A mine operator received a complaint from a direct employee regarding the repeated inappropriate and unwanted behaviour of a contractor-employed worker. The contractor-employed worker asked colleagues about the affected worker’s whereabouts frequently and made disparaging remarks, some of which they posted on social media. The contractor-employed worker continued their behaviour after the affected worker told them to stop.
Actions
- An internal investigation confirmed the inappropriate conduct, and the contractor-employed worker was stood down pending a mental health evaluation.
- After clearing their mental health evaluation, the contractor-employed worker was assigned to another site and placed on a performance management plan addressing workplace behaviour.
- The contracting company conducted site-wide retraining sessions that covered psychosocial hazards and risk factors, codes of conduct, bystander awareness and reporting channels.
- The mine operator reviewed risk assessments and controls for bullying, harassment, violence and aggression.
Takeaways
- Act promptly when witnessing or experiencing inappropriate behaviour to prevent it escalating.
- Identify, assess and control psychosocial hazards, including interpersonal conflict and coercive behaviour.
- Encourage bystanders to recognise and report harassment, even when the behaviour doesn’t affect them directly.
- Reinforce expectations that workplace behaviour standards extend to online and electronic communications.
- Ensure workers have clear, confidential avenues to raise concerns and access support.
Summary
Persistent inappropriate behaviour can create high-risk psychosocial hazards. A proactive approach, which combines early intervention, robust training, bystander engagement and confidential reporting, is essential to maintaining safe, respectful and psychologically healthy workplaces.
