Services

THE ISSUES THAT WE HELP RESOLVE

We look forward to discussing these, or any other strategic issues that you may be facing.

Is this something you need to address?

Typically 60% of WHS resources in large organisations are employing managed internal processes that do little or nothing to change the risks within the work. This is not deliberate it occurs due to drift.

Are you focusing on material things?

Prevention is heavily skewed towards the common causes of injuries, mostly manual handling and slips, trips and falls. The common causes of injury and ill-health, however are not the same as causes of significant injuries, death, regulatory action and prosecutions.

Does your WHS function understand their customers?

Operational leaders and executives often hold strong views about the value of the services provided to them by internal WHS functions. What the function thinks is highly valued, may be at odds with the views of other stakeholders.

If your organisation is addressing psychosocial risks - what has changed?

Psychosocial risk management is where WHS was 25 years ago in Australia. There is an over-emphasis on person-centred controls and not enough focus on changing work organisation. This is increasingly exposing organisations to significant risks.

How can you better support your team when a fatality happens?

Thankfully tragic workplace incidents are rare, however this means that many WHS professionals have no experience in leading and responding to a fatality.

What is your internal WHS capability development strategy?

The market for quality WHS resources has never been tighter. It is no longer OK to believe that vacancies will be filled quickly with talent that will take the organisation forward.

Has your organisation slipped back into slow ponderous and ineffective implementation of changes?

Covid taught us that we can implement organisational WHS changes overnight. Decision rights were clarified and consultation was right sized.

Do you effectively manage interactions with unions and regulators?

Just because an inspector or a HSR says a process needs to be documented, doesn’t make it true. It is entirely reasonable to pushback on requests or advice that is unreasonable, impractical or may cause other unintended consequences.

What is your strategy to effectively resource a crisis response?

Training crisis management teams is vitally important however when a crisis occurs, organisations often make the mistake of expecting members to do both their day job AND manage the crisis. This is ineffective and can damage people.

Have you got the balance right?

Organisations often favour either systems & process based interventions, or culture/behaviour type interventions. Too many systems & processes without a strong culture leads to runaway bureaucracy. Whereas too much culture & behaviour without systems leads to chaos.

WHAT SERVICES DO WE OFFER ?

Delivering tailored, technically sound & emotionally intelligent support for all our clients

Culturology is a professional services company dedicated to workplace health and safety, offering exceptional advice and support to corporate, government, and legal service clients.

Culturology