In March 2022 the WA government released a Code of Practice for Psychosocial Hazards in the Workplace (WorkSafe WA, 2022), and the relevant regulations around managing psychosocial hazards were updated on 24 December 2022. These changes clearly require organisations to take a systematic approach to identify and either eliminate or manage psychosocial hazards.
In our work with clients in recent years, we have observed that leaders report:
- They don’t feel confident in the skills to handle workplace mental health concerns
- They don’t understand what psychosocial safety (and psychosocial hazard management) looks like in practice
- They feel there are no clear frameworks for their organisation for leaders to follow, so they are responding ad hoc based on their own knowledge and skills and therefore inconsistent approaches are implemented across organisations
- They fear ‘doing it wrong’
- Change is poorly managed in organisations
The business case for improving psychological wellbeing to enhance productivity is clear and the Work Health and Safety obligations around psychosocial safety have been widely discussed; however, a healthy organisational ecosystem should not be built solely around the need to minimise risks and costs.
PSYCHOSOCIAL SAFETY
In this area, there are two terms that are often used interchangeably, but mean different things. These are psychological safety and psychosocial safety. Psychological safety refers to individuals feeling socially safe to be their full self at work, free to challenge ideas and speak up without fear of repercussions. Psychological safety enhances positive cultures and helps teams thrive yet is not itself a regulatory requirement. Psychosocial safety refers to the safety of the individual within work systems and relationships. Preventing psychosocial risks and managing psychosocial safety is a regulatory requirement. Exposure to workplace hazards can lead to psychological injuries, which can be among the most expensive and time-consuming of workplace injuries. They can arise from a range of risk factors. These factors do not always lead to psychological injuries but, as with physical injury risks, they need to be assessed, with mitigation put in place. When considering psychosocial safety, it is important to focus on the way we design and manage work, rather than simply on individuals and their level of resilience or mental wellbeing. It's important to identify and assess sources of potential harm. Resources to help organisations identify and manage risks are readily available.
PSYCHOSOCIAL HAZARDS
A psychosocial hazard refers to any factor in the design or management of work that increases the risk of work-related stress and risk. There are many different tools organisations can use to identify and assess psychosocial hazards. The key is to identify which hazards are relevant to your organisation, as well as the likelihood, severity and duration of associated risks. The goal is then to either eliminate or manage those risks. A senior partner in a professional services firm recently acknowledged to me: ‘Oh yes, we know excessive work demands is an issue. Our people are perpetually burnt-out. But it’s always been that way and there’s nothing we can do about it.’ Would we say the same if an electrical outlet was sparking on the wall - ‘that’s just the way it is’. Or would the risk be addressed? We are confident and matter-of-fact in calling out physical risks, and need to be able to take the same approach with psychosocial risks. Engaging your employees in an active discussion about risks as they emerge and escalate is powerful because it means that your risks can be managed before an incident occurs, a report lodged, or a review conducted. Not all risks can be eliminated, however must be assessed and managed.
ARE YOU READY?
Is your organisation ready for psychosocial safety compliance? Addressing psychosocial safety doesn’t need to be overwhelming. With the right tools, your leaders can feel confident identifying hazards risks, supporting their teams and embedding safe ways of working every day.
This is an edited extract from the book: The Ecosystem of Work, A 12-month guide for leaders to develop an ecosystem that manages psychosocial safety and helps your people and organisation to flourish.
Available in hard copy, eBook and AudioBook
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