Robert Stone of Wunderman Thompson to speak at HRD Wellbeing Summit Australia
Psychological hazards in the workplace are part and parcel of employer responsibilities these days that are legislated across the country.
Employers are legally required to provide a safe workplace in all respects of employee engagement and to monitor it regularly, so nothing is slipping through.
“One of the most important topics that human resource leaders are going to be faced with over the next 12 months is understanding and how to manager psychosocial hazards in the workplace,” Robert Stone, chief people officer, Wunderman Thompson, said.
“Significant changes to Occupational Health and Safety legislation have been made to improve education and awareness concerning psychological health, to build safe and healthy workplaces and to prevent mental injury.
Stone will be speaking at the upcoming HRD Wellbeing Summit Australia. His panel session will discuss “Managing psychosocial hazards in the workplace.”
Safe Work Australia describes psychological hazards as anything that could cause psychological harm, which means the harm of someone’s mental health.
The list is long and includes, but not limited to, job demands, poor support, lack of role clarity, inadequate reward and recognition, harassment, including sexual harassment and conflict or poor workplace relationships and interactions.
Almost every state and territory now has laws around psychological hazards meaning that there is no excuse for employers not to properly assess the risks.
There are several options open to employers to assess the risks through methods such as anonymous surveys, effective consultative practices, effective communication processes, reviewing injury reports and review of absentee data.
“It is important that employers pull together practical strategies to deal with psychosocial hazards,” Stone said.
“It is not good enough to just have policies in place, there must put in preventative measures, not just reactive ones. And we are not talking about physical injuries at work, we are looking at the mental side.
In July 2022, Safe Work Australia also published a Model Code of Practice: Managing Psychosocial Hazards at Work. The Model Code provides additional guidance on managing psychosocial hazards at work.
Since May 2021, NSW has had its own independent Code of Practice: Managing Psychosocial Hazards at Work (the NSW Code), which gives guidance on eliminating and minimising psychosocial hazards in the workplace. The NSW Code largely reflects guidance from Safe Work Australia from before the publication of the Model Code. The Regulation has more legal force than the Code.
Since 1 October 2022, the NSW Regulation detailing employer duties to respond to, manage and prevent psychosocial risks, came into effect.
The NSW Regulation makes it explicit that a person conducting a business or undertaking (PCBU) must manage psychosocial risks in the same way that other risks to health and safety (i.e., physical risks) are dealt with under the NSW Regulation.
“Employers need to provide education around psychological hazards and encourage employees to talk about issues facing them at work,” Stone said. “By discussing real life issues, it will make it easier for both employers and employees to understand what is going on and what needs to be addressed.”
“We are currently developing frameworks and policies, which will be constantly monitored and reviewed.”
Stone session at the HRD Wellbeing Summit Australia will discuss the steps employers are taking to minimise psychosocial risks on an individual and organisational-level:
