Is obesity really an occupational health issue?

Replies to This Discussion

Permalink Reply by Leslie Henley on April 6, 2010 at 15:42

Hi Kevin,
I agree, in part, with your view - obesity is a personal health issue (albeit of national concern from a health services perspective) and as such, employers should not need to focus on it as a 'workplace wellness' issue, beyond providing a safe working environment.

However, if it is appropriate, I don't believe we should refrain from 'blaming the worker' in the matter of obesity, along with other performance related issues.

If the person was overweight at time of employment - was that acceptable?
IF it was acceptable why is it an issue now?
IF it wasn't acceptable why were they employed in the first place? - particularly if their health or safety would be at risk due to their condition whilst perfoming their work.

If a person was not overweight at time of employment but gains weight later, and suffers an incident of illness or injury as a result, then any investigation would need to demonstrate that work was a 'significant contributing factor'.

My personal take is that most managers and supervisors would rather address the symptoms than confront the root cause and hold employees accountable - not just for obesity but for various behaviours affecting health/OHS.

I believe we (employers under current legislative contraints) have for too long now failed to hold employees accountable for their behaviours and personal conditions that affect their performance at work.

Even though the major responsibility for OHS is placed on the employer, the employee should never be allowed to 'check their brain at the door' or 'cop-out' on their obligations on arrival at work.

I believe we need to focus on the contractual obligation of employees being fit to perform their contractual duties rather than adapting their work and expending resources on ways to accommodate their unfitness.

If obesity is not of any significance in the performance of duties it should not even be considered by employers. But if obesity contributes to any potentially reduced, or otherwise adversely affected, performance then the employee should be held accountable for their contractual obligation and a 'performance management' approach should be taken in just the same way as for absenteeism, poor time keeping or any other sub-standard performance issues.

Les Henley
OHS Advisor

• ▶ Reply

Permalink Reply by Kevin Jones on April 6, 2010 at 16:05

Lesley

I agree partly as well. That is why it is such a difficult issue and why I posted the topic, it taps many different elements of individual responsibility and corporate obligation.

In many cases, workers do not accept responsibility at work for actions that, if undertaken at home, they would BUT the OHS legislation throughout Australia focuses on the "system of work" of which the employee's actions are only one part. As long as this exists, workers can "get away with it" in a similar way to employers "getting away with it" through the issue of "reasonably practicable".

Regards

Kevin Jones
SafetyAtWorkBlog

• ▶ Reply

Permalink Reply by Leslie Henley on April 6, 2010 at 16:19

It's interesting to note that NSW OHS Act places an obligation on employees not to place themself or others at risk, by act or omission, (I'm not very familiar with the details of other jurisdictions, though I imagine they will have similar provisions) and yet as employers we rarely hold them accountable for such acts or omissions.

If their obesity is placing them or others at risk, a performance management approach is an appropriate one.

Yes, we need to make sure they have been informed, instructed, trained and supervised as may be appropriate BEFORE we take them to task, but in my experience this approach is rare.

I hear many managers and supervisors complaining of the apparent stupidity of employees and many references to 'common sense' that should have prevailed to prevent an incident but rarely do these people address individual performance in these matters.

By the way, I should make it clear that I am one of the overweight people but I've never had an employer hold ME accountable either.

Les Henley
OHS Advisor

• ▶ Reply

Permalink Reply by Kevin Jones on April 6, 2010 at 16:29

The employees' obligations for their own safety are in the new national Work Health & Safety Act.

I like to take the efforts of the transport industry and union as an example of the preventative measures that can be considered. The industry and the TWU has been at the forefront of obesity/wellness programs as well as fatigue management and this was without a clear legislative requirement for them to do so.

I also am a middle-aged fatty and have occasionally fallen for rissoles in onion gravy at that Goulburn truck stop.

• ▶ Reply

Permalink Reply by David on April 13, 2010 at 13:59

Hi Kevin,

There are some corporations using workplace health initiatives to raise their image profile without really making any real progress in assisting their employees in being aware of the benefits of good health in the workplace.Their health policy exists without real drive to foster it. Employers know that absenteeism is reduced if the workforce is fitter and healthier. This is a known fact and is common sense. Obviously there should be leadership coming from the hierarchy of these corporations to show employees by example, but is this happening?

I have been involved in numerous root cause investigations in the offshore oil industry, and not once were causes of accidents related to obesity and therefore unhealth in the workplace. What is known is that there are a number of incidents/accidents related to medication being taken which cause altered coordination. And this is an indication of the level of workplace health. I think there should be a team effort and awareness by both groups ie employers/employees to improve this situation. Leadership by example by those who call themselves managers. Employees need to take responsibility for their own health and fitness when they become aware of the benefits.

There also needs to be time set aside at the workplace so that participants can improve their fitness. I say this because of my own experience where I was required to work twelve hours plus per day in confined space. There were some instances where employees went against company policy and attempted to exercise during work hours.

As an HSR in the workplace, I am well aware of your question on "blaming the worker". No doubt there are corporations who take the easy way and will blame the worker for being unhealthly and therefore be the cause of accidents in the workplace. However as stated above if the employer provides the incentive, equipment, and leadership to allow workers to improve their health and fitness in the workplace, we may see these policies as more acceptable.It really has to be a team effort.

Your question should be put to corporations and employees to see what their "real" thoughts are.

• ▶ Reply