Key to the successful management of psychosocial hazards and risks is leadership commitment, supportive and capable management and supervision, clear and accessible policies and procedures, and training and education.
Communication and consultation with workers and other stakeholders is also important at all stages.
Always take steps to maintain confidentiality and trust.
Management could look like:
To identify the psychosocial hazards and risk factors, a business may:
Review the organisational structures and supervisory responsibilities
Consult workers - potentially through health and safety representatives.
Inspect the design of work spaces and work tasks including the physical workplace, break-out areas and assistive equipment
Assess HR records - leave utilisation, complaints, exit interviews, workers compentsation claims and staff turnover
Review reporting processes and investigative doctrine - do workers trust them?
It is important to consider the interactions between multiple psychosocial hazards and risk factors, as they can have a combined effect on worker health. Businesses should demonstrate that they have considered and recorded psychosocial risks as part of their hazard identification and risk management process.
To identify the psychosocial hazards and risk factors, a business may:
Gather data through workplace monitoring and consultation with safety and health representatives and committees.
Provide training or seek assistance from subject matter experts if necessary.
Consider the likelihood and consequences of exposure to a psychosocial hazard, as well as the frequency and duration of exposure, potential interactions with other risks, and the effectiveness of existing controls.
Determine the necessary actions to control the risks, considering the urgency of the situation.
Regularly review and update the hazard and risk assessments, including when changes are made at the workplace.
It is important to implement a range of interventions to effectively control psychosocial risks. By taking a proactive approach and addressing risks at all levels, businesses can create a safer and healthier work environment for their employees.
Interventions can be divided into three categories: primary, secondary, and tertiary.
Primary interventions aim to prevent psychosocial risks from occurring in the first place.
This can include designing work tasks and processes in a way that promotes positive mental health and wellbeing, as well as promoting a positive workplace culture, and -
Providing support for workers, including access to resources and training, and promoting effective communication and collaboration.
Secondary interventions aim to identify and address psychosocial risks early on, before they become more serious.
This can involve regular monitoring of the work environment and worker wellbeing, as well as implementing processes for early detection and response to potential risks.
A business may also providing resources for workers to manage stress or other mental health issues, as well as offering support and guidance for workers experiencing difficulties.
Tertiary interventions are focused on addressing the consequences of psychosocial risks that have already occurred.
This can involve providing support and resources for workers who have experienced harm due to psychosocial risks, such as through counseling or rehabilitation services.
It can also involve implementing measures to prevent further harm from occurring, such as through changes to work processes or policies.
A continuous test and adjust approach will assist businesses to maintain awareness of the controls. Management should:
Regularly discuss the issue at management, staff, and safety and health committee meetings.
Monitor incidents of grievances, staff turnover, and use of employee assistance programs.
Review incident reports and findings to identify trends and determine if additional measures such as training or information are needed.
Use the results of monitoring to trigger corrective measures and early intervention if necessary.
It is important for leaders to show a visible and ongoing commitment to controlling psychosocial harm in the workplace.
A culture that permits or rewards inappropriate or unreasonable behavior can create a hostile work environment and lead to a cycle of harmful behaviour.
How can you support appropriate workplace culture?
Inappropriate or unreasonable behavior in the workplace, such as violence, aggression, bullying, harassment, discrimination, and conflict, can create risks to health. This behavior can occur in person or through the use of technology, and businesses should aim to developing and maintain a positive workplace culture through steps like:
Showing visible leadership commitment to appropriate behaviors.
Implementing supportive work practices.
Modelling appropriate behaviors for leaders and management.
Fairly and consistently implementing policies and procedures, including standards of behavior and processes for reporting and responding to reports of inappropriate behavior.
Providing regular training and information to all workers and management.