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Psychosocial hazards at work are aspects of work and work situations that can lead to psychological or physical harm.
These stem from: • The way the tasks or job are designed, organised, managed and supervised. • Tasks or jobs where there are inherent psychosocial hazards and risks. • The equipment, working environment or requirements to undertake duties in physically hazardous environments.
A psychosocial hazard is a hazard that — (a) arises from, or relates to —
(i) the design or management of work; or
(ii) a work environment; or
(iii) plant at a workplace; or
(iv) workplace interactions or behaviours;
and
(b) may cause psychological harm (whether or not it may also cause physical harm).
Workplace psychosocial hazards are related to the psychological and social conditions of the workplace rather than just the physical conditions.
These include:
high and low job demands
low job control
inadequate support
poor organisational change management
poor organisational justice
low recognition and reward
lack of role clarity or role conflict
insecure work
poor workplace relationships
remote and isolated work
violence and aggression
bullying
harassment, including sexual harassment
adverse environmental conditions.
Psychosocial hazards are defined in the WHS Regulations and Curtin has a primary duty to provide and maintain a work environment without risks to health and safety under the WHS Act. Health includes both physical and psychological health.
Wellness refers to programs and facilities to help a person maintain and improve physical and mental wellbeing.
Wellbeing is defined as general health and happiness, a state of emotional/physical/psychological well-being.’
Wellness and Wellbeing are often used interchangeably and are sometimes confused with ‘People Wellness.’ People Wellness are Curtin workers who oversee the Employee Assistance Program (EAP), provide support to workers experiencing stress and coordinate corporate wellbeing initiatives.
Reporting psychosocial incidents
In the first instance, discuss any immediate concerns with your line manager, or if not possible contact the Health and Safety team.
All psychosocial incidents are to be reported in the CHARM system using the psychosocial form. Psychosocial reports will remain confidential.
An incident may occasionally be considered ‘Confidential’ if it relates to psychological injury, stress, bullying or harassment in the workplace or where there are steps which need to be taken prior to line manager notification.
Confidential in this context means the information will be treated sensitively and within the University privacy obligations and in accordance with best practice for management of confidential information.
Incidents of this nature will be assigned to the Director of Health and Safety (or their delegate) for assessment.
Only select Health and Safety staff and invited subject matter experts will see the report. These subject matter experts may include;
• People and Culture (PAC)
• Integrity & Standards Unit (ISU)
• Student Discipline and Academic Misconduct
CHARM, the reporting system will send an email on receipt of a confidential report. You should be contacted by the responsible person to commence an investigation and follow up on your report.
You may be contacted by a PAC advisor or a Health and Safety Advisor. These roles have different responsibilities for managing a case and can vary from supporting injuries (physical and/or psychological), investigating any breaches of Curtin’s conduct requirements, assessing workloads and work demands. Throughout the process you will be reminded to reach out for free and confidential support available to all workers (staff) and students.
You will be supported through this process and should contact your senior PAC advisor and Health and Safety for guidance through this process. PAC may determine that an external and independent investigation is required and work with you to identify and implement solutions to address any psychosocial hazards.
The key to the successful management of hazards and risks is leadership commitment and supportive, capable management and supervision, as well as clear and accessible policies and procedures, and training and education. Communication and consultation with workers and other stakeholders are important at all stages.
The Codes of Practice offer practicable solutions for addressing psychosocial hazards, below is an extract from the Psychosocial hazards in the Workplace (CoP).
It is a requirement under the WHS legislation to use a risk management approach to manage hazards and risks to worker health and safety, including psychological health and safety. A risk management approach enables the University to identify and address causal factors and systemic issues that may exist in the work environment.
The risk management approach:
Identify the psychosocial hazards and risk factors;
Assess the risks;
Control the risks by making the changes necessary to eliminate the hazards or risk factors or, if not practicable, minimise the risk of harm; and
Monitor and review the effectiveness of the controls and adapt or improve the controls where necessary.
Resources
For more information about psychosocial hazards access the following resources:
