Section 2 - Outcome 1 - 0-2pts

Results

You probably do not have an effective consultation system. Consultation forms a part of any organisation’s legal obligations but more than this it helps you to engage and understand your workforce. Workers that are involved in decision making and feel part of the business are less likely to have injuries and more likely to want to return to work if they do have an injury.

Employers who do not have any consultative mechanism run the risk of having a disengaged workforce. This can lead to a greater level of injury and absence and higher costs for claims as workers may feel suspicious of the employer’s motives.

Included in the concept of consultation is transparency of actions. Workers and managers should always work together as part of your injury management process and each party should be aware of what the other is doing and why they are doing it. This engenders a level of trust and will result in less time lost and more successful long term return to duties.

Next steps

1. Make sure that you introduce a clear and simple consultation procedure based on the principals of transparency and inclusion. Make sure the procedure details the mechanisms of your consultation (i.e. when and how you will consult) as well as the way staff can engage the business (e.g. feedback mechanisms, issues register, suggestion box etc).
2. Ensure that staff are consulted in the development and implementation of any injury management process and that an affected worker is always included in any return to work discussions or decisions.
3. Provide a way for employees to express their views on a regular basis (e.g. team meetings, suggestion box) and then ensure that suggestions are read and considered and staff who provide the feedback are made aware of what has happened to their suggestions.