Primark’s Post

We first talked about psychosocial hazards at Allied Collective in May 2023. In April 2023, new work health and safety laws were introduced in Australia. Organisations now require employers to identify and manage risks to workers' mental health, and must review how they handle these risks and focus on creating mentally healthy workplaces, involving workers in the process. In December 2022, a new positive duty was also introduced, legally obligating organisations to proactively prevent workplace misconduct, including sexual harassment and sex discrimination. This shift emphasizes prevention over reaction, aiming to create safe, respectful, and inclusive workplaces. All Australian organizations, regardless of size or type, must comply with this duty under the Sex Discrimination Act. Addressing both toxic leadership and psychosocial hazards is crucial for creating a healthy work environment. Implementing inclusive leadership practices, providing support mechanisms, promoting organisational justice, and fostering accountable workplace relationships are essential steps toward mitigating these challenges and promoting employee well-being. Psychosocial hazards and toxic leadership are closely related as they both contribute to adverse workplace conditions that can negatively impact employees' mental health and well-being. Here's how they are connected (swipe to read) #WorkplaceWellbeing #MentalHealthAtWork #SafetyLaws #PositiveDuty #PreventMisconduct #InclusiveLeadership #OrganizationalJustice #SafeWorkplaces #SexDiscriminationAct #ToxicLeadership #PsychosocialHazards #EmployeeWellbeing #HealthyWorkEnvironment #AustralianWorkplaces #WorkplaceSafety #RespectfulWorkplaces #InclusiveWorkspaces #WorkplaceChallenges #EmployeeSupport #WorkplaceRelations #ComplianceMatters

Having a strong workforce requires leadership that is concerned with the entire well-being of its employees. Companies are actively working to establish work cultures that nurture the health of their workers by facilitating workplace conversations around issues like sexual health. Making room in the workplace to comfortably engage in these talks and granting access to empowering tools lets employees know they are acknowledged and supported on all fronts. Learn more about how you can support your workforce: https://lnkd.in/davsfWbC #SexualHealth #HolisticWellBeing #WorkplaceChats #LifeHealthSolutions

Yet again, the impact of bullying and harassment is overlooked in an organisational review. What will it take for the individual and organisational damage of bullying, harassment and discrimination to be recognised? "The Darzi Review overlooks the critical issue of NHS workplace culture. While detailing systemic failures, it devotes minimal attention to bullying, discrimination, and staff wellbeing, says Roger Kline" "Above all the report ignores the extensive, indeed overwhelming, evidence that how staff are treated and led is key to whether organisations provide safe compassionate care, whether staff leave or disengage, how much discretionary effort staff are prepared to put in, and whether staff collaborate and communicate effectively. The NHS has been singularly unsuccessful in challenging bullying, harassment, and incivility, all of which we know endanger staff wellbeing and patient care. It has failed to make the NHS a safe place to raise concerns effectively and without fear of detriment. It is only just recognising the scale and impact of sexual harassment. Four times as many staff tell the NHS staff survey they have a disability as declare one to their employer. And racism remains embedded in the NHS at a time when 26 per cent of the NHS workforce is of Black and minority ethnic heritage. These factors undermine staff health and wellbeing, organisational effectiveness and patient care." https://lnkd.in/etxSCTri

Yet again, the impact of bullying and harassment is overlooked in an organisational review. What will it take for the individual and organisational damage of bullying, harassment and discrimination to be recognised? "The Darzi Review overlooks the critical issue of NHS workplace culture. While detailing systemic failures, it devotes minimal attention to bullying, discrimination, and staff wellbeing, says Roger Kline" "Above all the report ignores the extensive, indeed overwhelming, evidence that how staff are treated and led is key to whether organisations provide safe compassionate care, whether staff leave or disengage, how much discretionary effort staff are prepared to put in, and whether staff collaborate and communicate effectively. The NHS has been singularly unsuccessful in challenging bullying, harassment, and incivility, all of which we know endanger staff wellbeing and patient care. It has failed to make the NHS a safe place to raise concerns effectively and without fear of detriment. It is only just recognising the scale and impact of sexual harassment. Four times as many staff tell the NHS staff survey they have a disability as declare one to their employer. And racism remains embedded in the NHS at a time when 26 per cent of the NHS workforce is of Black and minority ethnic heritage. These factors undermine staff health and wellbeing, organisational effectiveness and patient care." https://lnkd.in/etxSCTri

According to the National Safety Council 75% of individuals struggling with substance use disorder are part of our workforce so the role of workplaces in reducing addiction stigma cannot be overstated. This article was written from an informative webinar hosted by David Shapiro with Center for Health, Work & Environment joined by Jamie Osborne, a public health analyst with National Institute of Occupational Safety and Health; Cal (Calvin) Beyer, CWP and Kristina Ewing from Anderson Construction Highlighting info from initiatives across the country that are reshaping workplace cultures to be more inclusive, supportive, and understanding. Whether you're a business leader looking to make a difference, an HR professional seeking to implement supportive programs, or an employee interested in championing change, this article offers valuable perspectives and resources. Read the full article and be part of the movement towards a healthier, more supportive workplace culture. Let's break down barriers, reduce stigma, and pave the way for recovery and hope. #RecoveryFriendlyWorkplace #Hope #SubstanceUseDisorder #WorkplaceWellness #TotalWorkerHealth #StigmaReduction #MentalHealthAwareness

THIS COULD HAVE BEEN ME I worked across various retail industries and in stores or branches with these companies. The job roles I had in a few of these varied over time and years but this could easily have been me. I've worked on mezzanine floors, up ladders and at height and could have had seizures where I couldn't get down in time and fell down. I no longer work and have probably been fortunate that none of my workplace seizures resulted in serious injuries or death. I can't believe that a National supermarket chain would appeal a workplace death related to Epilepsy. All companies have risk assessments in line with each job role for a reason. #Epilepsy #NationalEpilepsyWeek #EpilepsyAwareness #EpilepsyAtWork #EpilepsyAndEmployment #Appeal #RiskAssessments #Morrisons #SUDEP https://lnkd.in/gh4KMT35

the power of examples My first "byline" in our magazine (besides my publisher letter) was an article I wrote after attending a great webinar last fall by great, I mean, I learned alot, the information was well structured and helpful and I thought I wish more people knew about it (which is really the reason Journey was launched - the idea that "more people should know" that 1) addiction is treatable, 2) recovery is possible and 3) help & support is available) I reflected on the webinar this morning because Journey will be hosting webinars in '24 and I was thinking of examples that inspired me and landed on this one (of many) I don't know if it's a learned behavior from my 12-step paths or human nature but I find it helpful to look for examples of what I want to be doing as a way to help refine my vision and start to create a path reaching out to those who have gone before me to ask for help is definitely part of both my recovery journey and my business journey there's power in examples - they provide me with a view of what's possible grateful. the webinar - https://lnkd.in/eF_88YEi

Did you know nearly 11 million American workers struggle with substance use disorders? This issue not only impacts productivity but also poses serious safety risks in the workplace. (https://lnkd.in/gUPFu_Dm) The pandemic has exacerbated substance misuse, leading to higher rates of workplace accidents and injuries. As employers, it's crucial to address this proactively. Here are some steps we can take: - Prevent substance misuse: Develop Workplace Recovery Programs that reduce stigma and encourage treatment. - Educate managers: Train them to recognize signs of substance misuse and support affected employees. - Provide comprehensive treatment: Offer access to Medication-Assisted Treatment (MAT) and Cognitive Behavioral Therapy (CBT). - Leverage technology: Use digital solutions to provide continuous, tailored support. At Pelago, we're dedicated to helping employers navigate these challenges and create a safer, healthier workplace. Let's work together to support our teams and enhance workplace safety. #WorkplaceSafety #EmployeeWellbeing #SubstanceUseDisorder #PelagoHealth #WorkplaceRecovery #DigitalHealthSolutions

🎤#MOBBING WORKPLACE SCALE [20 QUESTIONS ❗️ #DISCRIMINATION AND WORKPLACE #BULLYING👇🏽] ▪️Threat to #professionalStatus 1.    Persistent attempts to belittle and undermine your work 2.    Persistent and unjustified criticism and monitoring of your work 3.    Persistent attempts to humiliate you in front of colleagues 4.    Intimidatory use of discipline or competence procedures ▪️Threat to #personalStanding 5.    Undermining your personal integrity 6.    Destructive sarcasm with you 7.    Verbal threats to you 8.    Making inappropriate jokes about you 9.    Persistently teasing you 10.Physical violence to you 11.Violence to your property ▪️ #Isolation 12.Withholding necessary information from you 13.Freezing out/ignoring/excluding 14.Unreasonable refusal of applications for leave/training/promotion ▪️ #Overwork 15.Undue pressure to produce work 16.Setting of impossible deadlines   ▪️ #Destabilization 17.Shifting goalposts without consulting you 18.Constant undervaluing of your efforts 19.Persistent attempts to demoralize you 20.Removal of areas of responsibility without consultation This instrument can be found on page 78 of “Workplace Bullying in Nurses”‚ available online at: https://lnkd.in/dnVDFymv     Quine‚ L. (2001). Workplace bullyingin nurses. Journal of Health Psychology‚ 6(1)‚ 73-84. Quine‚ L. (1999). Workplace bullying in NHS community trust: Staff questionnaire survey. BMJ.com‚ 318‚ 228–232. Retrieved February 26‚ 2008

Managing Psychosocial Hazards and Risks is now part of the Work Safe Act. This is not a 'nice to do' it is a legislative requirement. BENEFIT TO YOU -Improve profitability -Improve customer satisfaction and repeat sales -Reduce conflict and improve communication -Reduced absenteeism and staff turnover -Improved work performance and productivity -Reduce physical injuries and workers compensation claims -Improve resilience and acceptance of change -Harmonious and healthy culture -Higher employee job satisfaction THE FACTS 😔The most common reasons for work-related mental stress in Australia are work pressure (31%), work-related harassment and/or bullying (27%) – Black Dog 😔Stress-related workers’ compensation claims have doubled in recent years, costing over $10 billion each year – Humanrights.gov Depression is currently the leading cause of non-fatal disability - Humanrights.gov HOW WE CAN HELP – Program Information -Mental Health and Well-being Programs that are relevant, engaging and practical -30, 60 and 90 min programs that you can mix and match to suit. -Bundle with your annual CPR/First Aid for complete compliance -Certificate, reports and follow up communication to assist in meeting with workplace compliance. -Consultation to ensure content and delivery format meets with company guidelines and vision. More information or connect for a quote https://lnkd.in/gEwdGbcb #mentalhealth #mentalhealthfirstaid #selfcare #communication #workplacementalhealth #fastfirstaidtraining #firstaid #cpr #firstaidtraining #brisbanebusiness #ipswichbusiness #firstaidipswich #firstaidbrisbane #workplacetraining #worksafeact