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These are the most common mental health hazards in construction: • Harassment • Bullying • Work pressure • Exposure to a traumatic event • Workplace violence These hazards need to be managed whether on the construction site or in the office to help prevent psychological injuries. To support your business in promoting 'healthier minds, safer sites,' we offer a range of resources on our website, including an action plan, free training and coaching, and a toolbox talk: https://lnkd.in/gNHuShQR #SafeWorkNSW

🚨 𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗻𝗲𝘄𝘀: #psychosocial federal updates 🚨 𝗣𝗮𝗿𝘁 𝟯: 𝗘𝗻𝗳𝗼𝗿𝗰𝗲𝗺𝗲𝗻𝘁 𝗼𝗻 𝘁𝗵𝗲 𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗺𝗮𝗸𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 (𝘁𝗼 𝗱𝗿𝗶𝘃𝗲 𝗹𝗼𝗻𝗴𝗲𝗿 𝗹𝗮𝘀𝘁𝗶𝗻𝗴 𝗶𝗺𝗽𝗮𝗰𝘁) - 𝗲𝘅𝗽𝗹𝗮𝗶𝗻𝗲𝗱 𝘄𝗶𝘁𝗵 𝗲𝘅𝗮𝗺𝗽𝗹𝗲𝘀. The code of practice states that the hierarchy of controls must be followed if it is not reasonably practicable to eliminate psychosocial risk.  This hierarchy puts more weighting on controls/mitigation strategies which change the work instead of relying on changing the worker. Instead of giving you definitions, let's walk through 3 fun examples. In these examples, the first mitigation strategy would be preferred over the last. --- 𝗘𝘅𝗮𝗺𝗽𝗹𝗲 𝟭: 𝗚𝗲𝘁𝘁𝗶𝗻𝗴 𝗹𝗼𝗰𝗸𝗲𝗱 𝗼𝘂𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗵𝗼𝘂𝘀𝗲 𝘀𝗶𝗻𝗰𝗲 𝘆𝗼𝘂’𝗿𝗲 𝗽𝗿𝗼𝗻𝗲 𝘁𝗼 𝗳𝗼𝗿𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗸𝗲𝘆𝘀. 𝟭. 𝗘𝗹𝗶𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻: Install a smart lock that doesn’t require keys. 𝟮. 𝗦𝘂𝗯𝘀𝘁𝗶𝘁𝘂𝘁𝗶𝗼𝗻: Use a keychain with a tracker so you can always find your keys. 𝟯. 𝗜𝘀𝗼𝗹𝗮𝘁𝗶𝗼𝗻: Separate the key from the house/you by keeping a spare key with a trusted neighbour or in a lockbox outside. 𝟰. 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝘃𝗲 𝗖𝗼𝗻𝘁𝗿𝗼𝗹𝘀: Create a habit of checking for your keys before leaving. 𝟱. 𝗣𝗣𝗘: Attach a bright, noticeable keychain to make them harder to forget. --- 𝗘𝘅𝗮𝗺𝗽𝗹𝗲 𝟮: 𝗬𝗼𝘂’𝗿𝗲 𝗰𝗮𝗿𝗿𝘆𝗶𝗻𝗴 𝗮 𝗰𝘂𝗽 𝗼𝗳 𝗵𝗼𝘁 𝗰𝗼𝗳𝗳𝗲𝗲 𝗮𝗻𝗱 𝗱𝗼𝗻’𝘁 𝘄𝗮𝗻𝘁 𝘁𝗼 𝘀𝗽𝗶𝗹𝗹 𝗶𝘁 𝗼𝗻 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳. 𝟭. 𝗘𝗹𝗶𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻: Drink your coffee at the cafe instead of carrying it. 𝟮. 𝗦𝘂𝗯𝘀𝘁𝗶𝘁𝘂𝘁𝗶𝗼𝗻: Use a travel mug with a secure lid instead of an open cup. 𝟯. 𝗜𝘀𝗼𝗹𝗮𝘁𝗶𝗼𝗻: Carry the cup in a bag with a cup holder instead of your hand. 𝟰. 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝘃𝗲 𝗖𝗼𝗻𝘁𝗿𝗼𝗹𝘀: Walk slowly and avoid crowded areas where you might bump into people. 𝟱. 𝗣𝗣𝗘: Wear gloves to protect your hands from burns if it spills. --- 𝗘𝘅𝗮𝗺𝗽𝗹𝗲 𝟯: 𝗬𝗼𝘂’𝗿𝗲 𝗲𝗮𝘁𝗶𝗻𝗴 𝗮𝗻 𝗶𝗰𝗲 𝗰𝗿𝗲𝗮𝗺 𝗰𝗼𝗻𝗲 𝗼𝗻 𝗮 𝗵𝗼𝘁 𝗱𝗮𝘆, 𝗮𝗻𝗱 𝗱𝗼𝗻'𝘁 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗰𝗮𝘂𝘀𝗲 𝗮 𝗺𝗲𝘀𝘀. 𝟭. 𝗘𝗹𝗶𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻: Get your ice cream in a cup instead of a cone. 𝟮. 𝗦𝘂𝗯𝘀𝘁𝗶𝘁𝘂𝘁𝗶𝗼𝗻: Use a waffle cone that’s sturdier and less likely to break. 𝟯. 𝗜𝘀𝗼𝗹𝗮𝘁𝗶𝗼𝗻: Sit down at a table to eat instead of walking around. 𝟰. 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝘃𝗲 𝗖𝗼𝗻𝘁𝗿𝗼𝗹𝘀: Hold the cone with two hands and lick around the edges to stop the drips. 𝟱. 𝗣𝗣𝗘: Use a napkin or tissue around the base to catch any drips and keep your hands clean. (Although more fun, this one is a bit more debatable since there are different risks involved.) --- Note that within the psychosocial context some terminology may differ, the following may be used: 1. Elimination 2. Substitution -> Redesign 3. Isolate/engineer -> Adjust 4. Administrative -> Educate 5. PPE -> Promote --- Hope this 3 part series was helpful!

🚨 𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗻𝗲𝘄𝘀: federal updates regarding worker's psychological health and safety 🚨 𝗣𝗮𝗿𝘁 𝟮. 𝗧𝗵𝗿𝗲𝗲 𝗻𝗲𝘄 𝗵𝗮𝘇𝗮𝗿𝗱𝘀 𝗮𝗿𝗲 𝗯𝗲𝗶𝗻𝗴 𝗶𝗻𝘁𝗿𝗼𝗱𝘂𝗰𝗲𝗱 𝟮.𝟭 𝗙𝗮𝘁𝗶𝗴𝘂𝗲: A state of physical or mental exhaustion, or both, which reduces a person’s ability to perform work safely and effectively. 𝙴̲𝚡̲𝚊̲𝚖̲𝚙̲𝚕̲𝚎̲: jobs where there are high cognitive demands - such as sustained concentration or extended work hours. 𝟮.𝟮 𝗜𝗻𝘁𝗿𝘂𝘀𝗶𝘃𝗲 𝗦𝘂𝗿𝘃𝗲𝗶𝗹𝗹𝗮𝗻𝗰𝗲: Excessive surveillance methods/tools to monitor and collect information about workers at work. 𝙴̲𝚡̲𝚊̲𝚖̲𝚙̲𝚕̲𝚎̲: tracking of when and how much a worker is working 𝟮.𝟯 𝗝𝗼𝗯 𝗜𝗻𝘀𝗲𝗰𝘂𝗿𝗶𝘁𝘆: Employment where workers lack the assurance that their jobs will remain stable from day to day, week to week, or year to year. --- In the coming days, as part of this update I'll also be sharing: Part 3: How the decision making process to chose which mitigation strategy to use is enforced --- #Psychosocial hazards are the factors which when exposed to over time, or at for a short astute level, leads to a stress/burnt out response. It's like leaving the a pot with water on. Managing such is every business' responsibility. If you're curious on how to do this in a systematic and ongoing way, or just want to have another advocate to ramble to, reach out!

“If you want to thrive in the long term, you have to focus on cleaning up the environment that is affecting you every day”. As I roll out my Workplace Wellbeing upskill to Skanska UK’s Health,Safety and Wellbeing team, I use this video by Dr Julie Smith to illustrate the responsibility we have to make work a determinant of wellbeing. It seems to resonate as I ask participants to think of the environment as work. This isn’t to say that the working environment is toxic, it is to give a sense of how work affects our wellbeing…so I thought I’d share. Out of interest the upskill also covers: 📌 The affect wellbeing has on physical health, safety and performance 📌 The Mental Health Integrated Intervention Approach by LaMontagne, A.D., Martin, A., Page, K.M. et al. (2014) 📌 Psychosocial hazards and risk mitigation 📌 The HSE Management Standards 📌 Intervention effectiveness with the help of The Igloo Framework - Nielsen, K., Yarker, J., Munir, F., & Bültmann, U. (2018) #WorkplaceWellbeing #Upskill #RootCause #PsychosocialHazards

🚨 𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗻𝗲𝘄𝘀: federal updates on how all Australian businesses need to manage worker's psychological health and safety 🚨 Here's what you need to know. 𝟭. 𝗡𝗲𝘄 𝗖𝗼𝗺𝗺𝗼𝗻𝘄𝗲𝗮𝗹𝘁𝗵 𝗖𝗼𝗱𝗲 𝗼𝗳 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲  This code of practice is enforced by federal law and applies throughout Australia, rather than being limited to a single state or territory’s jurisdiction. 1.1 𝗪𝗵𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗰𝗮𝗿𝗲? An approved code of practice has legal significance. It serves as an authoritative guide on how to meet the standards set out by the WHS act. While following it may not be legally mandatory, it often provides the easiest way to demonstrate compliance - regulators and inspectors may refer to it during inspections or enforcement actions. --- In the coming days, as part of this update I'll also be sharing: Part 2: Introducing the 3 new psychosocial hazards Part 3: How the decision making process to chose which mitigation strategy to use is enforced --- #Psychosocial hazards are the factors which when exposed to over time, or at for a short astute level, leads to a stress/burnt out response. It's like leaving the a pot with water on. Managing such is every business' responsibility. If you're curious on how to do this in a systematic and ongoing way, or just want to have another advocate to ramble to, reach out!

The Australian Government has approved a new code of practice to support amended WHS laws on managing hazards and risks for workers’ psychological health and safety. Development of the Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024, and related changes to the Work Health and Safety Regulations 2011, implement key recommendations of the 2018 review of the model WHS laws. The amended WHS Regulations came into effect on 1 April 2023 and prescribe how PCBUs should identify and manage psychosocial hazards that may create risks to workers’ psychological and physical health and safety. The new code of practice provides practical guidance to help duty holders comply with health and safety duties associated with work-related psychosocial hazards and risks. The code introduces three new hazards of Fatigue, Intrusive Surveillance and Job Insecurity and stipulates PCBUs must follow the hierarchy of controls to manage psychosocial risks. These are important differences not included in Safe Work Australia’s model code. https://bit.ly/3ZuQcQk

𝗪𝗲𝗹𝗹𝗻𝗲𝘀𝘀 𝗮𝘁 𝘄𝗼𝗿𝗸: 𝟳 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗳𝗿𝗼𝗺 𝗮 𝗻𝗲𝘄 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗿𝗲𝗽𝗼𝗿𝘁 𝗧𝗵𝗲 𝗚𝗼𝗼𝗱: ( ✓ ) 81% satisfaction of employee and colleague work relationship ( ✓ ) 70% of employees expressed a sense of belonging 𝗧𝗵𝗲 𝗨𝗴𝗹𝘆: ( ! ) 66% of employees felt burnt out in the last 3mo ( ! ) 85% of employees are experiencing stress a few times or more a month 𝗙𝗼𝗿 𝗳𝘂𝗿𝘁𝗵𝗲𝗿 𝗶𝗻𝘃𝗲𝘀𝘁𝗶𝗴𝗮𝘁𝗶𝗼𝗻: ( ✎ ) 56% of Gen Zs are taking stress leave, and 80% feel burnt out, yet this demographic only makes up 6% of data, so it could be skewed. ( ✎ ) 33% of employees state financial stress and the cost of living crisis is the largest contributor to their stress levels the past 3 months, but 60% do not feel comfortable to discuss such with their manager. ( ✎ ) 63% of fully remote employees stated their overall work-life balance was above average which could be linked to how 50% of respondents were working parents. --- Thank you Employment Hero for collating and sharing this valuable information. --- #Psychosocial hazards are the factors which when exposed to over time, or at for a short astute level, leads to a stress/burnt out response. It's like leaving the a pot with water on. Managing such is every business' responsibility.

In less than 24hrs, in front of a crowd of 5k, I'll be sharing the signs of "well-washing" and what makes genuine initiatives. Here's the rundown: Signs of "well-washing": ❌ “initiatives” to tick a box, ❌ creating "something" for a flashy LinkedIn post, ❌ done just to add a “perk” on a job boards. 3 components to drive the real work and not "show" work: ✅ aligning safety and productivity priorities, ✅ having a systematic approach, ✅ assessing effectiveness on a story and data-driven basis. --- I can't guarantee those points will be what will be covered since I'm fortunate to be moderating discussions on this important topic with the likes of: 👀 Marcia Harkins - GM @ Beyond Blue, leading the Before Blue program. 👀 Dr Peter Prasad - WHS Director @ Qantas, leading the HR/escalation taskforce. 👀 Danielle Owen Whitford (She/Her) - Founder and CEO of Pioneera. 👀 Kate F. - Director @ Mentwell, advocate for mental health. --- 🤞 Here's me naively hoping attendees will walk out of this session with a couple new thoughts and perspectives. #impact --- Thank you Workplace Health & Safety Show for bringing this topic to life.

In our latest article, Allan Watkinson and I delve into four key strategies for organisations to tackle psychosocial hazards and nurture a thriving workplace culture. We stress the significance of commencing with measurement and analytics to assess organisational risk and culture effectively. At a recent CHRO roundtable in September, Australian CHRO executives shared valuable insights on not just addressing psychosocial injuries and occupational risks, but also on implementing tactics to cultivate engaged, resilient, and thriving teams, all guided by effective leadership. Mark your calendars for a live stream discussion on this pivotal topic happening on 20th November. Don't miss out on this opportunity to gain valuable insights. Register: https://lnkd.in/gzgUHgJf #Gallup #transformingworkplaces #Culture Anne Lingafelter Luffa Khnom-Ramsden Chirag Jain James Rapinac Jane Manikum Alicia Corsar Camilla Frumar Marie-Lou Almeida Patricia R. Hubbard, FHEA, SFO, MBA, MInstD Hannah Lomax

𝗙𝗼𝗿 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝘁𝗶𝗺𝗲 𝘂𝗻𝗱𝗲𝗿 𝗰𝘂𝗿𝗿𝗲𝗻𝘁 𝗹𝗲𝗴𝗶𝘀𝗹𝗮𝘁𝗶𝗼𝗻, 𝗪𝗼𝗿𝗸𝗦𝗮𝗳𝗲 𝗶𝘀 𝗽𝗿𝗼𝘀𝗲𝗰𝘂𝘁𝗶𝗻𝗴 𝗼𝘃𝗲𝗿 #psychosocial 𝗶𝘀𝘀𝘂𝗲𝘀 - a maximum penalty of $3.5M. The Department of Justice (WA) is facing charges after a former prison officer at Bunbury Regional Prison suffered psychological injury. 𝗞𝗲𝘆 𝗔𝗹𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻𝘀 • Failure to provide and maintain a safe work environment • Causing serious harm to a worker • Lack of procedures to address inappropriate workplace behaviours 𝗔𝗹𝗹𝗲𝗴𝗲𝗱 𝗜𝗻𝗮𝗽𝗽𝗿𝗼𝗽𝗿𝗶𝗮𝘁𝗲 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀 • Bullying • Harassment (including sexual harassment) • Victimisation 𝗜𝗺𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 • Maximum penalty of $3.5 million • Sets a significant precedent for future psychosocial hazard cases The media release urges organisations to be familiar with 𝘛𝘩𝘦 𝘊𝘰𝘥𝘦 𝘰𝘧 𝘗𝘳𝘢𝘤𝘵𝘪𝘤𝘦 – 𝘗𝘴𝘺𝘤𝘩𝘰𝘴𝘰𝘤𝘪𝘢𝘭 𝘩𝘢𝘻𝘢𝘳𝘥𝘴 𝘪𝘯 𝘵𝘩𝘦 𝘸𝘰𝘳𝘬𝘱𝘭𝘢𝘤𝘦 and 𝘊𝘰𝘥𝘦 𝘰𝘧 𝘗𝘳𝘢𝘤𝘵𝘪𝘤𝘦 – 𝘞𝘰𝘳𝘬𝘱𝘭𝘢𝘤𝘦 𝘣𝘦𝘩𝘢𝘷𝘪𝘰𝘶𝘳. --- If you're curious how MindMuse can support a systematic approach to psychosocial hazard management, feel free to reach out.