The Safework Code of Practice has firmed up how businesses manage the impact of psychosocial hazards in the workplace. This has created some new energy and resources for workplaces to become proactive about mental health at work, rather than staying rooted in reactive responses (having an EAP only, for example). I have worked with one organisation that has done this exceptionally well over the last few years.
This business is an energy provider who has workers attending potentially traumatic events like motor vehicle accidents when someone has driven into a power pole. Traditionally this business offered workers access to EAP after these events and if there internal health support team was notified, an allied health professional would contact the work. “If” the health team found out.
Part of the challenge was communication within a geographically dispersed workforce. Sometimes a worker’s field supervisor wouldn’t know about the event until weeks after when they crossed paths in the office.
The accumulative impact of attending these events was noticed by the health team and was the driver for improving systems and support for this trauma facing role.
This started with consulting the workforce. I assessed the trauma exposure and the impact on mental health across the workforce via surveys with free-response answers to questions about stressors and support at work. This provided incredibly rich information about how workers interacted with hazards and the harm experienced. Workers also had great ideas of how they would like to be supported.
From the survey came a whole range of recommendations including:
- Increasing the number of MHFA qualified workers in the roles
- Tracking trauma exposure and activating a critical incident response through the incident response system
- Training for MHFA and leaders on psychological first aid principals and trauma informed practice
- Having a consistent leadership response following trauma exposure including contact from leaders, operational debriefing, opted in for psychological support.
- Pre-employment psychological screening for suitability for the role
- Training for all workers on understanding PTSD, assessing coping strategies and improving psychological skills
- Having respite roles for those who are symptomatic to have space to recover without re-exposure
It has taken several years to action each of the recommendations however the appetite for leaders and workers to be more proactive is very high and commitment to excellence in this space has been remarkable.
This work would not be possible without champions of mental health within the workplace. The health team, in particular were and continue to be a pivotal asset to the change process.
For assistance to assess and manage psychosocial hazards in your workplace CONTACT US to discuss your needs and how Mindset Training can help.