Why it pays to Identify Psychosocial Hazards in your Workplace?
In the modern Australian landscape of organisational management, addressing workplace safety now extends to include psychosocial hazards. These hazards, often subtle yet profoundly impactful, can include work demand, stress, bullying, or poor workplace relations. We have too often witnessed the detrimental effects that psychosocial hazards have had on both employees and organisations.
Identifying psychosocial hazards in your workplace, which is the first step in the risk management process, is paramount for several reasons.
You have legal obligations to consider and uphold – under the model WHS laws (Australian States and Territories), a person conducting a business or undertaking (PCBU’s) must manage the risk of psychosocial hazards in the workplace. Failing to comply with these regulations can lead to legal repercussions and damage to the organisation’s reputation and brand image.
It is a matter of ethical and social responsibility – every individual has the right to work in an environment that effectively protects their safety and mental wellbeing. Ignoring psychosocial hazards not only jeopardises these rights but also undermines the trust and morale within an organisation.
The financial implications cannot be overlooked – absenteeism, presenteeism, decreased productivity, and employee turnover are a serious threat to organisations that don’t appropriately manage psychosocial hazards. As a result, this always negatively impacts a business’ bottom line.
How do you reliably identify Psychosocial Risks?
Take A systematic approach:
Surveys and Questionnaires: this will provide valuable insights into employee perceptions of psychosocial risks and how they may directly effect them and others (stressors, workload, relationships with colleagues, job satisfaction, and cultural alignment).
Focus Groups and Interviews: Engaging in open discussions through focus groups or one-on-one interviews allows employees to share their practical experiences and concerns regarding psychosocial hazards. This qualitative approach can uncover nuanced issues that may not be captured by surveys alone and foster a deeper understanding of the workplace dynamics.
Workplace Observations: Direct observations of the work environment by your leadership team can help identify potential psychosocial risks, such as high-pressure deadlines, poor communication channels, or instances of bullying or harassment. Observations should be conducted discreetly and respectfully to minimize disruption and ensure accurate assessments.
Analysis of Absenteeism and Turnover: Monitoring patterns of absenteeism and turnover can highlight areas of concern regarding psychosocial risks. High rates of absenteeism or turnover may indicate underlying issues such as workplace stress, dissatisfaction, or interpersonal conflict that need to be addressed and managed.
Review of Incident Reports and Health Data: Analysing incident reports, workers’ compensation claims, and health data can reveal trends or patterns related to psychosocial hazards, such as stress-related illnesses or injuries. This information can guide interventions and preventive measures to mitigate risks.
Consultation with Occupational Health and Safety Professionals: Seeking input and support from occupational health and safety professionals will provide to expertise and guidance you need to identify and assess psychosocial risks in your workplace. For example, we conduct risk assessments, offer recommendations for interventions, and assist in developing policies and procedures to promote a psychologically healthy workplace.
By employing a combination of these methods, your organization will gain a comprehensive understanding of who is exposed to what psychosocial risks in your workplace. Then you can reliably develop targeted interventions to mitigate these risks.
Note: The same risk management processes used for physical health and safety may be applied to mental health and wellbeing.
Looking to better manage Psychosocial Hazards in your Organisation?
Regardless of where you and your organisation are at in the psychosocial safety management journey, we are highly qualified to help you to set up appropriate mechanisms that will make identifying, assessing, controlling, and reviewing psychosocial hazards.
Contact us to discuss how we can start to help you meet your legal obligations to protect your employees, so you can enjoy the long list of benefits that come with having a safer, healthier and better functioning workforce.
