"You’re ultimately there to make sure they’re safe – but when they say hi and start talking to you about their day, that’s the bonus when taking on this role"
- Amanda, School Crossing Supervisor
January 21, 2025
Much-loved Glen Waverly School Crossing Supervisor, Amanda Cullen always knew she wanted to work with children. Having worked in childcare and before and after school care, she never imagined she would also be looking after children as a School Crossing Supervisor – an important role she has been doing now for three years.
Helping the children arrive to school safely is not only the number one priority for a school crossing supervisor like Amanda, but it’s really close to her heart as well. She believes having an education is an important thing a person can have, so she loves being able to help school students navigate that and gain knowledge by helping them cross the street and reach their classroom safe and sound.
Taking on this role, what surprised Amanda is the positive presence it has in the school community. Even when she worked casually across different school crossings for the first eight months, everyone who used the crossing will say hello and parents would ask for her name and strike up a conversation when waiting for their kids. She also gets noticed by the kids who wave to her at the local shopping centre!
The friendly face that is always smiling, Amanda is at her school crossing Monday to Friday in her uniform to keep the kids safe – even when it’s pouring with rain!
Even though as a school crossing supervisor you’re out in the elements, for Amanda, it’s a good thing. She says on a really nice day when there is a cool breeze, you can smell the fresh air and hear the birds sing, and it makes her feel good. She especially enjoys the morning shifts as they provide an optimistic outlook that sets her up for the rest of the day.
In the role, she has also come across some challenging drivers, especially at the school crossings near major roads, like the one she’s on, that she needs to keep a watchful eye on. Amanda says being a school crossing supervisor in a way has made her a better driver and adds to her motivation to keep the kids safe and not let them down.
In addition to keeping kids safe, being in the role contributes to what Amanda enjoys the most as a people person as she’s meeting new people and enjoys saying hi to everyone who is walking past.
"I get stories almost daily from the kids, like how they have tennis after school, are going to their friend’s place, their first sleep overs and their achievements – things like that it makes me so happy that they’re comfortable enough with me to tell me about their day."
Amanda also enjoys being a constant cheerful presence for the school kids, helping stop traffic so they can cross safely and making a positive difference in their day.
“If the kids are having a bad day and I’m there saying hi with a smile on my face and wave to them it makes them feel a little bit better… if we could man every crossing it will be brilliant so all students can get to school safer.”
When asked about what she would tell someone who is thinking about becoming a school crossing supervisor, this is what she had to say:
If you’re interested becoming a School Crossing Supervisor, we’d love to hear from you.
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The issue of modern slavery has gained significant attention worldwide, and Australia is no exception. As a recruitment agency dedicated to ethical practices , Chandler Macleod is proactive in our responsibility in combating this grave violation of human rights. Our active policies against modern slavery reflect our commitment to creating a fair and just workforce for all. What is Modern Slavery? Modern slavery encompasses a range of exploitative practices, including human trafficking, forced labour, and debt bondage. It affects millions of individuals globally, stripping them of their freedom and dignity. In Australia, it is estimated that tens of thousands of people are trapped in conditions of modern slavery, often hidden in plain sight in various industries, including agriculture, hospitality, and construction. Key Forms of Modern Slavery: Human Trafficking : The illegal movement of people, typically for forced labour or sexual exploitation. Forced Labour: Situations where individuals are coerced to work against their will, often under threats or deception. Debt Bondage: When a person is forced to work to pay off a debt, with conditions that often make it impossible to repay. Recognising the Signs of Modern Slavery Awareness is crucial in the fight against modern slavery. Here are some signs that may indicate the presence of modern slavery in the workplace: Lack of Freedom : Workers who cannot leave their jobs or are not free to make their own choices. Deceptive Recruitment Practices : Promises made during the hiring process that are not fulfilled, such as job roles, pay, or working conditions. Poor Working Conditions : Unsafe environments, excessive hours, and inadequate compensation. Isolation : Workers who are kept away from the public or their families, limiting their ability to seek help. Fear of Authority : Individuals who are afraid to speak out about their situation due to threats from employers or lack of legal rights. Why Prevention is Important Protecting Human Rights : Every individual deserves to work in an environment that respects their rights and dignity. By preventing modern slavery, we uphold fundamental human rights and promote social justice. Promoting Fair Labour Practices : Preventing exploitation ensures that all workers are treated fairly and receive the compensation they deserve. This fosters a more equitable labour market. Enhancing Business Reputation : Companies that actively combat modern slavery improve their brand image and attract ethically conscious consumers and clients. This not only benefits the business but also contributes to a more sustainable economy. Legal Compliance : Australia’s Modern Slavery Act 2018 requires businesses to report on how they mitigate the risk of modern slavery in their operations and supply chains. Non-compliance can lead to legal repercussions and damage to reputation. Our Commitment to Ethical Recruitment At Chandler Macleod, we take a proactive stance against modern slavery. Our policies include: Thorough Vetting Processes: We ensure that all employers and job placements are scrutinised for compliance with labour laws and ethical standards. Training and Awareness : Our staff receives regular training on identifying signs of modern slavery and understanding the legal framework surrounding it. Support for Workers : We provide resources and support for workers who may be at risk or have experienced exploitation, helping them access legal aid and counselling services. Transparency : We are committed to transparency in our operations, working to create an open dialogue about the importance of ethical practices in recruitment. Modern slavery is a pressing issue that requires collective action from all sectors of society, including recruitment agencies. By recognising the signs, understanding the importance of prevention, and actively implementing policies against modern slavery, we can contribute to a more just and equitable workforce. Together, we can make a significant impact in the fight against this human rights violation, ensuring that all individuals can work in dignity and safety.
Organisations are becoming increasingly aware of the importance of creating not just physically safe workplaces, but also psychologically safe ones. One of the key aspects of achieving this is by identifying and mitigating workplace psychosocial hazards —factors that negatively affect employees’ mental health and well-being. As the modern workplace transforms, understanding and addressing these hazards is vital for building a supportive, productive, and healthy work environment. What are Workplace Psychosocial Hazards? Psychosocial hazards are aspects of work that have the potential to cause psychological harm. Unlike physical hazards, these risks are often tied to the emotional and mental challenges employees face in their work environment. Common psychosocial hazards include: High workloads and unrealistic deadlines When employees feel constantly overwhelmed, their stress levels skyrocket, leading to burnout and disengagement. Workplace bullying or harassment Toxic behaviours, including bullying and harassment , can lead to severe emotional distress, anxiety, and depression. Lack of support Employees who do not receive adequate managerial or peer support may feel isolated, which can compound feelings of stress or inadequacy. Unclear job roles or expectations Ambiguity in responsibilities can cause confusion and frustration, creating unnecessary pressure for employees. Poor work-life balance Long hours and an inability to manage work and personal responsibilities often result in chronic stress and diminished well-being. These hazards can significantly impact not only individual mental health but also overall workplace productivity, morale, and culture. Left unchecked, they can lead to high absenteeism, turnover, reduced engagement, and even workplace injuries. Why is Identifying Psychosocial Hazards Important? The first step in mitigating psychosocial hazards is to identify them. Just like any other risk in the workplace, being aware of potential hazards allows employers to proactively manage them. Effective identification often involves: 1. Regular assessments and surveys Use employee feedback to understand their stressors, workload concerns, or interpersonal challenges. 2. Open communication channels Encouraging employees to speak up about any issues they face helps in identifying hazards before they escalate. 3. Training and awareness Equipping managers and employees with the skills to recognise the signs of psychosocial risks is essential to early intervention. When psychosocial hazards go unnoticed or ignored, they create a breeding ground for mental health issues like anxiety, depression, and burnout. Identifying these hazards early not only reduces risks but also signals to employees that their well-being is a priority. Mitigating Psychosocial Hazards: A Key to Psychological Safety Once hazards are identified, the focus shifts to mitigation—putting measures in place to address and reduce these risks. Mitigating psychosocial hazards is not just about removing negative influences; it’s about fostering an environment where employees feel psychologically safe. Psychological safety refers to the belief that one can express ideas, concerns, or mistakes without fear of negative consequences. In workplaces where psychological safety is present, employees feel valued, supported, and empowered to be themselves. To create this, employers can: Promote a positive workplace culture Encourage respect, inclusivity, and open dialogue. A healthy culture discourages toxic behaviours like bullying and harassment. Ensure manageable workloads Review workloads regularly to ensure they are realistic and achievable, helping to reduce unnecessary stress. Provide adequate support and resources Make sure employees have access to mental health resources, coaching, and managerial support when needed. Clarify roles and responsibilities Clearly define job roles and expectations, reducing confusion and creating a structured environment where employees understand their contribution. Encourage work-life balance Promote flexible working arrangements and discourage overworking, allowing employees to maintain a healthy balance between their personal and professional lives. Mitigating psychosocial hazards is an ongoing process. Regular assessments, adjustments in policies, and creating a culture of continuous support are essential components of maintaining psychological safety. The Benefits of Psychological Safety When organisations successfully identify and mitigate psychosocial hazards, the rewards are significant: Improved mental health Employees experience lower stress levels, better emotional well-being, and reduced risk of burnout. Increased engagement and productivity When people feel safe and supported, they are more motivated and engaged, leading to higher levels of productivity and innovation. Higher employee retention A workplace that values mental health and safety fosters loyalty, reducing turnover and creating a more stable team. Better overall workplace culture Creating an environment that prioritises psychological safety builds trust, cooperation, and collaboration, enhancing the overall work experience. Workplace psychosocial hazards are a growing concern in the modern business landscape. Identifying and mitigating these risks is crucial for promoting psychological safety and ensuring a healthy, supportive work environment. When employers actively address psychosocial hazards, they not only meet their legal and moral obligations but also create a space where employees can thrive, driving organizational success. Investing in programs that help identify and manage psychosocial risks is key to building a resilient, productive workforce and maintaining long-term workplace well-being. If you need support in identifying and mitigating psychosocial hazards in your workplace, we’re here to help. Our compliance training programs on Workplace Psychosocial Hazards and Psychological Safety in the Workplace are designed to equip your team with the knowledge and skills to create a safe, supportive, and mentally healthy work environment. Get in touch today to learn how our comprehensive training can help your organisation foster psychological safety and meet compliance obligations.
In recent years, pop psychology and therapy speak have permeated casual conversation, social media, and workplace culture, reshaping how we communicate and address mental health. Terms like 'emotional intelligence’, 'boundaries’, ‘trauma', and ‘trigger warning' have become commonplace, often used without a full understanding of their implications. While these concepts can foster greater awareness and empathy among teams, their casual application—including using labels like 'narcissist', 'OCD', or 'psychopath' —can lead to misunderstanding and stigmatisation, oversimplifying complex psychological issues. This article examines the multifaceted impact of pop psychology on workplace dynamics, highlighting both its potential benefits and the risks associated with misusing language that describes genuine psychological challenges. The Allure of Therapy Speak There’s no denying the allure of therapy speak in today’s workplace. Who wouldn’t want to feel empowered by terms that validate our emotional experiences? Buzzwords like 'emotional intelligence', 'boundaries', and 'trigger warnings' can spark vital discussions about mental health and team dynamics. For instance, talking about 'emotional intelligence' can enhance collaboration and understanding among colleagues. However, when we use these terms without context or accuracy, we risk diluting their meanings. Take the phrase "I’m so OCD" that people often use to describe being picky about something trivial. This casual misuse overlooks the real complexities of a diagnosis of Obsessive Compulsive Disorder and can contribute to misunderstanding and stigma around the condition. Instead of facilitating open dialogue, such phrases can create barriers, where meaningful conversations about mental health are overshadowed by the fear of mislabeling or misunderstanding. Navigating the nuances of pop psychology requires us to foster an environment that encourages authentic conversations while being mindful of our language. By aiming for accuracy and context, we can ensure that discussions about mental health remain impactful and constructive, ultimately enriching workplace culture and team dynamics. Is My Boss a Psychopath? Let’s dive into a more provocative area: the casual labeling of colleagues. Ever heard someone exclaim, “My manager is such a psychopath” while describing a particularly ruthless decision? While it might make for a catchy headline, let’s take a moment to reflect. According to research, only about 1% of the general population is diagnosed with psychopathy. Most of us have encountered challenging personalities and while many of these traits may be consistent with those of someone with psychopathy, there is long way from that to jumping to clinical conclusions. Using psychological labels casually not only risks misunderstanding but can also stigmatise legitimate mental health conditions. Labeling someone as a 'narcissist' or a 'psychopath' can undermine the seriousness of these diagnoses and the individuals who truly live with them. It’s crucial to remember that while some traits might be problematic, they do not necessarily indicate a clinical disorder. The Problem with Oversimplification Another concern is the oversimplification of complex psychological concepts. Therapy speak often simplifies nuanced human behaviors into catchy phrases, which can lead to misunderstandings. For example, while 'emotional labor' is a legitimate concept that describes the effort put into managing feelings in the workplace, it can be misused to dismiss legitimate concerns about workload or job expectations. When we say someone is engaging in 'emotional labor', are we acknowledging their effort, or are we using it as a catch-all excuse to overlook systemic issues in the workplace? By reducing rich psychological discussions to buzzwords, we risk losing the depth and complexity of human experience. Finding the Balance So, how can we strike a balance between fostering a culture of awareness and avoiding the pitfalls of pop psychology? Here are a few strategies: Educate and Train: Organisations should provide training on mental health and emotional intelligence, ensuring that employees understand the terms being used and can engage in meaningful conversations. Promote Authentic Conversations: Encourage open discussions about feelings and workplace dynamics without the need for jargon. Authenticity often resonates more than trendy terminology. Encourage Professional Support: Remind employees that while it’s great to discuss mental health, professional help should be sought for serious issues. Destigmatising therapy and counseling can empower individuals to take the necessary steps for their well-being. Be Mindful of Language: Encourage the use of clear, precise language rather than buzzwords. If someone is struggling with a particular issue, help them articulate it without resorting to labels that may misrepresent their situation. Mind the Gap The rise of pop psychology and therapy speak in the workplace has undoubtedly opened doors for discussing mental health, but it also presents challenges that we must navigate thoughtfully. As we embrace these concepts, let’s do so with a critical eye, ensuring we foster understanding rather than confusion. Ultimately, it’s about creating a work environment where people feel safe to express their thoughts and emotions without the fear of being misunderstood. After all, the goal isn’t just to be on trend; it’s to truly support each other in the complexities of our professional lives. So, the next time you hear a buzzword or label floating around the office, pause and ask yourself: are we facilitating understanding, or are we simply adding to the noise? Reach out to Chandler Macleod today to learn how we can support your leaders and workforce to develop emotional intelligence and cultivate a more inclusive and dynamic environment . Together, we can transform your workplace into a space where authentic conversations thrive, and every team member feels valued. Contact us to start your journey toward a healthier, more collaborative workplace.
With more than six decades in business , Chandler Macleod has borne witness to huge changes within the Australian employment landscape. One of the incredible transformations throughout the years has been the evolution in leadership styles to reflect shifting societal values and workplace dynamics. We have witnessed the move from authoritarian, top-down approaches to more collaborative and inclusive leadership and management models and the positive impact these have bad on both the culture and success rates of business models. We have been proud to see Australian business leaders increasingly embrace participative and transformational leadership styles, driven by the growing recognition of the importance of employee engagement, innovation, and adaptability. This dramatic shift has not only influenced how decisions are made but also shaped the very ethos of workplaces, fostering environments that emphasise diversity, collaboration, empowerment, and a shared vision for success. As businesses navigate a continuously evolving economic landscape, understanding these shifts in leadership styles offers valuable insights into ways businesses can ensure a positive workplace culture and future-proof for success. The Authoritative Era In the late 1950s and early 1960s, as Chandler Macleod was developing itself within the recruitment services industry, Australian workplaces were characterised by a hierarchical structure where businesses were lead in a primarily authoritative structure. Leaders made decisions unilaterally, and employees were expected to follow instructions without question. This top-down approach was effective in maintaining order and efficiency but often stifled creativity and innovation, attributions that we have come to recognise for their beneficial impact on business practices. The Shift Towards Participative Leadership The 1980s and 1990s saw a significant shift forwards with movement toward a more participative leadership model. As the global economy became more competitive, business leaders in Australia began to recognise and respect the importance of employee engagement and collaboration. This move towards a participative leadership style encouraged input from employees at all levels, fostering a new sense of ownership and accountability, previously unseen for the majority of employees. This period also saw the rise of team-based evolutions of the work models and a focus on employee development and empowerment. Chandler Macleod adapted to these changes by offering services that emphasised employee engagement and development, consulting with businesses and developing training and programs to build more collaborative work environments and strength work relationships. The Rise of Transformational Leadership While Y2K didn’t bring the technological disruption we were led to expect, the turn of the millennium did bring about huge changes in the workplace with the rise of transformational leadership. This leadership style emphasises inspiring and motivating employees to achieve their full potential and contribute to the organisation's vision. Transformational leaders are characterised by their ability to create a positive and inclusive workplace culture, where innovation and adaptability are highly valued. By recognising this shift in leadership attitude, Chandler Macleod was able to play a crucial role during this period by providing insights and tools to help organisations foster transformational leadership , thereby enhancing their ability to navigate the rapidly changing business landscape. Embracing Diversity and Inclusion The progressive movement towards embracing and emphasising diversity, equity, inclusion, and belonging in the workplace has also seen changes to leadership models. The workplace leaders of the Australian climate today are becoming increasingly aware of the benefits of a diverse and inclusive workplace, which include improved decision-making, greater innovation, and enhanced employee satisfaction. Leadership styles today are more collaborative and inclusive, with a focus on creating environments where employees feel valued and empowered to contribute and to be themselves in the workplace. Chandler Macleod is proud to have been a part of contributing to the advancement of diversity, equity, inclusions and belonging in the workplace through various programs and partnerships with our clients, helping organisations turn their diversity aspirations into tangible outcomes. The changes in leadership style and methodology Chandler Macleod have been privy to since our formation in 1959 to today reflect the broader societal changes in Australia and the growing recognition of the importance of employee engagement and emphasis on positive workplace culture. As businesses continue to navigate the ever-shifting economic environment and workplace landscape, understanding the shifts in leadership styles and the dynamics leading to these shifts offers valuable insight into ways to ensure a positive workplace culture and help to future-proof the success of a business. Chandler Macleod’s journey through these changes has highlighted our commitment to supporting businesses to build effective and inclusive leadership. Talk to the Chandler Macleod team about how we can work with you to maximise the potential of your leaders and create an environment of success.
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