Last month our focus was on Mental Health in the workplace, we can never switch off and continous improvement should be a t the heart of your organisations plan. This article focuses on tackling psychosocial risks in the workplace, as they remain a significant contributor to poor mental health. As we know, work-related stress, burnout, and anxiety can greatly impact an individual’s quality of life.
Organisations have a responsibility to address these risks and implement effective strategies to prevent harm. We would also say individuals have a shared responsibility to address their own mental health.
But where do we look, what do I do and when do we have time?
The Hierarchy of Controls for Psychosocial Risks
The Hierarchy of Controls is widely used in occupational health and safety, and it can be just as effective in managing psychosocial risks in the workplace. This structured approach consists of five key levels that organisations can use to minimise or eliminate risks:
- Elimination:
The most effective control is eliminating the source of psychosocial risks. This could mean redesigning jobs to reduce excessive workload or improving workplace culture to remove toxic behaviors like bullying and harassment.
We have seen many sites remove the repetitive, low control tasks with Robots such as Carlton Breweries army of forklifts at their plant in Yatala. This is not available to many organisations, if you can’t eliminate it, move to step 2.
2. Substitution:
If elimination isn’t possible, consider substituting the source of the risk with something less harmful. For example, replacing rigid, high-pressure work environments with more flexible work arrangements can significantly reduce stress and anxiety levels.
EG: Many of the drivers of psychosocial risk are repetitive, low control tasks. We believe it is imperative organisations look at job rotation as a substitution to address the known risk factors associated with these tasks.
3. Engineering Controls:
In psychosocial risk management, this could involve changing the structure of work tasks or workflows to prevent mental health hazards.
EG: Implementing team-based problem-solving processes or providing more autonomy in decision-making are examples of this. When workers feel a part of the solution, everyone wins, this is also known as Participative Ergonomics and has been around in our field for a while.
4. Administrative Controls:
Establish clear policies and procedures to address workplace mental health. Training managers to recognise signs of mental strain and promoting an open dialogue around mental health are essential steps to foster a supportive environment.
EG: We discuss below to be consistent and an always ON approach to addressing mental wellness. Continually engaging people with intrigue, opportunity, rewarding success and having support when they need it is vital.
5. Personal Protective Equipment (PPE):
While PPE is more common in physical health, its equivalent in mental health might include mindfulness practices, stress-management tools, meditation or resilience training. However, these are often seen as less effective at addressing the root cause in the workplace. However, quite often it’s the home life that is being brought to work so having these at your fingertips allows your staff to feel more supported and open about their life challenges.
EG: Click here to listen to our PODcast with Ash Callus who talks about his Olympic journey and the support he needed to manage his mental health after winning Gold at the Sydney Olympics.
The Need for Consistent Messaging in Prevention
To truly make an impact, organisations must prioritise the prevention of psychosocial risks with consistent messaging and proactive measures. Mental health initiatives should not be limited to one-off events or annual campaigns. Instead, mental well-being should be embedded in the workplace culture through regular communication, workshops, and accessible resources. Encouraging employees to seek help when needed and ensuring leadership is aligned with mental health goals can reduce stigma and foster a healthier work environment.
This World Mental Health Day, let’s commit to addressing psychosocial risks in the workplace and creating environments where mental well-being is a top priority. By using the Hierarchy of Controls and prioritising prevention, we can build healthier, more productive workplaces for everyone.
