RW - foRWard Health & Wellbeing eMag - Feb26 - Flipbook - Page 45
2) Treat consultation as essential,
not optional
Psychosocial risk is contextual.
What is 昀椀ne in one team can be
harmful in another.
Australia has a strong evidence
based approach available
through People at Work, a free
psychosocial risk assessment survey
and resources designed to help
workplaces identify and manage
risks to psychological health.
This kind of structured listening
helps you move beyond assumptions
and focus on what is actually
happening in your workplace.
4) Build leader capability
where it counts
Managers do not need to
be psychologists, but they
do need practical skills:
setting priorities, having
respectful conversations
early, supporting work
planning, addressing poor
behaviour, and leading
change with care.
A good psychosocial
environment is often the
difference between a
manager who is constantly
昀椀re昀椀ghting, and one who
can lead with clarity.
3) Manage psychosocial hazards like
any other hazard
Globally, best practice is increasingly
aligned with a systems approach.
ISO provides guidance through ISO
45003, which gives guidelines for
managing psychosocial risk within an
OH&S management system based on
ISO 45001.
That mindset shift matters. Psychosocial
risk management should include:
• identifying hazards
• assessing risk
• selecting controls
• implementing changes
• monitoring and reviewing what works
In other words, stop relying on resilience
posters as the main control.
