Section 1 - Outcome 1 - 0-3pts

Results

There is most likely a lack of management commitment to manage injuries properly.

This may be because managers perceive that managing injuries is not their responsibility or it may be due to a lack of support from senior management. Workers may feel as though they are a problem or burden to their employer and colleagues and this can lead to poorer return to work outcomes, a perception of bullying or harassment and generally higher claims costs.

It can seem that employers with this culture have fewer injuries than others but in fact what is occurring is that injuries are not being reported when they should be and this leads to significantly higher claims costs and time lost as claims are only lodged when they have got to a point where they are very serious.

Employers that tick mostly in the red zone tends to have much higher than average injury durations and a high percentage of “problem” claims.

Next steps

1. Make sure that you introduce a clear and simple policy for injury management based on the principals of early return to work, support and tolerance.
2. Clearly define everybody’s place in the injury management process. Train all managers and staff in the process and enforce functions through performance reviews.
3. Appoint and train a return to work coordinator. The return to work coordinator should be recruited from within the organisation and have a good understanding of the business and people.
4. Once this person is appointed give them the time and resources to carry out their functions properly. A return to work coordinator should have the authority of senior management to make decisions on return to work and should not need to ask permission to fulfil the role.
5. Make sure that all managers are responsible and accountable for injured workers in their direct sphere. Managers should be involved in all return to work negotiations and decisions (under the guidance of the return to work coordinator).