Month: July 2025

Australia’s mining industry powers our economy, but it faces some of the nation’s toughest workplace safety risks. From the Pilbara to the Goldfields, every site relies on statutory supervisors to protect people and operations.

A WHS statutory mining supervisor course builds the skills supervisors need for safe, legally compliant operations. This specialist course builds on safety, health, and compliance training to prepare Statutory Supervisors with the skills to earn government-backed certification.

What are Statutory Roles in Mining?

Statutory Supervisors are appointed to oversee operations and compliance in mining operations, especially in high-risk areas. Individuals in these roles have responsibilities like:

• Operational oversight and task management.
• Hazard identification and control.
• Safety compliance and reporting.

There are five key statutory roles in mining:

• Site Senior Executive (SSE): The mine’s most senior person, responsible for operations – and therefore health and safety compliance. SSE is a notifiable position.
• Exploration Manager: Responsible for control and management of exploration operations, and a stand-in SSE when no SSE is appointed. Exploration Manager is the second notifiable position.
• Underground Mine Manager (coal and non-coal): If the mine operates underground, an individual must be appointed to the Underground Manager statutory position.
• Quarry Manager: The above-ground equivalent of an Underground Manager, this statutory role oversees operations and safety in quarrying activities.

Alongside these five key roles, there is a long list of statutory positions that could apply depending on a mine’s specific operations. That list includes:

• Statutory Supervisor: Front‑line supervisor in high-risk work areas who carries legal responsibility for safety in WA, current transitional arrangements run through 30 March 2026.
• Specialist Roles: e.g. Electrical Supervisor, Noise Officer, Authorised Surveyor, each mandated under regulations like WA’s WHS (Mines) Regulations 2022.

All statutory roles require deep knowledge of safety regulations, site-specific control, and company codes of practice. Statutory appointees must apply this knowledge under pressure in high-risk settings. They are the frontline defence against harm, breaches, and disruptions.

Read more about statutory positions and notification requirements at WorkSafe WA.

What are the Key Responsibilities of a Statutory Supervisor?

Mines can (and often do) have more than one Statutory Supervisor. One must be appointed for each high-risk work area, including the processing plant, lab, quarry, and workshop. Their role includes:

• Conducting risk assessments: Supervisors identify hazards, assess risk, and apply proven controls tailored to their site.
• Implementing safety protocols: Involves converting WHS laws into clear procedures, monitoring compliance, and updating rules as risks evolve.
• Incident reporting and investigation: After any incident, supervisors report fast, gather evidence, analyse causes, and drive lasting fixes.
• Leading a safety-focused culture: Their visible leadership inspires open dialogue, reinforces safe habits, and rewards actions that protect the crew.

Why is the WHS Statutory Mining Supervisor Course a Must for Mining Companies?

Mining remains one of the most dangerous industries in Australia and globally, with fatalities reaching record levels in early 2025. This sharp increase, alongside national Work, Health, and Safety Report data showing that mining consistently has one of the highest fatality rates, underscores the importance of robust statutory training.

Around 80% of serious injury claims involve body stress, falls, slips, trips, moving objects, or mental stress. These risks can be life-threatening, so shortcuts are not an option. Statutory training equips appointees with the practical skills and legal knowledge to safeguard everyone on site.

Learn more: Empowering Workplace Safety: The Vital Role of HSR Training in Perth.

Statutory Supervisor Training in Perth

ATI-Mirage offers a 3-day WHS statutory mining supervisor course as part of our comprehensive WHS courses in Perth. The course, designed to comply with the Western Australian WHS (Mine) Regulations 2022, builds practical skills in WHS supervision, safety management, legal compliance, and incident response. It includes two nationally recognised units required under WA’s Schedule 26:

• BSBWHS411 – Implement and monitor WHS policies and procedures
• BSBWHS414 – Contribute to WHS risk management

What You’ll Get

Our course covers everything Statutory Supervisors need to know before sitting the Department of Department of Local Government, Industry Regulation and Safety (LGIRS) examination. This examination is managed by LGIRS, and will become a legal requirement for anyone in statutory roles in April 2026.

Book your place now 🡲

Work Health and Safety (WHS) Training in Perth

ATI-Mirage offers a range of practical WHS courses in Perth, delivered by expert trainers at our CBD training centre or on-site at your workplace. All courses focus on real-world applications, small-group learning, and current Western Australian WHS legislation.

We offer flexible delivery options and can tailor sessions to your organisation’s needs.

Courses We Offer

• Mental Health First Aid (MHFA).
• Health and Safety Representatives Training (including Refresher).
• Statutory Supervisor Pre-Exam Preparation.
• Statutory Site Executive – Lead WHS Risk Management.
• Leading WHS for Supervisors and Managers.
• Psychological Safety @ Work.

What You’ll Get

All ATI-Mirage WHS training meets WA regulations and includes all materials, workbooks, and guides. You’ll receive a Certificate of Completion for each course and can access follow-up support after training.

Book your place now 🡲.

The Real Costs of Inadequate Training

Inadequate training increases risk and weakens operational control. Supervisors without WHS expertise often misinterpret legal requirements or overlook key safety protocols, creating dangerous gaps in oversight and exposing crews to avoidable harm.

Poor training also damages morale. When leaders lack direction, workers lose trust, engagement drops, and turnover rises. Even if insurers cover financial losses, they can’t rebuild a culture shaken by poor preparation or restore confidence lost through repeated failures.

Building a Safer Future in Mining

Forward-thinking mining companies invest in regular WHS training to ensure their leaders are up to date with legislation and best practices. They make it part of their strategy, and set goals tied to training and certification. Training becomes a core operational capability, not just a legal box to tick.

Skilled supervisors lead innovation on the ground. They apply current WHS practices and utilise digital tools to track safety and run more effective prevention programs. These abilities support safer, more efficient, and more adaptable operations.

Most importantly, WHS upskilling reflects clear values. It demonstrates that the company prioritises people, plans for the future, and builds trust through its actions. That approach sets the standard for responsible leadership in the mining industry.

Invest in People to Build Safer Operations

Statutory Supervisors play a central role in safety and compliance across Australia’s mining industry. Pairing a WHS statutory mining supervisor course with broader safety, health, and compliance training gives supervisors the tools to lead safely and meet all legal obligations.

Call (08) 9218 9059 or email hello@ati-mirage.com.au to get started. Strong supervision saves lives, and it starts with ATI-Mirage.

As Australians, we like to see ourselves as easygoing. But inside offices, hospitals, and shops, many workers feel anything but secure. Psychological safety at work means employees feel free to speak up, share ideas, and take risks without fear.  

Through professional leadership and wellness development programs, organisations can cultivate safer, more productive teams.  

What is Psychological Safety at Work?

Psychological safety is about creating an environment where people feel safe to speak up without fear of embarrassment, rejection, or punishment. It doesn’t promise comfort but ensures respect. In psychologically safe teams, feedback is shared openly, leaders actively seek input, and mistakes are viewed as opportunities to learn and grow. 

In Australia, psychological safety is increasingly recognised as a core factor in mental health and performance. Safe Work Australia data shows that mental health claims, often linked to workplace stress, bullying, or lack of support, have almost doubled over the past decade, with the average claim costing around $65,000 and leading to 37 weeks off work. These figures highlight the real business and human cost of low psychological safety. 

Yet for many Australian workers, psychological safety remains out of reach. Mental health claims rose by nearly 20% in just one year. Over half of workers report working in toxic environments, and almost half of those who experience bullying say their employer did nothing. 

Without trust, support, and accountability, psychological safety can’t exist and the cost of its absence is too great to ignore. 

Learn more: Why Psychological Safety Is Key to Team Success at Work. 

How to Spot High vs. Low Psychological Safety

According to the 2023 Safe Work Australia psychosocial hazards guidance and national employee sentiment surveys, more than half of Australian workers report experiencing a toxic workplace, and nearly one in three experience burnout. In low-safety environments, these issues often go unspoken, until performance or retention suffers.  

When psychological safety is low, people avoid speaking up, sharing ideas, or raising concerns. In contrast, high-safety environments are marked by openness, trust, and shared accountability.  Here are some signs to help you recognise the difference: 

Signs of High Psychological Safety	Signs of Low Psychological Safety
Honest, open conversations are part of daily team culture	Meetings feel tense or quiet, and people avoid speaking up
Employees take responsibility and raise issues early	Staff hide mistakes or wait too long to share important problems
Feedback moves freely between all levels and roles	Feedback is avoided or delivered only from the top-down
Leaders ask questions, stay curious, and listen actively	Leaders dismiss input, interrupt, or dominate conversations
Teams talk openly about mistakes and focus on learning	Teams respond to errors with blame or silence instead of learning from them.

The Role of Leadership in Psychological Safety

Safe Work Australia highlights that leaders have a duty under WHS law to manage psychosocial risks including job demands, poor support, and workplace conflict. This aligns directly with the leadership behaviours that foster psychological safety: listening, supporting, and creating trust. 

Leaders play a central role in shaping team culture. Through their words and daily actions, they directly influence how safe people feel at work. 

Effective leaders lead with empathy, consistency, and accountability. They learn these habits through feedback, practice, and self-reflection. When leaders admit failure, welcome feedback, and show respect, others follow. This builds a culture of trust. 

How to Create Psychological Safety at Work Through Leadership Skills 

Here’s how to create psychological safety at work through small but powerful leadership habits: 

Listen Actively and Create Space to Speak Up

Give people your full attention. Paraphrase their input and show you value their ideas, even if you disagree. Use regular check-ins, feedback sessions, and anonymous surveys to keep communication flowing and reduce hesitation. 

Treat Mistakes as Learning Opportunities

Don’t punish failure. Instead, share what went wrong and what you learned. Praise team members who take smart risks and talk openly about challenges. They set the tone for others to do the same. 

Support Inclusion and Reward Curiosity

Make sure everyone gets a say. Rotate facilitators, invite input from every level, and stay alert to bias. Celebrate curiosity and fresh ideas, especially when someone challenges the norm or explores a new approach. 

Psychological safety also plays a key role in advancing diversity and inclusion efforts, a major strategic focus for many Australian organisations following the Respect@Work report and broader DEI reforms. When employees feel safe, they are more likely to contribute, challenge bias, and collaborate across differences. 

Learn more: Is There a Connection Between Emotional Intelligence and Success in Business? 

Leadership Training That Makes a Difference

 At ATI-Mirage, we equip managers with the tools to lead with purpose. Our Perth-based leadership training builds confidence, emotional intelligence, and clear communication using proven tools like DISC profiling.  

Whether you’re new to leadership or ready to level up, our in-person and virtual courses help you create a workplace where people thrive. 

What You’ll Learn 

Participants gain practical skills in: 

• People management and team performance 
• Leading change with confidence and clarity 
• Emotional intelligence, delegation, and decision-making 
• Conflict resolution and difficult conversations 
• Strategic planning and project execution 

Popular Courses Include: 

• Supervisor Toolkit: Ideal for new supervisors learning how to lead, delegate, and motivate. 

• Leadership Essentials: Best for experienced professionals looking to enhance strategic and interpersonal leadership skills. 

• Managing People and Performance: Helps leaders support teams through feedback, accountability, and positive performance cultures. 

• Emotional Intelligence for Teams and The Art of Emotionally Intelligent Leadership: Help leaders improve communication, build empathy, and lead with confidence. 

• Leading & Communicating Change: Focused on helping leaders guide teams through transitions with resilience. 

Our 100% quality guarantee backs all courses and comes with post-course help desk support to ensure long-term success. 

Curious to learn more? Explore all leadership training options. 

Supporting Employee Wellbeing Through Psychological Safety 

Psychological safety supports both performance and mental health. When people feel unsafe, stress builds, creativity drops, and burnout takes over. Investing in leadership means investing in wellbeing. When employees feel heard and respected, they stay engaged and motivated. 

ATI-Mirage links leadership training with wellness. Our Wellness courses focus on resilience, emotional intelligence, and psychological safety. They help individuals manage stress, communicate better, and contribute to a healthier, more connected workplace. 

What You’ll Learn 

Each half-day or full-day session delivers: 

• Personal resilience-building techniques 
• Strategies to prevent burnout 
• Mindfulness practices for focus and clarity 
• Psychological safety frameworks for teams 
• Assertiveness and confidence-building tools 

Standout Courses Include: 

• Psychological Safety @ Work: A focused session on what it is, why it matters, and how to build it across your team. 

• Avoid Burnout @ Work: Practical guidance for spotting burnout early and building energy-sustaining habits. 

• Mindfulness @ Work: Teaches presence, focus, and stress management through evidence-based mindfulness. 

• Resilience @ Work: Helps teams bounce back from challenges with grit and composure. 

• Develop Your Emotional Intelligence: Enhances interpersonal awareness and leadership capacity. 

You can take our wellness courses in Perth, online, or on-site at your workplace. 

Boost your team’s performance: Explore all wellness training options. 

Lead the Change You Want to See

Psychological safety at work isn’t a luxury, it’s a necessity for long-term success. It drives innovation, strengthens wellbeing, and improves collaboration. And at the heart of it is leadership. 

With workplace mental health legislation tightening across Australia and growing expectations for inclusive leadership, psychological safety is no longer optional. It’s essential. 

ATI-Mirage is here to help you with a leadership development program to build the foundation for a safer, more adaptive culture. Explore wellness and leadership training Perth trusts to build the skills that unlock safety, trust, and innovation at work.