A New Era of Workplace Safety: From the UK to Australia

The recent revelations about the workplace culture at the Nursing and Midwifery Council (NMC) in the UK have left many, including myself, deeply saddened. The environment, riddled with psychosocial hazards, has highlighted the urgent need for change not just in the UK, but globally.
The Power of Legislation
Here in Western Australia, we have moved into a new era with the introduction of the Work Health and Safety (WHS) Act. This legislation empowers authorities to hold employers accountable for providing a safe working environment. It’s important to clarify that this doesn’t equate to employees having carte blanche in the workplace or never experiencing discomfort due to personal values clashing with those of the organisation. Rather, it ensures that those in power can be held accountable for the physical AND psychological safety and wellbeing of their employees.
NMC’s Commendable Efforts
Despite the challenges, the NMC has taken commendable steps towards improvement. An Equality, Diversity and Inclusion (EDI) advisor is set to join the Executive Board, enhancing its diversity and aiding in decision-making. The Freedom to Speak Up Guardian is now available for colleagues to voice their concerns and receive independent support.
Listening circles, facilitated by trained professionals, have been established, providing a platform for open discussion and decompression about issues highlighted in the report. Investments have been made to bolster psychological safety within teams, starting with the Professional Regulation directorate.
Support is being extended to colleagues working on sensitive casework, offering professional counselling from trained psychologists. The budget for learning and development is being doubled, with improvements in leadership, line management, safeguarding, and casework expected to roll out by October.
An external EDI partner is conducting a review of the EDI learning and will make further recommendations to enhance mandatory training. Work is actively underway on a new behavioural framework to aid recruitment, development, career progression, and performance management, with a planned launch in September.
A Closer Look at AHPRA
In Australia, the Australian Health Practitioner Regulation Agency (AHPRA) has faced similar accusations of a poor workplace culture. Allegations of under-resourcing, bullying, and harassment within the organisation have been made public, leading to questions about the transparency of AHPRA’s operations.
AHPRA’s primary role is to protect the public by ensuring that Australia’s registered health practitioners are suitably trained, qualified, and safe to practise. However, the allegations, if true, could affect the quality of work and safety at many levels.
Since the allegations were made public in January 2023, several actions have been taken to address the issues raised. An internal briefing from 2020 suggested that the results of a 2018 staff survey led to the engagement of four external consultants to assess the issues. This indicates that AHPRA has been proactive in seeking external expertise to help address the concerns raised by its staff.
However, the specific actions taken by AHPRA in response to the allegations of a poor workplace culture are not detailed in available sources. This includes the National Health Practitioner Ombudsman (NHPO) which handles complaints about AHPRA and has the power to conduct 'own motion' investigations without a specific complaint being received. The NHPO commenced a review into AHPRA's vexatious notifications framework in July 2022, which is widely anticipated by many practitioners.
As we move forward, it’s crucial that we continue to hold these organisations accountable while also acknowledging the vital role they play in the provision of safe and quality healthcare in Australia. Let’s continue the conversation but remember to do so with respect and understanding for the important work these organisations do.