YWs have little or no experience in identifying hazards and assessing workplace risks.

If YWs recognise a workplace hazard, they may be reluctant to speak up, not know that they should report it, not know who to report hazards to or assume that someone else will take care of it.

Consulting YWs allows employers and supervisors to assess exactly what YWs do and do not know about identifying and reporting workplace hazards.

Genuine OHS consultation with YWs also helps create a workplace safety culture that includes all employees.

Compliance with NSW laws means all employees, including YWs, are consulted about issues affecting their health and safety at work. (NSW OHS Act, 2000 and the NSW OHS Regulation 2001).

Genuine OHS consultation involves considering feedback from everyone affected by workplace safety issues, including YWs.

YWs are used to having regular opportunities to offer their thoughts, opinions and suggestions and will expect to be consulted about issues at work that affect them. They will also expect regular, meaningful feedback about their performance and safety at work.

Consultation also helps employers and supervisors engage more effectively with YW while offering them guidance and support in working safely.

Productive workplace relationships develop when employees discuss and implement practical safety solutions together. Working towards a common OHS goal can be a positive experience for everyone involved, including YWs.

Consulting YWs can lead to positive and supportive relationships forming when more experienced employees mentor YWs and YWs offer fresh perspectives and valuable new approaches.

OHS consultation can improve productivity by reducing absenteeism and preventing injuries.

Consultation may also reveal hidden reasons for low productivity, e.g. YWs experiencing workplace bullying or harassment are less likely to be productive and more likely to make harmful mistakes.