YWs like variety and can have difficulty concentrating for long periods. Make YW OHS consultations shorter and less formal. Give YWs some options and ask them how they would like to be consulted.

Avoid jargon, slang and technical terms. Limit text and talk by using visual rather than written communication methods where possible.

Encourage YWs to talk, ask questions, explain or demonstrate their OHS ideas. Give them time to get used to expressing their views, particularly in formal meetings.

Check that YWs understand and have realistic expectations about what can be achieved through their particpation in the OHS consultation process.

Improve OHS across the entire organisation with a genuine, formal commitment by senior managers, directors and supervisors to consulting YWs. Create a formal YW OHS Consultation Policy.

Teach YWs the ‘rules of engagement’ about what happens at consultation meetings, who will be there and what will be discussed. Rather than assume they already know, show YWs how to speak, listen, present information and behave appropriately with co-workers during an OHS committee meeting or one-on-one discussion.

Treat YWs OHS questions and suggestions with respect and reward their input with praise and incentives. While the answers to YWs' questions may seem obvious or their OHS suggestions reflect their inexperience, encouraging them to participate will help them to remain focused on OHS while they are gaining skills and experience.

Share all available OHS information with YWs. Give casual and part-time YWs plenty of notice about OHS consultation meetings and where possible, negotiate the time and location of meetings so that YWs can be included. YWs may be unable to participate if they don't understand the language being used so avoid jargon and slang to help ensure that that everyone understands equally.

Provide sufficient time, resources and personnel to ensure YW consultation is not rushed or interrupted, even for part-time and casual workers.

Regularly review OHS consultation systems to check they are YW-friendly. Give YWs feedback on how their input was used and any changes to the workplace that resulted from their contribution.