One of the major challenges for employers is finding a way to combat psychosocial risks, stress, violence, harassment and bullying in the workplace. These issues don’t just create psychosocial impacts. They also have a cultural and financial cost. The problems may also extend beyond the workplace, causing difficulties in other areas of a worker’s life. 

These issues can occur in virtually any industry and any size business. Due to the many underlying causes, there are no quick fix solutions. Instead, the most effective approach tends to begin with understanding the underlying causal factors, with solutions developed to target the specific problem. Minimising the risk minimises the harm.

What preventative measures can be undertaken?

Prevention is always better than finding a cure. Ensuring the psychological safety of staff will not only help employees, but will also reduce the number of claims, increase staff loyalty and improve the company’s bottom line. 

Some possible preventative measures might include:

• Early intervention for workers suffering from a psychological injury. If a problem arises, provide the worker with assistance early. This might include providing access to psychology services, or providing other rehabilitation services. 
• Identifying and addressing workplace issues which may be causing challenges for the worker. Consider what can be done to reduce their exposure to the factors which are causing challenges.
• Ensure that the physical and psychological safety of worker is protected. This is wide-ranging, but could including making sure that workers have an adequate work/life balance, ensuring that the worker is physically and psychologically well-suited to their role, ensuring that the workplace encourages civility and respect, and generally ensuing that the workplace is designed to minimise harm.
• Ensuring that all staff are familiar with the OH&S policies and guidelines around workplace behaviour. Make sure that there is leadership support, and a clear complaint procedure with appropriate contact people listed.
• Staff and management training can help to develop coping strategies and the skills to handle challenging situations. Training might include appropriate workplace behaviours, health promotion, stress management training, resilience training, identifying and handling negative behaviours. Physical activity has also been shown to have a positive impact on mental health, and the employer may choose to make this part of the program.
• On an ongoing basis, management could consider recognising and rewarding behaviour or work done well, providing staff with opportunities for growth and development, reducing workplace pressure and developing an effective return to work program.
• Where there are ongoing psychological risks due to the nature of the work, employers may wish to provide an employee assistance program and/or enabling debriefs with a psychologist immediately following the experience of a traumatic event.