Managing psychosocial risks in the workplace

How do psychosocial hazards cause harm?

Psychosocial hazards can cause harm to individuals through various mechanisms, including physiological, psychological, and behavioral responses. Here are some examples of how psychosocial hazards can cause harm.

1. Stress: Exposure to psychosocial hazards can lead to stress, which triggers a range of physiological responses such as increased heart rate, blood pressure, and cortisol levels. Prolonged stress can contribute to the development of chronic health conditions such as cardiovascular disease, musculoskeletal disorders, and mental health issues.
2. Anxiety and Depression: Exposure to psychosocial hazards can also contribute to the development of anxiety and depression. For example, workplace bullying and harassment can lead to feelings of low self-esteem, social isolation, and hopelessness, which can contribute to the development of anxiety and depression.
3. Behavioral issues: Psychosocial hazards can also lead to behavioral issues such as aggression, substance abuse, and absenteeism. For example, workplace stress can contribute to substance abuse as a coping mechanism, while exposure to traumatic events such as workplace violence can lead to aggression.
4. Reduced productivity: Exposure to psychosocial hazards can also lead to reduced productivity and poor work performance. For example, workplace stress can lead to poor concentration, memory, and decision-making, while poor job design and work organisation can contribute to poor work performance.

Overall, psychosocial hazards can cause harm to individuals through a range of physiological, psychological, and behavioral responses. Employers have a responsibility to identify and manage psychosocial hazards in the workplace to promote employee well-being and prevent harm.

Psychosocial hazards may interact and combine

One important thing to note is that psychosocial hazards may interact or combine to create new, changed, or higher risks. It is important to consider all the psychosocial hazards workers may be exposed to when managing psychosocial risks.

Some hazards may not create psychosocial risks on their own but may do so if combined with other hazards. For example, when workloads are high the risk may increase if workers cannot take breaks or there is no one around to help. Some hazards may only create risks on their own when severe.

How can psychosocial risks be eliminated from the workplace?

Employers have a responsibility to identify and manage psychosocial risks in the workplace to promote employee well-being and prevent mental health issues. This can be achieved through various measures such as employee support programs, workplace policies and procedures, training and development, and creating a positive work environment.

Eliminating psychosocial risks from the workplace is a complex process that requires a comprehensive approach involving various stakeholders. Here are some strategies that can help to eliminate psychosocial risks in the workplace.

1. Conduct a risk assessment: Employers can identify and assess psychosocial risks in the workplace through surveys, focus groups, interviews, and observation. This can help to identify areas of concern and prioritise interventions.
2. Develop policies and procedures: Employers can develop policies and procedures that promote a healthy and safe work environment. These policies can address issues such as workplace bullying, harassment, discrimination, and stress management.
3. Train and educate employees: Employers can provide training and education to employees to raise awareness of psychosocial risks and equip them with skills to manage stress, conflict, and other challenges.
4. Create a supportive work environment: Employers can create a supportive work environment by promoting work-life balance, offering employee support programs, and encouraging open communication and feedback.
5. Address job design and work organisation: Employers can modify job design and work organisation to minimise psychosocial risks. This can involve reducing workload, providing more autonomy and control, and improving communication and feedback.
6. Monitor and evaluate: Employers should regularly monitor and evaluate the effectiveness of interventions to eliminate psychosocial risks. This can involve tracking indicators such as absenteeism, turnover, and employee satisfaction.

Some other ways that employers can minimise psychosocial risks and stress for employees include things like tasks and time management training and creating personalised ways of working per employee or per category of employees.

By adopting a comprehensive approach to addressing psychosocial risks, employers can promote employee well-being, prevent mental health issues, and create a positive and productive work environment.

What does Safe Work Australia recommend

To manage psychosocial risks at work, Safe Work Australia recommends applying a four-step risk management process:

1. Identify the hazards
   Psychosocial hazards and risks can be identified by:
   talking and listening to your workers
   inspecting your workplace
   taking note of how your workers interact
   reviewing reports and records, and
   using a survey tool to gather information from staff.
2. Assess the associated risks
   Consider what could happen if workers are exposed to the identified hazards and risks. Many hazards and their associated risks are well‑known but some may need to be identified through a formal assessment process.
3. Implement control measures to eliminate or minimise risks
   Where possible, eliminate the risk. This is always the safest option, but if it isn’t possible, minimise the risk as much as possible through planning and prevention.
4. Regularly review control measures to ensure they remain effective
   Maintain, monitor, and review control measures when necessary. It is important to regularly review control measures to ensure they remain effective.