Risk Assessment Processes.

admin • December 16, 2024

In any workplace, ensuring the safety and well-being of employees is paramount. One of the most effective ways to achieve this is through a comprehensive risk assessment process. This process helps identify potential hazards, evaluate the risks associated with them, and implement measures to control or eliminate these risks.

This is a continuous and ongoing process, as shown in the diagram above.

Step 1: Identify Hazards

The first step in the risk assessment process is to identify potential hazards in the workplace. Hazards can be anything that may cause harm, such as:

Mechanical Hazards: Machinery, equipment or other items that could cause physical or impact harm.
Chemical and Biological Hazards: Harmful substances or chemicals, including pathogens.
Source of Energy: Such as electricity, heat, noise, light and radiation.
Body Stressing or Impact Hazards: Activities which cause stress to the body. For example poor workstation design, repetitive movements, manual handling tasks and slip and trip hazards.
Gravity: Activities where a person can fall or an object can fall on people.
Psychosocial Hazards: Events, circumstances or systems of work which can lead to psychological illness, including stress, harassment, workplace violence and fatigue.

Step 2: Assess the Risks

Once hazards are identified, the next step is to assess the risks associated with each hazard. This involves evaluating the likelihood of the hazard causing harm and the severity of the potential consequences. Consider the following factors:

Frequency of Exposure: How often employees are exposed to the hazard.
Duration of Exposure: How long employees are exposed to the hazard.
Severity of Potential Harm: The potential impact on health and safety.

It can be useful to use the Likelihood Consequence Table to help with assessing the risks (see below).

Step 2: Implement Control Measures

After assessing the risks, it’s crucial to implement control measures to mitigate or eliminate the risks. Control measures can be categorized into:

Elimination: Removing the hazard entirely from the workplace.
Substitution: Replacing the hazard with a less dangerous one.
Engineering Controls: Isolating people from the hazard through physical changes to the workplace.
Administrative Controls: Changing work procedures or policies to reduce exposure to the hazard.
Personal Protective Equipment (PPE): Providing employees with protective gear to minimize exposure.

It can be useful to use the Hierarchy of Control diagram to help you during this process (see below).

Remember that you must always use the highest possible level of control possible.

Step 4: Monitor and Review

Risk assessment is not a one-time activity. It’s essential to continuously monitor and review the effectiveness of the control measures. Regularly update the risk assessment to reflect any changes in the workplace, such as new equipment, processes, or personnel. Encourage employees to report new hazards and participate in the risk assessment process.

It is also important to make sure that your new control measure have not inadvertently introduced a new risk or hazard into your work environment.

Documentation

Documenting the risk assessment process is crucial for accountability and compliance. Keep detailed records of identified hazards, risk assessments, and implemented control measures. Communicate the findings and safety measures to all employees to ensure they are aware of the risks and how to protect themselves.

Consultation

Don't forget that at every stage of the risk assessment process, you must consult with the workforce. This is a legal obligation, but it is also extremely useful to the employer, as the workers who are doing the job are in the best position to identify risks and hazards in their own work environment and to find ways to control them too.

By following these steps and principles - organisations can create a safer work environment, reduce the likelihood of incidents and injuries, and promote a culture of safety. Remember, a proactive approach to risk assessment not only protects employees but also enhances productivity and morale.

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Occupational Violence and Aggression is Never 'Just Part Of The Job'.

By admin • January 6, 2025

Occupational Violence and Aggression. Occupational violence and aggression (OVA) is when a person is abused, threatened or assaulted in a situation which is related to their work. It may come from internally (co-workers) or externally (clients, patients, customers or the public). It may include verbal abuse, physical intimidation, physical violence, or threats of violence. It can occur in person, over the phone or even online. There is a broad spectrum of severity, but all can impact the workers mental and physical safety. Violence at work is a major health and safety issue and is particularly prevalent in some industries but can occur in any industry. What do you do about it? Like with any other hazard, the employer has a duty und the Victorian Occupational Health and Safety Act (2004) to provide and maintain for employees, as far as is practicable, a working environment that is safe and without risks to health. OVA should be treated like any other OHS hazard and includes looking at and addressing root causes and contributing factors. It can be prevented in many cases and can be minimised in others. The principles of risk management apply to OVA too: Identify the hazards Assess the risks Implement controls Review the effectiveness of the controls Consultation must occur throughout the process Make sure that all incidents are being reported. If an incident does occur, then the worker must be supported, but we must not stop here. We must learn from the failure by investigating the incident and working to prevent it from happening again. When addressing the risk of OVA in a workplace, think about systems and controls which may be effective in the context of your industry and workplace. These might include: Security – this may include security guards, CCTV and duress alarms. Hazard identification and risk assessment procedures specifically for OV risks – this may involve assessing any OV risk posed by a patient, client, customer, etc. For example in historical records, or by observing their behaviour on entry to the workplace. Systems of record-keeping which include a process for recording around the risk of OV. Reporting processes for incidents of OV. Processes for following up on incident reports – including investigations to explore the root cause, with actions taken to prevent recurrence. Workplace design – for example screens, eliminating blind corners and isolated locations, lighting, etc. Protocols to eliminate known high-risk situations eg: sole charge, night-time, isolation, etc. Education and training – eg: de-escalation technique training, processes for calling for back-up, etc. Ensure that the workers know what the safety protocols are and how to use them. Policies and procedures which are practical and apply to the context of the workplace. Provide post-incident support – immediate follow up and support tailored to the individual’s needs. Actively promote a culture which empowers staff to expect a safe workplace. When working towards tackling violence and aggression as an OHS issue, it is integral that the employer and the employees believe that they have the right to expect a physically and mentally safe workplace. This means promoting a culture in the workplace that does not accept violence and aggression. Violence and aggression are never just ‘just part of the job’.