearing checked regularly. And if you have any concerns or experience changes in your hearing, you should also see an audiologist.”

1. Antenna, an independent consumer research agency on behalf of Hearing Australia, conducted an online AntennaPoll survey of n=1012 Australians. The survey was conducted from 5–8 September 2024. The survey data collection was national, and respondents were sourced using an accredited online research access panel. Data was weighted for representation against the 2021 ABS Census.

2. Lewkowski K, Heyworth JS, Li IW, Williams W, McCausland K, Gray C, Ytterstad E, Glass DC, Fuente A, Si S, Florath I. Exposure to noise and ototoxic chemicals in the Australian workforce. Occupational and environmental medicine. 2019 May 1;76(5):341-8.

3. Si S, Lewkowski K, Fritschi L, Heyworth J, Liew D, Li I. Productivity Burden of Occupational Noise-Induced Hearing Loss in Australia: A Life Table Modelling Study. Int J Environ Res Public Health. 2020 Jun 29;17(13):4667. doi: 10.3390/ ijerph17134667. PMID: 32610505; PMCID: PMC7369732

4. National Acoustic Laboratories. Making a noise about hearing: Factors to consider when developing hearing health awareness messages for Australians. Revised September 2020. https://www.nal.gov.au/making-a-noise-report/

5. Safe Work Australia (2010) Occupational noise-induced hearing loss in Australia: https://www.safeworkaustralia.gov.au/system/files/documents/1702/ occupational_noiseinduced_hearing_loss_australia_2010.pdf

EARLY SILICOSIS DETECTION

— VIA A 5 MIN BREATH TEST?

Physicians and scientists from UNSW Sydney are developing a new diagnostic tool that by analysing a person’s breath for signs of silicosis has the potential to catch the disease before irreversible lung damage appears.

Silicosis, an incurable and totally preventable lung disease caused by inhaling tiny crystalline particles of silicon dioxide, is recognised as a major WHS concern in Australia. And it’s a growing concern, too. Recently, cases that extend beyond engineered stone workers — where the Australian Government responded with a ban — to tunnelling and construction workers, have been grabbing headlines.

And there are several other diseases that can arise from silica exposure — including chronic obstructive pulmonary disease, lung fibrosis, lung cancer and autoimmune diseases like rheumatoid arthritis and scleroderma — in addition to silicosis.

“Currently in NSW, workers are increasingly being diagnosed with silicosis at younger ages, reflecting excess dust exposures,” Professor Deborah Yates, Respiratory Physician in the Department of Thoracic Medicine at St Vincent’s Hospital in Sydney and a Conjoint Professor at UNSW Sydney, said.

Yates — together with UNSW Sydney Professor William Alexander Donald — are authors of a timely study published in March 2025 in Journal of Breath Research. It describes a rapid, AI-powered breath test that could transform the way silicosis is diagnosed, potentially catching the disease earlier, rather than waiting for irreversible lung damage to appear.

Merryn Baker and Laura Capasso at a clinic in Sydney where engineered stone worker Angus Read provides a breath sample to be analysed for signs of silicosis.

Postgraduate student Laura Capasso, Professor William Alexander Donald and study lead author Merryn Baker look at results of breath samples analysed by AI for early detection of silicosis in a UNSW Chemistry laboratory.

WE’VE NOW INSTALLED THIS TESTING AT A SECOND SITE TO TEST ITS EFFECTIVENESS WITH HUNDREDS OF AT-RISK WORKERS, INCLUDING COAL MINERS TO FURTHER VALIDATE ITS EFFECTIVENESS.

Why early detection matters — problems with existing methods

“There are three stages of silicosis,” Yates said, and it “can be difficult to diagnose such patients, especially in the early stages of disease. Sometimes a biopsy is needed, which is invasive and expensive.” It is therefore crucial to detect affected workers early and remove them from further silica exposure, in order to stop the progression of their disease.

Traditional methods of silicosis detection include CT scans and X-rays, which show the disease at later stages. The high risk of silicosis to the safety of workers, especially in light of new cases emerging from other high-risk industries, have demonstrated an urgent need for better diagnostic tools.

AI-powered breath test — the potential of this diagnostic solution

Using a scientific technique that analyses molecules, known as ‘mass spectrometry’, the test combines this technique with AI to rapidly detect silicosis from breath samples, providing a fast and non-invasive diagnostic tool for at-risk workers. And with the UNSW-developed test, results are provided in minutes.

“Our study shows that the AI-driven model accurately distinguished silicosis patients from healthy individuals based on their breath profiles, providing a reliable tool for early detection,” William Alexander Donald from UNSW’s School of Chemistry said, who is the lead researcher on the recent study.

“This suggests that breath testing could be a practical tool for large-scale worker screening and early intervention.” For the study, breath samples from 31 silicosis patients and 60 healthy controls were analysed, confirming the test’s ability to differentiate between affected and unaffected individuals with high accuracy.

Currently, breath samples are collected in clinics and transported to the lab for analysis, while the researchers noted that future implementation could enable direct, on-site testing. Plus, as a compact benchtop system — occupying less than a cubic metre — the instrument could feasibly be installed in clinical settings for point-of-care testing.

“We’ve now installed this testing at a second site to test its effectiveness with hundreds of at-risk workers, including coal miners to further validate its effectiveness,” Donald said.

In less than five minutes — how the test works

“In human breath, there are thousands of organic molecules that you breathe out,” Donald said. And so, when participants breathe into a bag using, this technology means that all the different molecules present are detected when the breath content gets pushed to a mass spectrometer.

The instrument can make a profile of “someone’s breath, and then we feed that into an artificial intelligence algorithm that’s really good at finding patterns,” Donald said. “In this case, it’s looking for patterns in the organic compounds that are present in the breath of people in the early stages of silicosis. And we’re getting very

high accuracies, like over 90% accuracy, for just such a simple, non-invasive breath test.”

Donald added: “By combining advanced chemical analysis techniques with AI, it means we can now detect silicosis in minutes rather than waiting for irreversible lung damage to appear on scans.” In less than five minutes for the entire breath sampling and analysis process, this means the tool is potentially suitable for routine screening of at-risk workers.

Further validations needed — where to from here?

Silicosis has no cure and is fatal in its worst stages. Lung transplantation is a rare option for silicosis, but is a scarce resource and not every patient is suitable, which makes early detection of vital importance. But, while this breath test shows considerable promise, as the researchers stress, it needs further validation in larger cohorts before it can be implemented as a routine screening tool.

Future studies will refine the technique, integrate it into screening programs for silica-exposed workers and explore its ability to differentiate silicosis from other lung diseases. “Breath testing is a new and simple technique for patients and doctors but has been valuable in other lung diseases such as asthma,” Yates said.

“It could provide the non-invasive method needed to monitor such workers for development of silicosis. Although this research is yet in its early stages and will need further development, it provides a ‘breath of hope’ for the future.”

Drones boost firefighter safety after chemical emergency

After a recycling plant in Sydney went up in flames, Fire and Rescue NSW utilised a fleet of specialist drones during its emergency response.

Remotely Piloted Aircraft Systems (drone) technology is designed to assist with situational awareness and to ensure firefighter safety.

The huge fire broke out at the recycling plant in Christie Street, St Marys, around 1.45 pm on 4 February 2025. At the height of the intense blaze, more than 100 firefighters and 20 fire trucks were deployed around the site. However, due to the intensity of the blaze, it was unsafe for firefighters to enter the building.

Two drones were positioned on opposite sides of the fire to track fire spread, size and intensity while a third drone captured water runoff. An indoor drone was flown into the main warehouse and its live footage was streamed to incident commanders to assess the extent of the fire as well as confirm firefighters were directing water streams in the most effective areas. The indoor drone is also being used to inspect canisters, containers and drums to determine which materials were impacted and to ensure no personnel enter hazardous zones unnecessarily.

A larger drone was deployed over the recycling facility to assist with monitoring air quality. Once the fire was contained, this drone was utilised again to verify the fire was extinguished and firefighters could safely enter the building.

This technology helps reduce firefighter exposure by sending drones into hazardous areas, as well as allowing for better decisionmaking on hose line placement and water usage, thus reducing the time it takes to extinguish a fire.

“The drone technology is a real game changer — not only for the safety of our firefighters but for the broader community,” said Michael Morris, FRNSW Assistant Commissioner Metropolitan Operations.

“Our remarkable drone technology has played a major role in our ability to contain and ultimately extinguish this fire.

“The drones help guide effective decision-making in where to put the water streams to extinguish the fire quicker as well as prevent excessive water runoff.”

Full-face respirator

This versatile respirator is designed to offer superior facial seal, added eye and face protection, breathing comfort and a higher protection factor level (NPF 2000) than half-masks. Its silicone body is low allergenic and low weight (≈ 450g). It is therefore a suitable choice for those wanting effective respiratory protection during intensive work for prolonged periods. The SR200 can also be fitted with eye wear insert for those who require prescription lenses.

Made from scratch-resistant polycarbonate (standard), its unique spherical shaped visor provides wide and deep field of vision and minimises reflections and mist forming. The SR200 also comes with a glass visor option that is suitable against paint splashes and easily cleaned with solvent.

The mask is equipped with 3 inhalation valves and 2 exhalation valves achieving low breathing resistance. The silicone exhalation valves covered with caps for air diffu sion effectively protect the valves and membranes from dust and paint mist (no clogging). Their design and position make voice communication possible when fitted with optional SmallTalk microphone and loudspeaker.

The easily adjustable mesh head harness is secured to the visor frame and the exhalation valves, and together these offer optimum wearer comfort and secure fit.

Like the entire modular Sundström product range, the SR200 accepts all Sundström filters and can be used with Sundström PAPRs and compressed air attachment. Safety Equipment Australia Pty Ltd www.sea.com.au

CONTRACT LABOUR IN MINING — DO SAVINGS OUTWEIGH SAFETY OUTCOMES?

Researchers from the University of Newcastle and UNSW have highlighted how, in mining, contractor hiring for cost reduction creates safety risks — a finding that has prompted these researchers to call for stronger regulatory oversight. Heather Jackson from the University of Newcastle and Professor Michael Quinlan from UNSW analysed 120 publications — including peer-reviewed articles, government reports and theses — that focused on 65 key studies investigating safety outcomes in mining operations. Titled ‘Contract labour in mining and occupational health and safety: a critical review’, their study spanned both developed and developing economies, with attention on Australia, South Africa, the United States, Türkiye and various South American mining regions.

The rise of the contractor Jackson and Quinlan, who published their insights in The Economic and Labour Relations Review, note that contracting practices have transformed traditional work arrangements, creating challenges for workforce management and safety. And as part of this transformation we have also seen associated shifts in work practices, such as the increasing use of FIFO (fly-in fly-out) and DIDO (drive-in drive-out) workforces, whereby workers live remotely from the mine rather than a nearby mining town and live in barracks while they are onsite.

These transformations have had impacts beyond simple employment arrangements, leading to a growing shift to ‘hot-bedding’ — a phenomenon analogous to hot-desking among service workers. Hot-bedding, where workers share accommodation on different shifts,

has created additional fatigue-management challenges and potential safety risks, with impacts on working hours having emerged as a significant concern. This is evident across the literature, where contract workers have been found to work longer hours.

One study, in fact, showed contractors averaging 65.85 hours compared to direct employees, at 52.40 hours — which was the case in the metalliferous sector, the most pronounced disparity the researchers point to. Resultantly, there is a contractor risk factor for injuries associated with long working hours — a risk compounded by the nature of contract work, which the researchers describe as “dirtier”, and where workers have lower job autonomy, and invoke paternalism from the principal contractor and principal contractor workmates.

COST REDUCTION REMAINED THE PRIMARY DRIVER FOR INCREASED CONTRACTING. HOWEVER, AS THE RESEARCHERS ARGUE, THE ECONOMIC RATIONALE PROVED MORE COMPLEX THAN SURFACE-LEVEL SAVINGS SUGGESTED.

The ‘savings’ …

As was supported by the literature, cost reduction remained the primary driver for increased contracting. However, as the researchers argue, the economic rationale proved more complex than surface-level savings suggested. “The primary drivers for this growth are economic. Contract labour is typically paid less than directly engaged mineworkers,” Jackson and Quinlan wrote.

“Contractors can be more easily ‘discharged’ in a downturn, and if self-employed will not have access to workers’ compensation or other regulatory entitlements, are less likely to be unionised or to raise complaints on-site.”

Indeed, the wage differential is significant. A 2020 McKell Institute report by Dr Stephen Whelan titled ‘Wage-cutting strategies in the mining industry — the cost to workers and communities’ confirms this, finding that contractors were paid up to $30,000 per year less than direct employees. But crucially, as the researchers point out, these apparent savings often lead to increased costs in other areas, with responsibility for meeting

Water-free mobile toilet

compliance costs distributed unequally, with the majority borne by contractors and exacerbated by competitive tendering processes.

… do they outweigh safety outcomes?

In other words, a dive into the research reveals that market conditions influence safety outcomes through contracting arrangements. Coal prices below $55/tonne, for example, appeared to be associated with increased multiple fatality incidents, the researchers note. The rise of labour hire contractors has clear implications for safety outcomes in Australian mining. In Queensland, for example, the researchers cite an unpublished review of Queensland mining incidents that found six of the seven recent fatalities were contractors and that contractors were involved in nine out of 10 of high-potential incidents.

The researchers argue that the presence of contractors tends to accentuate the clear underlying causes that repeatedly occurred in relation to mine fatalities — the financial pressures on contractors that create cas-

The Clesana C1 water-free mobile toilet is being introduced to Australia by national distributor Clesana AU. The toilet offers a welded shut sanitary bag to curb odour and eliminate close handling of human waste.

This portable toilet can be used anywhere on remote and environmentally sensitive worksites, including those where sustainable WHS is required in workplaces that are difficult for staff to leave when nature calls.

cading effects throughout operations. And when safety incidents do occur, to quote Jackson and Quinlan: “Mining companies identify failure of the contracting company to take responsibility for supervising their employees and ambiguous OHS regulatory responsibilities.”

The need to act

Quinlan, who is Emeritus Professor in the School of Management and Governance at UNSW Business School, said this latest review of the literature highlights an urgent need for governments and regulators to provide more effective oversight of contractor safety in the mining industry. Quinlan added that there is clear evidence in mining jurisdictions like Queensland and Western Australia that contractors are over-represented in mine fatalities, which may help explain why “the incidence/frequency of mine fatalities has not improved, at best, in the past decade or more”.

While Quinlan does acknowledge that the Mining and Energy Union in Queensland has pressed for a more thorough investigation of mine fatalities and known risk factors to enhance mine safety, this latest research seems to add credence to the argument that traditional approaches to contractor management, focused primarily on cost reduction and operational flexibility, could create unforeseen risks and potentially catastrophic outcomes.

The easily-installed toilet — which can be fitted to both mobile and static machinery — serves the broad spectrum of workplaces not served by established sewerage facilities. This includes mining and energy production, construction, infrastructure, exploration, manufacturing, production, transport, distribution and process engineering worksites.

The toilet is designed to eliminate environmental and health issues that come with many types of cassette toilets, chemical toilets, composting toilets and dry fluid toilets where waste does not seal properly and poses risks both to users and to the environment. By heat-sealing used waste packets — which come in a roll offering up to 100 uses — the Clesana method removes any need to handle human waste and other debris that goes into a toilet. The smells and waste that go in the bag, stay in the bag, and nothing needs to be manually sorted, scraped, handled, carried or disposed of.

Clesana AU clesana.au

CASE STUDY

Intercity train depot deploys advanced safety system

CNFiTech developed a flexible and functional design for a depot personnel protection system (DPPS) for Transport for NSW. Underpinning this integrated safety system is Rockwell Automation’s GuardLogix platform combined with associated safety devices, safety stack lights, and fortress keys and locks.

An advanced safety system was recently implemented at a NSW train maintenance facility, designed to protect facility staff and equipment.

Transport for NSW (TfNSW) constructed a 500,000 m2 depot at Kangy Angy near the Central Coast to support the maintenance of the Mariyung fleet of intercity trains. The TfNSW Intercity Fleet Maintenance Facility, which runs 24/7, has about 6 km of electric rail lines and heavy equipment such as a 50-tonne wheel lathe.

One of the core requirements for the facility was to implement a robust safety system, and CNFiTech, working with Rockwell Automation, was tasked with developing a flexible and functional design for a depot personnel protection system (DPPS). The system had to be SIL-2 rated, designed with readily available proprietary safety hardware and software tools, and easy to maintain. SIL, or safety integrity level, is a rating system that associates safety with the numerical probabilities of hazardous failures (zero being the lowest and four being the highest) for continuously operating systems or on-demand systems.

The solution implemented needed to help with the safe movement of trains into and out of the maintenance depot and support the safe working of maintenance staff on trains at the facility.

“The system for TfNSW is designed to protect facility staff and equipment by delivering the safe and controlled movement of rolling stock into and out of the train maintenance depot,” said Aafiah Khan, Territory Manager, NSW, for Rockwell Automation.

To deliver this project, CNFiTech adopted the Authorised Engineering Organisation (AEO) framework that provided TfNSW with confidence in the capability of the company to deliver fit-for-purpose assets.

The DPPS has been designed to interface with the automated derailment monitoring system. It also ensures the safe movement of trains into and out of the maintenance facility building and a lock-out personnel system prevents staff from accessing the area above the trains while the traction system is energised.

Underpinning this integrated safety system is Rockwell Automation’s GuardLogix platform combined with associated safety devices, safety stack lights, and fortress keys and locks. The Rockwell GuardLogix safety system hardware is rated for up to SIL-3 system implementation.

“GuardLogix combines standard control functions with safety functions in a single controller platform,” said Khan. “This integration

helps streamline the design, programming, and operation of industrial systems while maintaining a high level of safety.”

CNFiTech completed an assessment of the DPPS at Kangy Angy and derived several SIL functions comprising SIL-0, SIL-1 and SIL2. This resulted in a clear definition and agreement with TfNSW of the system safety classification. As an added benefit, much of the work done by CNFiTech at the DPPS can be redeployed to other rail maintenance facilities.

CNFiTech Rail and Automation Manager Joe Dwyer said, “Implementing Rockwell Automation’s GuardLogix platform meant that we could confidently deliver the required level of safety and control to TfNSW. Protection of personnel was a key deliverable of this project, and Rockwell Automation’s hardware was able to deliver optimum ongoing performance.”

The integrated safety system monitors and interlocks the various subsystems in the correct states for safe working through a combination of trapped key and electronic safety interlocks. Equipment may be controlled and operated by manual or automatic mechanisms. The safety system independently checks that the equipment is in a safe state and ensures it is disabled with an automatic or semiautomatic (monitored trapped key) interface.

“The safety ethos has been embedded throughout the facility right from depot doors, overhead platform access, retractable overhead wiring, train lift systems, and bogie turntables on designated roads,” Dwyer said.

“The deployment of Rockwell’s GuardLogix integrated programmable electronic safety system helped us achieve efficient operation of the maintenance depot.”

Rockwell Automation Australia www.rockwellautomation.com

TfNSW valued CNFiTech’s constructability of design when implementing Rockwell Automation technology for the Kangy Angy depot.

CASE STUDY AI-driven early detection tool could help combat bushfires

Dryad Networks, an ultra-early wildfire detection company, could help tackle bushfires in the region after setting up its first office in Australia and New Zealand (ANZ) — in New South Wales’ Macquarie Park. The new ANZ hub is intended to strengthen Dryad’s ability to work directly with governments, emergency services and industry partners to prevent fires before they spread.

“Australia and New Zealand are on the frontlines of climate adaptation, and early fire detection is critical,” said Sohan Domingo, Dryad’s VP of Sales, Technology and Operations, who is leading the ANZ expansion. “With a local team, Dryad can work directly with authorities and land managers to stop fires before they spread.”

Starting with a dedicated local team, Dryad intends to scale up as demand grows, with the view that having a local base will mean working closely with emergency responders, forestry services and national parks to roll out fire detection solutions tailored to ANZ’s unique landscapes.

Dryad’s technology is designed to detect fires before flames appear, to prevent devastating losses. Each sensor runs maintenance-free for up to 15 years and is powered by a small, integrated solar cell. Designed for rugged conditions, the sensors form a wireless mesh network that provides reliable coverage even in remote areas.

With real-time fire maps, Dryad says the solution outperforms spotting towers, infrared cameras and satellites, which only detect fires once they’ve spread. By detecting fires at the smouldering stage, Dryad says it gives emergency services a crucial head start.

“Bushfires don’t just destroy landscapes and communities, they also fuel climate change,” Domingo said. “Early detection is the key to stopping them before they spread. Dryad’s expansion isn’t just about growth; it’s about protecting lives, infrastructure and forests. By reducing fire risk, we’re also cutting carbon emissions and building a more resilient future.”

Silvaguard, an autonomous AI-powered drone that uses acoustic waves to extinguish fires, is part of Dryad’s bushfire suppression solution. It provides a rapid, automated response to fire outbreaks

detected by Dryad’s sensors, reinforcing early intervention efforts. Plans are also underway to explore deployment opportunities in ANZ, where fast-moving fires pose a critical challenge.

Local alliances with Indicium Dynamics, Indigenous Industries Australia and Thinxtra, as well as New Zealand’s Direct Safety, are intended to accelerate deployment. These alliances tap into local expertise and are intended to help scale bushfire detection across ANZ. To refine its system and strengthen bushfire resilience in diverse landscapes, Dryad also works with emergency responders, government agencies and research institutions.

Dryad Networks www.dryad.net

HOW PREVALENT IS PSYCHOLOGICAL DISTRESS AMONG WORKERS?

Arecent report produced by Monash University has provided a snapshot of the health of the Australian workforce.

The report — ‘Workforce Health in Australia’, produced by the Healthy Working Lives Research Group at Monash University’s School of Public Health and Preventive Medicine — revealed that 39% of workers reported pain interfering with their work, while 40% reported psychological distress in 2020–21. Poor mental health led to 42 million days of lost work per annum in 2020–22.

“This national snapshot provides a benchmark to enable future tracking and monitoring of trends in worker health and wellbeing, highlighting the mental and physical health of Australian workers, the disability status of workers, fatalities, and employees’ overall health at work,” said Professor Alex Collie.

Tracking trends via data

In order to produce the report, the Monash team reviewed existing available datasets and identified seven nationally representative surveys and large national datasets that captured information on the health and wellbeing of employed Australians aged at least 15 years or older.

The seven different national datasets included: National Health Survey, National Study of Mental Health and Wellbeing, Household Income and Labour Dynamics in Australia Study, Work-related Injuries Survey, National Return to Work Survey, National Data Set of Workers Compensation-based Statistics, and Work-related Traumatic Injury Fatalities Australia 2021.

“We reviewed the data items within each of the sources, and selected items that measured worker health and wellbeing and its determinants,” Collie said. “Determinants are the things that influence our health and wellbeing, such as diet and exercise and access to health care.

“Healthy workers are more productive at work, live longer, report a better quality of life and use fewer community resources than unhealthy workers. We also know that being sick and unable to work and working while you’re sick, has enormous costs to individuals and society.

“Workplaces have changed a lot in recent years. How and what people do for work has also changed. For example, we’ve seen a rise in teleworking, and a growth in the gig economy. These changes have introduced new risks to worker health, and they occur in a rapidly evolving Australian society, in which both the health of citizens and the determinants of health are also changing.

“Unemployment is at an all-time low, and our national productivity has stalled. Maximising workforce health is a really important opportunity to boost productivity. This report describes a way of measuring workforce health, so that we can identify the main opportunities for improvement.”

What were the key findings of the Health of Australia’s workforce report?

• 63% of workers rate their overall health as very good or excellent

• 39% of Australian workers reported that pain interfered with normal work

• 22% of Australian workers reported a mental health disorder with symptoms in the past 12 months

• 18% of Australian workers reported high or very high levels of distress in 2020–21 compared to 8% in 2014–15

• 12% of Australian workers reported a disability or long-term health condition affecting their employment

• 43% of Australian workers reported high job demands

The data also shows some improvements in the determinants of health, including reductions in job insecurity and smoking, and a rise in physical activity.

“The report represents a baseline that can be used to monitor workforce health over time. We need a better coordinated national approach to monitoring worker health, to identify opportunities for improvement and to track changes in response to new policies or programs,” Collie said.

POOR MENTAL HEALTH FORCES YOUNG PEOPLE OUT OF WORK

Mental health concerns are driving increasingly younger people permanently out of the workforce, new research suggests.

The Australia’s Mental Health Check Up report by KPMG — commissioned by the Council of Australian Life Insurers (CALI) — highlights an unprecedented 732% increase in Total and Permanent Disability (TPD) claims for mental health for 30- to 40-year-olds over the past decade. It is the biggest spike across all age groups.

“The unprecedented number of people leaving the workforce permanently in the prime of their working life has huge implications for them personally, for their loved ones, for our national economy and for our already stretched government support systems,” said CALI CEO Christine Cupitt.

“These are very concerning generational trends that show the frequency and severity of mental ill-health is rising exponentially in our community. No one wants this to be their story.”

Tracking trends through data

The data shows Australians are leaving the workforce for good because of mental ill-health at a younger age than ever before. The average age of people who claim is now 46 years old, while a decade ago, the average was around 49 years of age.

By comparison, the average age for other physical causes of permanent disability claim has remained stable at 49 years of age over the same timeframe.

The research also shows that men are far more likely to be classed as permanently unable to work because of mental ill-health, with an almost 60% higher claims rate compared to women.

Almost 80% of the overall increase in the number of permanent disability claims in Australia over the past decade is due to the exponential increase in mental health claims. They have gone up by almost 10% every year while the rate for other physical causes of claim has only increased by 0.5% annually.

“The significant rise in mental health conditions over the past decade is a real concern for the community and this is reflected in the life insurance data shown in our report,” said Briallen Cummings, KPMG Partner and report author.

“We see not only an increase in the overall proportion of people experiencing mental health conditions, but also an increase in the severity of those conditions.”

Far-reaching consequences

Australia’s life insurers fear that this unprecedented rise in workforce departures could have a flow-on effect on the affordability of life insurance and the ability of insurers to provide meaningful cover for what is a rapidly growing number of people who are severely incapacitated by mental ill-health.

“This is far bigger than us. While governments are already thinking seriously about Australians’ mental health, we now have further evidence that our community needs more, including a stronger and earlier safety net to keep people from falling through the cracks,” Cupitt said.

“This can’t just be left to private industry to manage once people are at the end of the road. No one wants to find themselves severely unwell with no other option than to make the life-changing decision to leave the workforce permanently.”

Fire-resistant shirt

The BW2505T1 Ultra Lightweight PPE1 FR Shirt with Segmented Tape incorporates 32% cotton content to maximise breathability and is finished with a segmented tape pattern to ensure comfort remains a focus of the product. With certification by BSI Group, the shirt is designed to provide protection against an arc flash incident.

An arc flash event is a sudden electrical explosion that can cause severe injury and potentially death as electricity flows through two conductors. These incidents result in extreme heat, exceeding 5000°C, a bright flash of light and pressure waves, which can both cause deafness and propel the individual back across the area. These incidents can occur in the construction, mining, oil & gas and electrical industries.

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Mini lockout kit

Power must be turned off when accessing domestic roof spaces. Whether you’re a professional tradesperson or a homeowner, ensuring that the power stays off while you’re in the ceiling is critical for your safety, to avoid any electrical hazards.

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Technofast EziJac tensioners are designed to increase joint security and durability on machinery and engines for equipment including wind turbine foundations, cranes, slew bearing applications, engine re-builds for Caterpillar, Hitachi, Komatsu, Hastings Deering and HE Parts, and for Liebherr equipment, including their large cranes and mining machinery.

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The integrated EziJac nut capacity, with precise dual thread puller functionality, is intended to deliver a complete system to end users, meaning less tooling is required to complete complex tasks quicker, safer and more efficiently. Rated at 627 kN, the tensioners have higher kN ratings than standard comparable fasteners and, in addition to M30 nuts, can also handle M27 and M24 installations.

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HOW MUCH WORKPLACE HARM GOES UNREPORTED?

Although one in five workers globally (18%) has experienced harm at work in the past two years, 49% did not report it.

These figures were drawn from the latest edition of the Lloyd’s Register Foundation World Risk Poll, and are explored further in its latest report, titled ‘Engineering safer workplaces: Global trends in occupational safety and health’.

The data was collected by global analytics firm Gallup, which conducted 147,000 interviews in 142 countries and territories around the world, and found that workplace harm rates have remained steady since the poll began in 2019 (19% in the past two editions, compared to 18% now).

Which industries experienced the most harm?

According to the data, rates of harm vary greatly across sectors, with fishing named as the most dangerous occupation, just ahead of construction and mining. Low- and lowermiddle-income countries were also found to have higher workplace harm rates (19% and 22%, respectively).

Worryingly, the data shows that almost two-thirds of the global workforce (62%) have never received occupational safety and

health (OSH) training about risks associated with their work.

“Low reporting rates, combined with a potential lack of awareness due to low training rates, mean that the true extent of workplace harm is rarely revealed,” said Nancy Hey, Director of Evidence and Insight at Lloyd’s Register Foundation. “That’s why safety and health interventions that are both regular and tailored must be a priority for both businesses and policymakers, along with clear reporting tools for all employees — including both part-time and full-time.

“Special efforts must be made to reach those most at risk and ensure they have a holistic understanding of what safety and health means, as well as an in-depth knowledge of essential procedures in place to keep them safe.”

What’s the link between safety training and incident reporting rates?

Several aggravating factors are identified in the report. Those in less stable forms of employment, such as part-time employees, were found to be more likely to suffer from harm than full-time employees (20% versus 15%). This is compounded by the fact that rates of training were found to be lower for

part-time employees — less than a quarter (23%) had received workplace safety training in the past two years, compared to 41% of full-time employees.

While only half (51%) of the workers globally who experienced harm at work say they reported it, the report also establishes an important relationship between OSH training and reporting rates. The more recently people have had training, the more likely they are to report workplace harm if they experience it. Individuals who had received workplace safety training in the last two years are 3.3 times more likely to report harm, compared to those who had never received any. Those who were trained, but not in the past two years, are 1.8 times more likely.

“The World Risk Poll results make sobering reading for all those working to encourage better occupational health and safety performance, as they highlight the scale of the ongoing challenge,” said Martin Cottam, Chair of ISO Technical Committee 283 on Occupational Health and Safety Management. “Amid all the discussion about the plethora of tools and methods available to reduce harm, it is shocking to be confronted with the fact that a majority of the global workforce has never received any occupational safety and health training.”

WHY AN ENGINEERED STONE BAN IS NOT ENOUGH

While a ban on engineered stone is welcome, research suggests that more needs to be done to protect workers from silicosis.

Engineered stone has been the cause of an unprecedented spike in cases of silicosis from the inhalation of respirable crystalline silica (RCS). Countries around the world — particularly the UK — are on a fast track to replicate the ban on engineered stone that Australia has implemented as a guard against the scourge of silicosis.

Although such bans are well overdue, research indicates a very real risk that they could also lull workers and employers into a false sense of security.

Study finds workers still at risk

A recent US study suggests that even where mandated safety measures have been put in place by employers, workers are still being exposed to RCS.

The study, published in the Annals of Work Exposures and Health , examined the levels of background RCS on a construction site in Colorado. Personal worker and area background silica samples were taken over 13 days and involved workers working on dried concrete/mortar.

The site followed Occupational Safety and Health Administration (OSHA) guidelines designed to protect workers from RCS exposure above the permissible exposure limit of 50 µg m-3. The same exposure limit applies across Australian workplaces. The OSHA guidelines include dust control measures such as dust suppression with water, HEPA filtration vacuum collection systems and drill shrouds.

The results suggested that dust controls were inadequate for a number of construction activities, including a walk-behind saw (126 µg m-3), dowel drilling (99.9 µg m-3), and grinding (172 µg m-3).

The study’s authors concluded that “managers and employees may assume that

they will not be over-exposed to silica while employing the mandated dust controls”.

According to the authors, the results of their study suggested that even with the implementation of dust controls and work practices, employees may still be at risk of silica exposure above the OSHA permissible exposure limits.

“The results indicate that exposure to hazardous levels of RCS can still occur with the OSHA-mandated controls fully implemented and that exposure to RCS may have been exacerbated from background silica concentrations,” the authors said.

The results of the study also suggest that real-time air monitoring may be warranted to identify employees who are at an increased risk of silica exposure, according to Glyn Pierce-Jones, CEO of safety technology company Trolex.

The benefits of real-time air monitoring

Even with engineered stone out of the picture, natural stone, concrete, tiles and bricks still pose a significant risk. However, real-time air monitoring is not required of employers complying with dust controls.

“Many Australian workers still face serious health risks, even with the muchwelcomed banning of engineered stone,” Pierce-Jones said.

“Even with engineered stone out of the picture and strong workplace safety regulations — as strong as any in the world — Australian worksites still carry risks that can only be reduced if real-time dust monitoring is introduced.”

Engineered stone brought the danger of RCS into sharp relief because it was impossible to miss the scourge it caused. PierceJones said while bans are a crucial step in the right direction, now is the time to shine a light on the hidden dangers of background RCS with real-time dust monitoring.

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