According to Safe Work Australia, there were 5,000 workplace claims engendered by mental health conditions in 2023. Sitting fourth in the order of Safe Work claims, mental health conditions are quickly becoming prominent in contemporary work settings. As a result, businesses may experience repercussions if safeguards are not in place.
Looking after your workers and your own mental wellbeing is more important than ever – especially when addressing psychosocial safety. So, for this Corporate Health Day and World Day of Safety and Health at Work, let’s explore why a healthy workforce is good for the bottom line!
Understanding the Psychological Impact on Aussie Workers
Workers are inundated more than ever with negative messaging, outside influences, and stress. The cost-of-living crisis, ongoing global political tensions, and domestic uncertainty can create a cauldron of mixed emotions. Research has suggested that workers find their mental wellbeing, job security, AI, work-life balance, and workplace safety to be some of the highest areas of concern.
Times of uncertainty can strain our mental wellbeing, affecting our sleep, motivation, and overall productivity. A recent Converge Poll identified that 33% of respondents expressed that their productivity was at an all-time low. Meanwhile, 17% said they felt only ‘slightly’ productive at work. Addressing productivity and understanding why workers feel less motivated is key. Is it due to work demands? Is it due to job dissatisfaction? Is it due to mental illness, or is it due to personal issues outside of work?
The Reluctance to Disclose Mental Health Barriers
It’s no secret that workers may feel reluctant to disclose a condition based on stigmatisation, and this can contribute to increased absenteeism due to mental health conditions. Statistically, the time lost due to mental health conditions between 2020/21 was four times greater than physical injuries. While there are more workplace initiatives in place in contemporary work environments, we are not out of the woods.
According to Diversity Council Australia, more than 50% of Aussie workers conceal or hide their condition due to fears of facing discrimination or stigmatisation. Coupled with workplace psychosocial risks, this can present a realm of issues that can impact the wellbeing of your employees. But never fear—there are steps you can take to minimise and manage psychosocial hazards…
What are the Psychosocial Risks that impact employee safety?
Before we get into how we can reduce psychosocial risks in the workplace, let’s first identify what a psychosocial hazard is. Psychosocial risks are factors, conditions and experiences at work that may contribute to an employee’s poor physical and mental health outcomes. They can arise from a number of significant risks, including, but not limited to:
- Excessive workloads
- Conflicting demands and poor context of work
- Lack of influence over the way the job is done
- Poorly managed organisational change or job insecurity
- Ineffective communication or lack of support from management and colleagues
- Psychological and/or sexual harassment
- Third-party violence
Over time, employees who are in an environment where these factors play a major role in their everyday working lives can begin to experience adverse mental health outcomes such as work-related stress, burnout or depression.
How to Minimise Psychosocial Hazards in Your Workplace
When psychosocial risks are left unchecked, it can lead to significant consequences. For example, research demonstrates that you may incur an increase in absenteeism, high turnover, burnout, elevated stress levels, anxiety and depression. As a result, the Productivity Commission estimates that the Australian economy loses upwards of $60 billion year-on-year. So, here’s how you can limit the impact of psychosocial risks on your workplace:
- Undertake a psychosocial risk assessment to identify areas of risk within your organisation (top tip: we’re experts in this area, so click here to see what we can offer you).
- Monitor excessive workloads and clearly define expectations
- Implement control measures to reduce the likelihood and severity of psychosocial risks and mitigate the impact of hazards – an area Converge are experts in
- Create an open and communicative culture where employees feel unjudged and able to speak freely
- Promote the right to disconnect – which is now a legislative expectation – to prevent work-life from pervading your employee’s personal life.
- Offer support to employees and an avenue to speak with a mental health professional where they can develop key strategies to manage their work-life and mental wellbeing – such as an EAP (like Converge)
Supporting employees with free, confidential and expert guidance and psychosocial safety advice
At Converge, we’re always on hand to provide key advice and guidance. We’re here Anytime, Anywhere, with a range of simple ways to get in touch. If we’re your workplace wellbeing provider, head to our website or the Converge App to book an appointment with one of our expert consultants. Or, pick up the phone and give us a call on 1300 687 327. If you’d like to learn more about our psychosocial risk support modalities, click here and use our form to get in touch!
