A few weeks ago I was at a children’s sport game. As a parent, I get a note home with the expectations of my behaviour as the supporter (In short: “be positive”). When the game started, I noted the number of volunteers that make youth sport games go smoothly: volunteer referees with stipends, volunteer coaches (parents), and club volunteers.
As the young refs took on some rather belligerent behaviour and interesting language from the parent coaches, parents and players, it made me wonder – are the right systems in place in our recreation and sport clubs to meet the positive duty requirements of the Work, Health and Safety Act?
All employers must take proactive actions to ensure the workplace is respectful, safe and supportive – and to eliminate psychosocial hazards.
- Conduct a risk audit
Identify risks of harassment, discrimination or victimisation (targeting). Talk to your teams and volunteers, identify concerns, and remember to consider culture. - Make sure your WHS systems include measures to support volunteers
It needs to be easy to understand and training must be available to all volunteers. - Take these matters seriously
All organisational leaders have a positive duty to their staff, which means that when an issue is raised by a volunteer it must be addressed.
Just as workers, volunteers can approach the Fair Work Commission and Safe Work, who can investigate claims. Therefore demonstrating the system, the training, and committing to full documentation of all issues, will support you should any issues arise.
If you’re a volunteer organisation and require support, please get in touch.
