RW - foRWard Health & Wellbeing eMag - Feb26 - Flipbook - Page 46
5) Set clear behavioural
standards and protect
psychological safety
Workplaces thrive when people
know what respectful behaviour
looks like, and when bullying
and harassment are addressed
early and consistently.
This is not just about culture.
It is risk control. Unchecked
con昀氀ict and poor behaviour
increase stress, distraction,
and mistakes.
6) Make support easy to access,
and normal to use
EAPs and mental health
supports matter, but they
work best when paired with
prevention. The WHO’s
guidance on mental health at
work emphasises organisational
interventions, manager training,
and return to work supports,
not just individual programs.
Support is not a substitute for
昀椀xing harmful conditions, but it is
a vital part of a complete system.
Linking it back to World
Day for Safety and
Health at Work
World Day for Safety
and Health at Work
(28 April) is about
prevention, globally.
The 2026 theme is
a strong signal that
prevention now includes
psychosocial conditions
as a core part of safety.
A thriving workforce
is not built by pushing
harder. It is built by
designing work that is
sustainable, respectful,
and well led.
A simple takeaway
If you want one practical
starting point, make it
this:
Improve the work, not
just the worker.
When you get
the psychosocial
environment right,
you do not just reduce
harm. You create the
conditions for focus,
energy, creativity,
and trust. That is how
you build thriving
workers and strong
organisations, not as
a slogan, but as an
outcome.
