How HSRs can be champions for young workers’ safety

New to the workforce, young workers might feel unsure about raising concerns. Here’s how HSRs can empower them to speak up.

As a Health and Safety Representative (HSR), you play a vital role in ensuring the well-being of all workers, especially those who are new to the job market. Young workers, eager to learn and grow, might hesitate to raise questions or concerns for fear of appearing “difficult” or uninformed. This makes them particularly vulnerable to workplace hazards. Let’s delve into how you, as an HSR, can bridge that gap and create a safe and supportive environment for young workers.

Why young workers need your guidance

• Lack of experience: Young workers often lack the understanding of potential hazards that seasoned workers have developed over time.
• Workplace dynamics: They may feel unsure about their rights and hesitant to question authority or practices.
• Psychosocial hazards: Young workers can be disproportionately affected by issues like bullying, harassment, and work-related stress.

How HSRs can make a difference

Be visible and approachable: Building trust from day one

• Make the first move: Don’t wait for young workers to come to you.  Proactively introduce yourself during their onboarding or within the first few days. Explain what an HSR is and emphasise that you’re there to help them feel safe and informed.
• Conveying support: Your demeanour is crucial. Use a friendly tone, open body language, and genuine interest in their wellbeing.  Let them know, “I’m here to help you succeed, and part of that is making sure you stay safe.”
• Availability: Emphasise ways they can reach you (in person, through your work email, phone, etc.). Let them know if you have dedicated times for safety chats or if they can stop by your workspace.
• Beyond the introduction:  Follow up with new workers after their first week or two. This demonstrates commitment and encourages them to open up about any emerging concerns.

Additional considerations

• Workplace culture: If possible, work with management to integrate HSR introductions into standard onboarding procedures for all new hires.
• Young worker resources: Consider creating a handout or compiling information specifically for young workers, including your contact details and safety basics.

Check in regularly: Beyond the initial introduction

• Set a timeline: Instead of a vague “follow up,” schedule a specific check-in with the young worker within a reasonable time after they’ve settled in (e.g., after their first two weeks). This shows you are invested and take their safety seriously.
• Open-ended questions:  Rather than a general “How’s it going?” ask open questions like:
  • “What’s one thing you’ve learned about safety in your role so far?”
  • “Is there anything you’re still unsure about in terms of safety procedures?”
  • “Have you noticed anything that gave you pause or made you a little nervous from a safety perspective?”
• Listen actively: Pay close attention to their answers and body language.  This builds trust and may reveal concerns they haven’t yet verbalised.
• Offer support, not judgement: If they express concerns, validate their feelings. Reiterate that your role as the HSR is to help them stay safe and address issues.  Avoid making them feel like they are complaining or being difficult.
• Proactive follow-up:  If they mention a safety concern, follow through with concrete actions. Discuss appropriate solutions with them and involve management as needed. Keep them updated on progress.

Additional considerations

• Check-in frequency: Depending on the workplace and the young worker’s role, consider regular (e.g., monthly) check-ins for the initial few months of their employment.
• Workplace dynamics: If the workplace has a culture where speaking up about safety is discouraged, more frequent check-ins may be necessary to support young workers.

Build Rapport: It’s About More Than Just Safety

• Go beyond the job title: Take a few minutes during your conversations to get to know them as people. Ask about:
  • Their interests outside of work
  • What drew them to this particular job or company
  • Their goals and aspirations
• Find common ground: If you share a hobby, interest, or even a similar background, mention it! Building even a small connection makes you more relatable.
• Remember and follow up: Did they mention a favourite sports team or band?  Next time you see them, ask about a recent game or concert. Small gestures like this show you were paying attention and invested in them as a person.
• Respect boundaries: While being friendly is important, avoid prying into their personal lives or making them uncomfortable. Let them set the pace of how much they want to share.
• The power of small talk: Casual chats in the breakroom or before meetings can be just as valuable as formal safety discussions.  It demonstrates you are approachable and reinforces the idea that you care about their overall well-being.

Why building rapport matters for safety:

• Breaking down barriers: Young workers may hesitate to approach someone they perceive as solely focused on strict rules and regulations. Building rapport reduces that intimidation factor.
• Open communication: When young workers feel comfortable with you, they’re more likely to confide in you about potential hazards, near misses, or even uncomfortable situations with coworkers.
• Long-term impact:  Positive early interactions with an HSR can shape a young worker’s perception of workplace safety culture for years to come.

Clarify safety issues: Make the invisible, visible

• Relate to their role: Instead of a generic list of hazards, tailor examples specifically to their job duties. This makes it more real and relevant.
  • **Example: ** For an office worker, a physical hazard might be poor workstation setup, while a psychosocial hazard could be workplace bullying.
• Physical hazards: Go beyond the obvious. Consider:
  • Slips, trips, and falls (wet floors, uneven surfaces)
  • Ergonomic issues (repetitive tasks, awkward postures)
  • Chemicals or hazardous substances (if applicable)
  • Noise exposure or temperature extremes
• Psychosocial hazards: These can be trickier to identify. Examples include:
  • Work overload and unrealistic deadlines
  • Harassment, bullying, or discrimination
  • Lack of control over workload or decision-making
  • Poor communication or unclear expectations
• “What if” scenarios: Walk them through potential hazardous situations:
  • “If you notice a spill in the hallway, what should you do?”
  • “If a customer is shouting at you, what’s the right way to handle it?”
• Reporting procedures: Don’t just tell, show.
  • Walk them through where to find incident report forms (physical or online).
  • Explain who to report hazards to (supervisor, HSR, etc.) and the expected timelines for responses.
  • Reassure them that reports are confidential and there won’t be negative consequences for speaking up.

Additional Considerations:

• Visual aids: If possible, use photos or short videos to illustrate different hazards within the workplace.
• Young worker sensitivity: Be mindful of their experience level. Avoid graphic or overly scary examples that could induce anxiety rather than awareness.
• Ongoing education: As they progress in their role, introduce more complex hazard identification and risk assessment concepts.

Empower young workers: Speak up, stay safe

• Safety first: Clearly and consistently emphasise that their safety is the top priority.  Reassure them that prioritising safety is never considered a bad thing.
• Their voice matters:  Frame safety as a two-way street. Their observations and concerns are crucial in creating a safe workplace for everyone.
• Know their rights:  Explain the basic protections young workers have under the OHS Act (or relevant legislation in your region). They have the legal right to:
  • Refuse unsafe work: If they have a reasonable belief a task is unsafe, they can refuse to do it without fear of punishment.
  • Request information: They have the right to access safety information and training relevant to their job.
  • Speak up about hazards: They can report unsafe work conditions to their supervisor, HSR, or relevant authorities without fear of retaliation.
• Debunking myths:  Address common misconceptions young workers might have:
  • “Everyone else seems okay with it, so maybe it’s not that bad.” – Encourage them to prioritise their own safety, regardless of what others might be doing.
  • “If I speak up, I’ll get in trouble.” – Explain OHS Act protections and your role as an HSR to support them.
  • “It’s not a big deal, I can handle it.” – Underscore the importance of reporting all safety concerns, even seemingly minor ones.
• Building confidence:  Role-play scenarios where they practise speaking up about safety issues. This can help them feel more prepared and confident in real-life situations.
• Positive reinforcement: Acknowledge and commend them for taking initiative and speaking up about safety concerns. This reinforces positive behaviour and encourages them to continue doing so.

Remember:

• Use clear, concise language to explain their rights and the OHS Act protections.
• Provide resources (e.g., websites, brochures) where they can find more detailed information on OHS rights and responsibilities.

Communication options: Meeting them where they’re at

• Preferences matter: Acknowledge that everyone communicates differently.  Some young workers may prefer face-to-face chats, while others are more comfortable with email or text. Ask them directly, “What’s the best way for you to raise concerns or ask questions about safety?”
• Multiple channels:  Emphasise that you are available through various means:
  • In-person: Clearly indicate times or locations where you’re available for a chat. This could be dedicated office hours or informal drop-in times.
  • Email or phone: Provide your work email and/or phone number (if applicable). Let them know your expected response time.
  • Anonymous reporting: Discuss options for anonymous reporting, especially for sensitive concerns like bullying or harassment. This could be a suggestion box, online form, or reporting through a third party.
• Digital considerations:  Younger workers may be tech-savvy, but consider the workplace context.  If they primarily use company-provided computers, ensure they understand appropriate use guidelines and potential privacy limitations.
• Breaking through barriers:  Proactively address potential hurdles:
  • Language: If English isn’t their first language, provide translated resources or access to translators.
  • Disabilities: For those with hearing or speech impairments, provide alternative communication channels (written, visual aids, etc.).
  • Anxiety or fear: Emphasise confidentiality and reiterate that no concern is too small or insignificant.
• Follow-up is key: Regardless of how they initially reach out, make sure they feel heard and supported.  Follow up with them to discuss progress on addressing their concern.

Additional tips:

• Publicise options: Include communication options on company intranets, notice boards, and in new-hire onboarding materials.
• Role of supervisors: Ideally, work with management to ensure supervisors are also open and receptive to different communication styles and foster a non-judgmental approach to safety concerns.

Advocate and educate: Young workers as safety partners

• Include them in the room: When safety-related meetings (team briefings, toolbox talks, etc.) are relevant to their duties, invite young workers to attend.  This exposes them to broader safety discussions and demonstrates their voices are valued.
• Don’t just talk, listen: After presenting safety information, carve out time specifically for questions and feedback from young workers. Their fresh perspective can reveal blind spots or offer new solutions.
• Normalise their input:  Actively ask, “I’m particularly interested to hear the perspective of those new to the team. Do you have any observations related to safety procedures?” This signals their input is expected and important.
• Amplify their voice:  If a young worker raises a valid point but seems hesitant, help amplify it.  Rephrase their concern and ask for the group’s input (“[Young worker’s name] brought up a good point about…, what do others think?”).
• Mentorship opportunities:  When possible, pair young workers with experienced colleagues on safety-related tasks or inspections. This promotes knowledge sharing and collaboration between different generations of workers.
• Celebrate contributions: Acknowledge and praise young workers when they identify hazards, propose safety improvements, or participate in safety initiatives.  This reinforces their role as active safety contributors.

Additional considerations:

• Be aware of dynamics:  Group settings can be intimidating, especially for new workers.  If you sense someone wants to speak up but is hesitant, offer them a chance to talk one-on-one afterward.
• Bridging the gap:  Help facilitate communication between young workers and management on safety matters.  Act as a liaison and guide them on how to present solutions, not just complaints.
• The long game:  Advocacy extends beyond single meetings.  Continuously look for opportunities to bring young workers into safety planning, hazard assessments, and workplace safety committees.