When it comes to safety in the workplace, it’s easy to forget that young workers (aged 15-25) have different needs than other, more experienced staff. Here’s why they are most at risk in the workplace and what you can do to meet your duty of care & keep them safe.
In a study conducted recently by Safe Work Australia, it was found that work-related injuries and illness to young workers in Australia cost employers $12 billion per year. In fact, 20% of all recorded injuries had a worker aged 15-24 involved.
Work health & safety is an important part of any HR policy, and all businesses have a duty of care and legal requirement to train their staff in best practices. But what you might not be as aware of is the attention and awareness that is needed for one of the most at-risk sections of your workforce – your young workers.
Most accidents are 100% preventable. For employers and managers, it’s easy to fall into the trap of expecting young workers to have the same experience, maturity and safety awareness of older staff. This is far from the case. Thankfully, with the right and attention, you can look after them and keep your workplace an injury-free zone.
Here are 4 reasons your young workers are most at risk of serious injury, and what you can do as an employer to protect them.
1. Their physical & cognitive abilities are still growing
This may appear obvious in theory, but it’s easy to forget when you’re running a busy workforce and business: workers who are 25 years or younger lack the same physical attributes and cognitive skills as older staff.
In fact, the human brain is not fully developed until your age reaches the mid-20s.
This can have different impacts in each role and industry, but it might not be what you think. Manual labour work still requires cognitive thinking for safety and different situations. Hospitality work might seem straight-forward and easy on the body, but staff new to the workforce need time to learn spatial awareness, balance and confidence behind the bar.
When training your staff, make sure you pay particular attention to those who are younger and ensure you have a consistent safety and induction program that makes them feel supported from day 1.
2. They lack experience & maturity
When you don’t have years of work experience to draw from or the maturity that you can only get from learning from your mistakes, your daily performance is at a low standard.
Older workers have faced and learned from a wide range of work risks, hazards and sometimes previous injuries. They know the personal impact, the professional repercussions that come from particular decisions you can make in a work setting. Most importantly, they also gravely understand the importance of speaking up and reporting risks to management.
You should assume that your younger staff members lack experience and maturity, regardless of how much they may appear to show they have already. Although sometimes true, it’s easy to be deceived.
3. Ineffective training & inductions
One of the factors of young worker injuries that can fly under the radar is an ineffective history of training and inductions.
If you are hiring staff aged 16-20 they could be entering the workforce for the first time. If this is the case, you don’t have to worry about their previous training or inductions from other businesses. But it does mean you have to ensure they’re well supported and their first safety training and inductions are more comprehensive and suitable.
For those joining your company with a few items on their resume already, it pays to assume they haven’t received effective training before. A young worker might tell you they have completed bullying & discrimination training in the past, for example. In this case, it’s easy for many employers to wrongly trust the information and ignore a formal training program.
Always ensure you put every young staff member (and all other staff) through induction and training you can record. By using an online solution, you can set every job role up with unique packages. This means you can send new staff their training package in one click and they can complete it all before day 1 on the job.
If some workers are more experienced and can race through it, that’s fine – but it means you know everyone is on the same page, and you’re always meeting your duty of care (and Government requirements).
4. They need more supervision & mentoring support
Young workers often need increased hands-on support and guidance than other staff to help them grow confidence at work with personal safety.
This can be accelerated faster in your workplace by ensuring they receive suitable supervision from a manager or team leader, as well as mentoring support or buddy assistance from one of their colleagues.
If left to their own devices, young workers don’t feel as comfortable as older team members asking small and ‘silly’ questions as they arise. These can be the little safety and WHS hazards that mean the difference between a serious personal injury, or a simple safety report filled out.
Many of us learn right from wrong through experience. Supervision ensures they pick up the nuances and knowledge to build a well-rounded safety skill set. If you are proactive about safety and lead by example, they will follow.
For more tips and strategies to keep your young workers injury-free, download our FREE Young Worker Safety e-book here.