Much to consider in FIFO worker wellbeing

An invasion of bumblebees may sound like something best dealt with by an exterminator but for some towns this isn’t a viable solution. Bumblebees is an often derogatory term used to described the yellow, fluorescent-striped uniform-wearing miners who are perceived as infiltrating family-based communities, bringing with them inflated housing and food prices, drunken bad behaviour and lack of engagement with the local community.  It is easy to have some sympathy for these townships and communities; however, a balance needs to be struck in order for Australia to remain a prosperous nation enjoying world-leading employment, health and lifestyle.

Remote communities across the country can benefit from population growth and the associated improved infrastructure such as better quality roads, telecommunications, community amenities and access to health services due to the financial investment by resources and mining companies as well as government expenditure in these growth areas.

There are many examples in the community where additional medical and emergency response resources are available to the community, either directly delivered by mine site medical staff or through investment by mining companies, such as the Rio Tinto-supported Life Flight aircraft. This aircraft can fly from virtually any Western Australian location to Perth within three hours, generally without refuelling, carrying three critical patients and three critical care medical staff. It can be used for offshore locations such as the Cocos and Christmas Islands and the jet can be used to transfer critically ill babies. In state emergencies the jet will be utilised as part of the disaster response.

Government resources are also used to support areas of population growth and need. The Roxby Downs Medical Centre is set to benefit from an increase in bed numbers as part of the population increase related to the expansion of the Olympic Dam project.

Communities are increasingly benefiting from social investment programs offered by natural resources companies including traineeships and apprenticeships in the local area. For many of these young people these opportunities would not be available in a small community and they would have had to leave to pursue study and employment away from home. There are also opportunities for small businesses to service the mining staff and their families, such as hairdressing, activities for children, retail and hospitality.

It is easy to believe that the bumblebee FIFO worker has it all, with a great income and no responsibilitiesout of work hours - with meals provided, laundry done, rooms cleaned, flights and airport transfers provided. But what about the FIFO workers themselves? There is a growing body of anecdotal evidence and research-based literature to indicate that life in the colony may not all be the land of gold and honey (or iron and honey, or coal and honey).

Most of us would understand that for good health we need adequate nutrition, sufficient rest and quality sleep, exercise, meaningful activity (work and leisure) and relationships. If we consider FIFO workers, these good health fundamentals can be difficult to access and maintain, or in poor balance.

Long work rosters with alternating day and night shifts can affect rest and sleep cycles and quality of sleep. Food choices and food quality can be variable and motivation to exercise after a 12-hour work day and long consecutive periods of work can lead to excessive weight and other health issues. A sense of belonging and connectedness are hard to achieve with many work tasks being solitary in nature, eg, plant operation, and performed in a geographically isolated environment. Even crib meals are conducted in crews with limited opportunity to interact with other crews and teams.

How can ‘worker bees’ achieve that happy hum? Below are some tips for happy comings and goings, getting along in the hive and enjoying the fruits of the honey pot.

What can the employer do?

Employers should consider the design and functioning of camp and other accommodation. A sense of place and ownership are important components to a sense of belonging and connectedness. In accommodation this can extend to being able to keep reminders of home prominent, such as children’s drawings pinned up and family photos.

As we’ve heard, communication is a must and reliable, fast speed internet with Skype facilities is great for families and friends to stay connected. Employers have an opportunity as part of their wellness programs to provide computers and cameras in accommodation for this to occur privately and to provide assistance to those who need help with getting online and signing up for social media.

Flexible rosters are also desirable. For some families one week on, one week off might be the ideal so they can play in their local sporting competition at least every other week and watch their children’s sport. For others, two weeks on and two weeks off may work better due to longer recovery time between rosters and more time and energy to do home activities. When considering roster structure, a mid-week roster change allows for weekends at home rather than commuting on weekends.

Health and lifestyle programs are becoming more commonplace but need to be easy to access and supported in terms of availability in paid time or conveniently with rosters. Group-based programs are highly encouraged to create connectedness and a culture of engagement rather than the worker being isolated by a culture of work, eat, sleep, work ...

One of the most important things an employer should consider is that it’s not always a ‘one size fits all’ process. With so much competition for labour and the high costs associated with staff turnover, employers who seek to provide flexible family-friendly work arrangements will become employers of choice. This could extend to providing family housing on sites and childcare services that complement the work roster to encourage spouses and families to reside at site.

What can the FIFO worker do?

FIFO workers may have had the experience of arriving home, tired after a long period of work away, and then feeling disappointed with their family’s seemingly lukewarm welcome. While absent, when your attention has not been taken up with the job at hand, you have thought about those at home and things you might be missing out on. Then when you get home, everyone seems to be busy with other things, and while happy to have you back, not as excited about it as you’d like.

Want to have a happier return? Try these tips:

• Stay in touch when away and know how family members are spending their time so you’ll have an understanding about activities that will be important to your family in your absence.
• Upon return, put your focus on them. Ask them about their activities. Make reference to specific things, so they know you have made an effort to remember them, even though you’ve been away and busy.
• Make them feel important. Be a good listener. Most people enjoy being the focus of attention of someone they love. If you give first, then maybe they’ll follow your lead and the conversation and attention will then turn your way.

What can the FIFO worker’s family do?

It is easy for FIFO families to feel like they are living a double life; one where it is just the spouse and the kids and the second where it is the FIFO worker and the family. The goal is to make one solid family unit regardless of location.

The key is staying connected and part of this is regular communication with each other. This could include each night using Skype at a dedicated time with the FIFO worker so they can listen to the kids read, listen to music instrument practice or just catch up on the day.

Technology offers many opportunities for connecting with each other. Families can use a coordinated family diary such as Google calendars so that the FIFO worker is up to date with family activities and is able to contribute to activities and ask questions about events.

One FIFO worker I spoke to said he relished the long flights home where he could get to rest because as soon as he got home his girlfriend would have scheduled every waking moment until he went back to work a week later. Remember, your FIFO family member has probably just worked 84 hours in a week (not just a 38-hour week) or, in some cases, 14 days straight of 12-hour shifts (168 hours) and probably needs some downtime before immersing in family activities. Also, think how you can schedule activities to assist with transitioning from day shift to night shift and vice versa.

Involve your FIFO family member in decisions eg, send links to gifts you are thinking of buying the kids, ideas for holidays or renovations, and keep your FIFO partner involved in family life.

The future

It is clear the FIFO lifestyle is going to become increasingly prevalent, at least in the short term, and that a range of creative solutions is required to address the associated issues.

*Nicole Nott, General Manager of onsite health and emergency response services provider Sitemed (www.sitemed.com.au) and Dr Denise Keenan, Organisational Psychologist and Managing Director of COGNITION (www.cognition.com.au/index.php?id=80). With qualifications in occupational therapy and ergonomics, and studies in business, Nott established Sitemed in 2009, which specialises in the provision of health and emergency response services to a range of companies - particularly those in the construction, resource and mining industries. Dr Keenan has particular interests in working with organisations in the areas of occupational health and safety, early intervention for psychological trauma, prevention and management of occupational stress and injury management.