Work Simulation is NOT the same as Work Hardening

Work simulation, a unique approach pioneered by WorkGain in 2018, stands out as a very different method compared to work hardening. It’s important to note that, as of now, no other provider in Australia offers work simulation in the format we do. Our methods have been reviewed through research and have been published in two peer-reviewed journals, thanks to our collaboration with the University of Adelaide.

• Work simulation is often confused with work hardening, but they are fundamentally different. Work simulation incorporates real-time input from physiotherapy, organisational psychology, and rehabilitation counselling. It exposes people to high-stress, high-pressure, physically demanding, awkward, high-risk, and cognitively loaded tasks in a safe and graded manner. This approach not only prepares individuals for the “good” parts of work but also for the “bad and ugly” aspects, thereby truly testing their readiness and building their confidence.
• On the other hand, work hardening is typically conducted at a host employer’s site, where individuals often perform tasks within their limits and are generally safe and light. The reporting of performance in work hardening is often subjective (left to the host employer) and doesn’t truly test an individual’s full capacity. For instance, during work hardening, no one would intentionally create high-risk scenarios such as a heavy and awkward tasks, high pressure tasks, patients falling, slipper floors, cardiac arrest, abusive or loud environments etc. However, we can do this, in collaboration with everyone, to ensure that people are prepared for unpredictable and high-risk work that they may encounter in their work or open labour market. 
• Work simulation is task-specific, targeted, and short in duration. It also includes education on new risks post-injury, performing risk assessments, and adjusting manual handling techniques during difficult tasks.
• Furthermore, work simulation provides a more comfortable environment for individuals with psychosocial issues who may feel inhibited in front of peers and employers. In a work hardening environment, these individuals may not perform well due to fear of judgement. However, in a work simulation setting, these inhibitions are reduced, allowing us to gather more objective biopsychosocial data and minimise biopsychosocial risks. As allied health professionals, we can recognise when someone is overwhelmed, adjust the tasks accordingly, and provide counselling. This level of real-time support is often not found during work hardening, which often leaves monitoring to employers or peers.
• In conclusion, work simulation, with its comprehensive and supportive approach, offers a very effective method for preparing individuals for the realities of work.