Changing the Culture Through Early Intervention
“Suck it up, princess”.
“Harden up”.
“If you can’t hack it, there are 300 people waiting to replace you”.
Sadly, these are the phrases sometimes used amongst FIFO workers who are struggling with the demands of FIFO work, according to a recent inquiry into the 50,000 FIFO workers in the Pilbara region of Western Australia.
While FIFO work usually brings substantial financial rewards, it can come at a price. Along with the physical dangers of working on site, FIFO work carries weighty, often overlooked risks, in the realm of psychosocial hazards.
Picture this – a member of your team is in the crib room, on their third coffee, the WiFi is down, they’re sore after a 12-hour shift, and a simple comment from a co-worker feels like a jab as opposed to a joke, and it’s the third time it’s happened this week.
Change the Game
To drive real change – one where yesterday’s “harden up” becomes tomorrow’s “do you wanna talk about it?” – you need to prioritise early intervention so your workplace can evolve into an industry-leading example. After all, your team’s level of commitment to this directly reflects the maturity of your organisation’s health and safety culture.
So, where do you begin? Let’s explore.
Common Psychosocial Hazards in FIFO Work
Unlike the visibility of a trip hazard or faulty equipment, you can’t always see psychosocial risks, which often emerge from workplace culture, leadership, and environment. Learn more about psychosocial risks here.
Common psychosocial hazards in FIFO work include:
- High work demands: Tight deadlines, unrealistic production targets, and sudden roster changes.
- Fatigue: The juggling of long shifts, compressed rosters, and travel between sites and home.
- Bullying, Harassment, or Aggression: Whether it’s verbal abuse, racial or sexual harassment, or persistent low level-incivility, these behaviours take a serious toll.
- Isolation: Long stretches away from family and friends, with limited chances for meaningful social interaction.
- Burnout: Feeling constantly overwhelmed, tired, or disengaged, with little motivation to carry on.
- Lack of Control: Being unable to control your work pace, break times, or the environment around you can cause mental strain.
Because of these factors, FIFO workers are at a higher risk of experiencing mental health issues, including anxiety, depression, substance abuse disorders, and even suicidal thoughts.
Blue collar workers in male-dominated industries are at a much higher risk of suicide than other employed men. The suicide prevention group Mates-In-Mining revealed that suicide rates are 80% higher in the mining, construction and energy sectors than in the general Australian population, with 190 deaths by suicide reported each year.
Monarch Mental Health Group says FIFO workers are also less likely to report mental health problems, which is likely due to the stigmatisation of mental ill-health that is prevalent in the industry. So, how can we address this?
The Role of Leaders
Under the Work Health and Safety (WHS) Act 2020, every employer (PCBU) must protect the physical and psychological health of their workers.
Not only does this mean providing a safe work environment, it also means preventing psychosocial hazards from escalating or arising at all.
As a leader and someone who FIFO workers interact with daily, you are a key player in achieving this as you are well placed to see and hear the changes and hazards impacting the team and intervene early.
Early Intervention
Providing early intervention is the crucial first step towards supporting your crew’s mental health and laying the foundation of your own. Here’s a starting point on leading a mentally healthier team everyday:
- Regularly check in with each team member as a matter of course, not just about work but also their well-being.
- Model positive behaviour—manage your stress openly, use breaks effectively, and share how you handle difficult days.
- Promote a culture of safety for mental health, not just physica
