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Musculoskeletal disorders (MSDs) are the main contributor to disability levels, which are rising as populations age. Workplace hazard exposures are a major source of this problem, and current workplace risk management practices require substantial changes to tackle it more effectively. Most importantly, the current focus of risk management on "manual handling" tasks must broaden to encompass the whole job. This is necessary because a wide range of psychosocial hazards, most of which operate across the whole job rather than particular tasks, are significant contributors to risk. To ensure that risk‐control actions are effective, a recurring risk management cycle that includes worker participation and addresses risk from both biomechanical and psychosocial hazards will be essential. Legislation that mandates workplace management of psychosocial hazards would be helpful. Amendment by regulatory bodies of MSD‐related guidance and codes of practice so that they reflect current research evidence would also be helpful in communicating the need for change to workplace stakeholders. [ABSTRACT FROM AUTHOR]

To identify barriers and enablers for access to and participation in rehabilitation for people with LLA in East, South, and Southeast Asian developing countries from the perspective of rehabilitation professionals. A mixed-method study involving an anonymous cross-sectional screening survey followed by in-depth interviews of rehabilitation professionals in these regions following the COREQ guidelines. Participants were surveyed online using convenience and snowball sampling techniques to inform a purposive heterogenic sample for semi-structured online interviews, between September 2021 to February 2022. Interview transcripts were analysed and thematically coded using the modified Health Care Delivery System Approach (HCDSA) framework. A total of 201 quantitative survey responses shaped the interview questions and participation of 28 participants from 13 countries for the qualitative investigation. Important factors at the patient level were sex, economics, health issues, language differences, and lack of awareness; at the care team level, peer and/or family support, referrals, and the gender of the professional; at the organizational level, service availability, resources, and quality; and at the environmental level, policies, supports, and physical and/or social accessibility. Identified interlinked factors at multiple levels of the HCDSA underpin the need for a systems approach to develop and address regional rehabilitation service provision but requires contextually adapted policy. Amputation rehabilitation practices need improvements in the developing Asian region including evaluation and redesign of, and processes and policies by, policy makers with increased support for those with lower limb amputation. The consistent factors identified in these regions as negatively impacting rehabilitation services suggest opportunities to collaborate and design common mitigation approaches between rehabilitation providers across countries. Unique local factors impacting rehabilitation in different countries suggest the necessity for customization in consultation with rehabilitation practitioners rather than the adoption of generic charitable models by external agencies. Rehabilitation professionals and others responsible for rehabilitation policy and practice should systematically target factors impacting rehabilitation outcomes for improvements at all levels within the health care systems. [ABSTRACT FROM AUTHOR]

Increasingly, good quality and safe working conditions that promote employee health are expected by stakeholders. The aim of this study is to examine the extent and quality of occupational health and safety (OHS) reporting in the Top 100 companies listed on the Australian Stock Exchange (ASX). Method: Publicly available annual reports from the Top 100 ASX companies were reviewed using a policy scorecard against five dimensions drawn from the Australian Work Health and Safety Strategy 2012–2022. The dimensions were: OHS information, legislation, leadership, work health disorders, prevention and best practice. Results: Mean rank scores of high and low-risk industry sectors were compared. High-risk sectors provided more explicit coverage of OHS information across all five domains in comparison to low-risk sectors (p > 0.05). The Information Technology sector scored the lowest across all five dimensions. Conclusion: Higher quality reporting from those in high-risk sectors may be influenced by stakeholder expectations, as well as industry norms. The current analysis suggests that relying on stakeholders to drive improved reporting may be problematic, as those industries that are perceived to have a low OHS risk profile may not consider the need to provide transparent reporting on their strategies to ensure they are providing good quality working conditions. [ABSTRACT FROM AUTHOR]

Background: Employment rates for Australians with an intellectual disability remain low. Effective evidence-based strategies are required to guide future interventions, to enable people with intellectual disability achieve better employment outcomes. Methods: A literature search of peer-reviewed articles published between 2001 and 2015 was conducted using four electronic databases. Articles were reviewed and sorted according to employment setting and type of support provided. Results: Twenty-two studies were identified. Four studies of open employment examined workplace level strategies and 17 investigated individual level strategies. A single study of supported employment examined individual level change. Results suggested potential strategies that can be utilised to support people with intellectual disability obtain and maintain employment. Conclusions: Existing evidence regarding open employment for people with intellectual disabilities could be enhanced through the conduct of rigorous outcomes-focused studies that attend to specific strategies at both individual and organisation levels.

Background: A significant body of literature has examined the impact of verbal and non‐verbal bullying in surgical settings, where a central focus has been on the experiences of trainee and junior members of the surgical team, women in surgery and other health professionals, such as nurses. Research on how surgeons' perceive or experience bullying is more limited. Therefore, this study aims to investigate the views of surgeons on negative and disrespectful verbal and non‐verbal behaviour and bullying in surgical settings, including its impact on surgeons themselves and the surgical staff they oversee. Methods: Semi‐structured interviews were undertaken with surgeons between February and November 2019. Questions explored surgeons' perceptions of interpersonal communication and behaviour in their surgical workplaces in the preceding 6‐months. A narrative analysis approach was used to code, interpret, and report the interview data. Results: Thirty‐one interviews were conducted with surgeons (19 male and 12 female), from Australia (26) and Aotearoa New Zealand (5) from 10 surgical specialties. Three themes were identified with associated subthemes: bullying (five subthemes), non‐verbal bullying (seven subthemes), and impact and outcomes of bullying (six subthemes). Conclusion: This study revealed a notable shift in the reported verbal and non‐verbal bullying behaviour among surgeons, demonstrating a decrease in intensity, physicality and violence for the 6‐months prior to interviews conducted in 2019, when compared with surgeons' historic experiences. Despite reported behaviour being more subtle and indirect, it nonetheless continues to have a marked impact on many surgeons as well as the staff they oversee. This study investigated the perspectives of surgeons on disrespectful behaviour and bullying in surgical settings. Thirty‐one interviews with surgeons from Australia and Aotearoa New Zealand were conducted, revealing three themes: verbal bullying, non‐verbal bullying, and the impact and outcomes of bullying. Despite becoming more subtle and indirect, bullying continues to significantly impact surgeons and the staff they oversee. [ABSTRACT FROM AUTHOR]

BACKGROUND: Utilisation of coworking spaces (CWS) was rising sharply prior to the COVID-19 pandemic. The transition to new work arrangements which involve a hybrid, work and home model, is likely to involve the use of alternative workspaces. Understanding the impacts of CWS on employees is timely to examine the benefits of utilisation and how these might be incorporated into new ways of working. This scoping review aims to explore the relationship between CWS, mental and physical health, and workers' performance, and provide insights into future considerations for design. OBJECTIVE: The main objective was to map the current literature on CWS, focusing on identification of relevant modifiable factors to improve worker's mental and physical health, and performance. METHOD: Three databases, Embase, PsycInfo, and Proquest, were systematically reviewed, to identify studies from 2005 onwards. Data was extracted and analysed using diagrammatic mapping. Only studies published in English were included. RESULTS: Eleven relevant papers were included which covered the three outcomes of interest: worker's performance (5), mental health (4) and physical health (2). Environmental factors influencing the three outcomes were categorised into physical environment (12 factors) and the psychosocial environment (6 factors). Overall, CWS environmental factors had a positive influence on workers (23 positive relationships and 11 negative relationships). CONCLUSION: Coworking spaces offer potential benefits for tele-workers, including opportunities for collaboration/networking and productivity gains. However, attention to the CWS physical design is important to optimise the experience for workers and mitigate risk of adverse mental and physical health effects. [ABSTRACT FROM AUTHOR]

Introduction: Overweight/obesity and strenuous working conditions are associated with work disability, but their joint contributions to sickness absence (SA) are unknown. We aimed to examine their joint contributions to SA periods of 1–7 and ≥8 days. Methods: Self-reported data on body mass index and working conditions, including perceived physically and mentally strenuous work and hours per day spent in heavy physical work, were linked to the employer's SA register for the City of Helsinki, Finland, employees (n = 4,323, women 78%) who were 19–39 years old at baseline. We calculated rate ratios (RRs) and 95% confidence intervals (CIs) for SA periods using negative binomial regression models among participants with healthy weight and overweight/obesity, with and without exposure to strenuous working conditions. The mean follow-up time was 2.1 years. Results: Participants with overweight/obesity and exposure to physically strenuous working conditions had the highest age- and gender-adjusted RRs for SA periods of both 1–7 and ≥8 days (physically strenuous work: RR: 1.38, CI: 1.25–1.52, and RR: 1.87, CI: 1.60–2.18, respectively; ≥3 h per day spent in physical work: RR: 1.40, CI: 1.26–1.55 and 2.04, CI: 1.73–2.40, respectively). The interaction between overweight/obesity and physically strenuous working conditions was additive for SA periods of 1–7 days and weakly synergistic for SA periods of ≥8 days. For mentally strenuous work, participants with overweight/obesity and exposure to mentally strenuous work had the highest age-adjusted RRs for SA periods of ≥8 days, and the interaction was additive. Conclusion: The joint contributions of overweight/obesity and exposure to strenuous working conditions to SA should be considered when aiming to reduce employees' SA. Employers might benefit from providing employees adequate support for weight management and adherence to healthy lifestyles while improving employees' working conditions. [ABSTRACT FROM AUTHOR]