In the final instalment of our series of articles with Be Challenged, head of people and culture, and educational consultant, Lisa Kelliher highlights EA-need-to-knows in the ever-evolving landscape of workplace safety.
“The introduction of new legislation across Australia shines a much-needed spotlight on psychosocial hazards, underlining their significance in the workforce as a legitimate work, health and safety concern. This is a significant step towards improving workplace conditions and fostering a culture of empathy and support.
But let’s rewind. What exactly are psychosocial hazards? Encompassing a wide range of factors that can affect an individual’s mental and emotional wellbeing in the workplace, they include but are not limited to:
- Workplace bullying
- Harassment
- Excessive workloads
- Job insecurity
- Inadequate support systems.
While they may not always manifest as tangible physical threats, their impact on an employee’s mental health can be profound, leading to stress, anxiety, depression and even burnout.
The new legislation, however, acknowledges the gravity of psychosocial hazards in the modern workplace. This places a legal obligation on employers to address these hazards and encourages a proactive approach, requiring ‘positive action’ towards the fostering of a safe and healthy work environment for all employees.
Creating awareness among employers and employees is crucial for meaningful change.
Employers must be aware of:
- Their responsibilities
- The potential consequences of neglecting psychosocial hazards
- The benefits of a mentally healthy workforce.
Employees need to:
- Feel accepted and valued in their workplaces
- Be informed about how to identify psychosocial hazards
- Have clarity about where to seek help if needed.
Training and workshops are pivotal here, equipping employers with knowledge and tools to identify and mitigate psychosocial hazards. Employers should understand the importance of proactive risk assessment, regular mental health check-ins and ways to promote a supportive workplace culture. Investing in such training enables employers to review the existing cultural landscapes of their organisations, identify risk and respond effectively when concerns arise.
Workshops provide employees with valuable insights into recognising and responding to psychosocial hazards. They empower them to speak up; having courage to seek assistance from employers. Additionally, they can learn coping strategies and self-care techniques to protect their mental health in the face of workplace challenges.
Collaboration between both groups can foster open dialogue and empathy. EAs should encourage their bosses to review their cultures and organisations to enable the sharing of experiences, the offer of support and the promotion of a more inclusive and understanding workplace culture.
Significantly, a focus on the de-stigmatisation of mental health concerns can also make it easier for those in need to seek help. Organisations that introduce employee assistance programs demonstrate a commitment to positive action in this area and provide another avenue for employees to seek assistance.
By taking these steps, we can not only comply with the law but also create healthier, more compassionate workplaces where employees can thrive.”
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