A worker reported inappropriate workplace behaviour involving a member of a site leadership team, prompting a PCBU-led investigation into psychosocial hazards and workplace practices. The investigation substantiated concerns about unreasonable behaviour, offensive language, inappropriate comments and leadership practices that negatively affected workers.
Investigators examined the reported behaviour and the broader organisational conditions that allowed it to occur. They identified inconsistent leadership practices, poor communication, limited confidence in reporting processes, cultural issues, organisational change and workplace design factors as contributors to psychosocial risk. Workers linked these conditions to reduced morale, frustration, planning difficulties and workforce turnover. In response, the PCBU implemented leadership development programs, consultation activities, procedural reviews and a psychosocial risk assessment.
The incident shows how organisational systems, workplace culture and leadership practices can create psychosocial harm, independent of individual behaviours. Workers may face greater psychosocial risk when workplace leaders tolerate inappropriate behaviour, organisations fail to maintain trusted reporting pathways or management teams do not identify and control psychosocial hazards.
Takeaways
- Assess psychosocial hazards systematically: Examine organisational, cultural and leadership factors alongside individual behaviours.
- Develop leadership capability: Strengthen communication, behavioural standards and people-management skills.
- Monitor workplace culture: Identify and address inappropriate behaviours before workers and leaders accept them as normal workplace conduct.
- Provide trusted reporting pathways: Support confidential and effective mechanisms for raising concerns.
- Consult workers regularly: Use workforce feedback to identify hazards and improve controls.
- Review organisational change impacts: Evaluate psychosocial risks during periods of transition.
- Investigate underlying causes: Examine systemic contributors when responding to workplace behaviour issues.
- Improve control effectiveness: Monitor and reassess psychosocial risk controls over time.
