Understanding and mitigating psychosocial hazards
Work-related stress is recognised globally as a workplace health and safety hazard. In some countries, Work Health and Safety regulations and legislative changes in relation to the elimination of sexual harassment, have been introduced that provide for a stronger obligation on employers to manage psychosocial hazards that result in psychological harm or injury.
It is incumbent on all employers globally to adopt a high standard of care through ensuring the systems, processes and the capability of their leaders and employees recognise, prevent and put in place controls to mitigate these hazards.
As part of our HR series on enhancing workplace wellbeing, this article explores what psychosocial hazards are and their impact on employees and organisations.
What are psychosocial hazards?
Psychosocial hazards are aspects of work design, organisation, and management, as well as the social context of work, that have the potential to cause psychological or social harm. Unlike physical hazards, which are often tangible and easily identified, psychosocial hazards are more nuanced and can affect employees' mental health, wellbeing, and job satisfaction.
Why are they important?
Addressing psychosocial hazards is crucial because they directly impact employees' mental and emotional health. When not managed effectively, these hazards can lead to a range of negative outcomes, including stress, burnout, decreased productivity, and even physical health issues. Furthermore, organisations that ignore these hazards risk higher turnover rates, increased absenteeism, and are in breach of their legal obligations.
Types of psychosocial hazards
Understanding the various types of psychosocial hazards is the first step in managing them effectively. Here are some of key categories relating to psychosocial hazards:
Workload and job demands
Excessive job demands and unrealistic expectations can overwhelm employees, leading to burnout and decreased job performance. Ensuring employees have the skills and capabilities to perform their role and for leaders to have 1:1 meetings with their employees to help them prioritise and balance their workload is essential for maintaining a healthy work environment.
Lack of control and autonomy
Employees who feel they have little control over their work or lack decision-making power often experience higher levels of stress and job dissatisfaction. Providing guardrails for employees scope of decision making and providing them with autonomy in the way in which they organise their work is crucial for employee motivation and engagement. Being really clear on accountabilities is key for autonomy to work for both leaders and employees.
Occupational violence
Violence in the workplace can range from verbal abuse to physical assaults from customers or clients. This hazard not only impacts the direct victims but also creates a climate of fear and insecurity among other employees. Trauma as a result of occupational violence is a key hazard. Ensuring that there are systems and processes in place to manage these issues is important, including appropriate training for staff in how to de-escalate aggression from a customer, ensuring appropriate mental health supports through EAPs and other internal supports are vital.
Bullying, harassment, sexual harassment
Bullying and harassment involve unwanted actions that create a hostile work environment. These behaviors can be verbal, physical, or psychological, and they severely affect the victim's mental health and wellbeing. Workplace legislation is clear these behaviours are unlawful, ensuring you have the appropriate policies and training in place enabling all leaders and employees to be aware of their obligations is vital. Training needs to cover prevention and early intervention strategies such as active bystander interventions is key.
Work-related stress
Stress is a significant psychosocial hazard that arises when the demands of the job exceed an individual's ability to cope. This can be due to excessive workload, tight deadlines, or inadequate resources. Chronic stress can lead to severe health problems, including anxiety, depression, and cardiovascular diseases.
Job insecurity
Uncertainty about job stability can cause significant stress and anxiety. This is particularly prevalent in industries facing economic downturns or organisational restructuring.
Poor work-life balance
Struggling to balance work and personal life can lead to chronic stress and burnout. Employers need to recognise the importance of supporting employees in managing their work-life boundaries.
Organisational change
Changes such as mergers, redundancies, or restructuring can create uncertainty and anxiety among employees. Clear communication and support during these transitions are vital to maintaining morale and productivity. Ensuring leaders have Change Leadership capability is particularly important to mitigate the mental health impacts of change on those affected.
Inadequate support systems
A lack of managerial and peer support can exacerbate feelings of isolation and stress. Building strong support networks within the workplace is essential for employee well-being.
Addressing psychosocial hazards is not only a legal obligation but a moral one
By recognising the various types of hazards and implementing effective strategies, organisations can create a safer and more supportive environment for their teams. This not only improves individual wellbeing but also enhances overall organisational performance, reducing turnover and absenteeism while boosting productivity and engagement.
At Enmasse, we specialise in helping organisations identify and mitigate psychosocial hazards through training, consultation work and coaching. Launching in July, our Behaviour Change Hub will also offer comprehensive online training and resources designed to foster a safe and supportive workplace. Contact us today to learn more about how we can assist your organisation in promoting mental health and wellbeing.
Take the first step towards a healthier, more productive workplace enquiries@enmasse2.com
