Barrier: YWs may not understand the technical terms, jargon or slang used by other employees. Other YWs may not speak English or have difficulty reading and writing in English. Other YWs may have problems with literacy.

Solution: Explain any technical language and jargon to YWs and avoid slang at all times. Always check YWs understand by asking "open" questions that require them to give a more detailed response than a simple yes or no.

If the difficulty is with speakers of other languages, where possible, ask other employees to assist with translating.

Using posters and signs with these YWs is another useful way to help improve communication.

NOTE!! Employers are required to ensure that all employees can work safely, regardless of whether they speak English or not

Barrier: Labelling YWs with stereotypes, such as negative comments about Gen Y or teenagers, can lead to resentment and communication breakdowns.

Solution: An easy and effective way to overcome this is to avoid making any assumptions about what YWs are like until you have spent time getting to know them.

Barrier: Forcing YWs to listen to lengthy lectures without providing adequate breaks can cause them to lose concentration and switch off. Trying to communicate with YWs when they are hungry, thirsty, cold, hot or tired at the end of a shift, etc can also cause them to lose focus.

Attempting to squeeze too much information into a single meeting can easily lead to YWs losing concentration or forgetting important information. This wastes everyone's time and energy and leads to dangerous mistakes.

Solution: Consider the age, experience and competency of YW when choosing communication methods. Rather than long lectures, try breaking information into smaller sections and introducing it in stages. Another tip is to try talking to YWs after they return from breaks when they are less likely to be tired, hungry, thirsty, etc.

NOTE!! The standard two/three/four hour orientation is unlikely to be effective with YWs for these reasons.

Barrier: Not stopping and listening to YWs questions or requests for help. Alternatively, communicating to YWs via negative body language, voice tone or body gestures that they aren't being listened to. This sends a signal to YWs that the employer/supervisor wants them to go away, resulting in YWs having to guess what to do or leave tasks incomplete or abandoned. When this happens, serious OHS issues can quickly follow.

Solution: Supervisors should stop what they are doing, look at the YW and listen to what they are saying. Avoid interrupting when YW are speaking and repeat key points when they finish. If this isn't possible, check what the YW wants to communicate and direct them to another supervisor, mentor or experienced co-worker if required. If the matter is not urgent, make an appointment to speak with the YW at a more suitable time.

Barrier: Poorly scheduled, rushed or interrupted meetings and training makes learning less effective and sends a clear signal that OHS has lower priority than other workplace issues.

Solution: Schedule regular meetings and training times and let YWs and other employees know well in advance when and where these will occur. It is especially important that everyone understands there are to be no interruptions during scheduled training times.

Another tip is to clear the training area before the scheduled time so that training can start on time and isn't interrupted by others using the designated space.

Barrier: YWs may feel intimidated or embarrassed about speaking openly with employers/supervisors about OHS issues.

Solution: Employers and supervisors should take the lead role and start the conversation and make sure YWs get plenty of encouragement to speak up and join in.

Barrier: Noise, temperature, air quality, location, and the immediate surroundings can become very distracting and reduce YWs ability to listen and communicate effectively.

Solution: Give OHS communication and training the time and place it needs. Make sure that distractions are kept to a minimum. If necessary, schedule training outside regular hours to minimise noise and distractions and make sure that YWs are comfortable enough to carefully listen and learn.

Barrier: Not offering YWs positive, constructive feedback means that they won't have any idea how well or how safely they are working. YWs expect to be provided with information about their performance and if they don't receive it, they'll assume that everything is going well. Alternatively, if YWs only receive criticism, they won't know what they are doing well and lose confidence in their ability to do the job.

Solution: Providing positive and constructive feedback to YWs shows them how well they are meeting OHS expectations. Avoid waiting until things go wrong or serious mistakes have been made before letting them know how their OHS performance is going. Always let YWs know what you want them to do and how that should happen rather than simply telling them what they shouldn't do or criticising them.