A motivated worker, an encouraging and supportive work environment and early intervention; with these three things, there’s every likelihood a successful return to work will result after a workplace injury.

So says Hemalatha Anand, WorkSafe Victoria Program Development Officer. She recalls the first client she ever worked with, whose story had a very happy ending – despite a knee injury that prevented standing (her job was to make coffees), working in a small workplace that was due to cease trading and having a lack of skills in other areas.

“Within 12 weeks of job-seeking assistance we were able to place her on WISE (WorkSafe Incentive Scheme for Employers) placement with a new employer as a sales assistant,” Ms Anand said.

How?

Three things strike her about the scenario that formed key ingredients to success:

1) Motivation. “The worker was very strongly motivated. She wanted to go back to work and she would do anything – undergo retraining or seek any suitable work. She wanted to give it a shot and she made it. Motivation was a key thing.”

2) Good workplace culture. “The new employer was very supportive and believed in a healthy work culture supportive to workers. The worker thrived in this environment and within three months the new employer was happy to make her position permanent.”

3) Timely intervention of appropriate services. “Retraining in a short computer course helped her understand basics such as word, excel and internet use. These skills assisted her in preparing for her interview and a new career path. I believe intervention such as timely job seeking activities supported by appropriate training, when necessary, helped her with finding a new job.”

Since this first case Ms Anand has worked with numerous clients; she believes that where there is a motivated worker, a supportive work culture and the timely intervention of appropriate services, return to work is achievable in almost all cases.

What exactly is a ‘supportive work culture’, and how easy is it to achieve?

Removing blame is a good place to start, suggested Ms Anand, and being empathetic towards injured workers – “Keeping claims and compensation issues separate from return to work and rehabilitation,” she said. “Making sure that workers get the attention, time off to go and see a doctor or a day off for recovery, where appropriate’.

She also recommended “providing workers with the information that they need if they do have to lodge a claim, letting them know they are supported at the workplace, and that suitable employment will be available or offered, when appropriate”.

Maintaining open communication, as always, is essential – “not just between the worker and employer, but with medical providers, insurance agents and others involved in the process,” said Ms Anand.

“There should be a transparent communication channel between all the parties,” she said, “because from the worker’s point of view, all of a sudden they’ve got different people to deal with. The only person they knew before the injury is the employer, so if the employer can make an effort to involve all parties and keep the worker up-to-date, it builds trust and helps the worker through the process”.

Trust is further cemented by employers who avoid the adversarial nature of injury or disability management, and steer away from a sceptical and suspicious approach.

In this way a hostile or unfriendly workplace culture can be turned around, and employers can begin to trust their employers. And it’s a two-way road. “If the worker is motivated, I think the employer will see that in them too,” said Ms Anand.

“Generally, if employers ensure that the workplace is conducive to work and a happy place to go, then workers will make every reasonable effort to go back to work,” she said.

Employers also have an important role to play in helping their employees tap into the resources that will further inform and guide them – beyond information given to them by their workplace – so they can feel as empowered and in control of their return to work as possible.

Ms Anand has noticed some employers lately adopting a policy of addressing the worker’s injury irrespective of whether a claim is being lodged or not and looking after the worker first and foremost.

“I believe that a lot of employers have changed their work culture,” she said, “but there are still some who may not completely apply a ‘no blame’ way of thinking. We are making progress, but it will take time before positive work culture is practically adapted at all Victorian work places.”