By Paul Richard / Unison Workplace Strategies
This past March, I was able to attend the very first training session in North America on the new ISO Standard 9001:45003 Occupational Health & Safety Management – Psychological Health & Safety at Work: Managing psychosocial risks.
It quickly made me realize that it is not only important to have systems and procedures in place in order to be efficient, but it is also very important to take employees into account.
In other words, what are we currently doing as managers that mitigates potential psychosocial risks? Are we putting added stress on our employees or are we doing all we can to create a healthy work environment?
It is the first global standard that provides practical guidance on managing psychological health in the workplace. It provides guidance on how to manage psychosocial risk within the framework of an occupational health and safety management system.
The standard includes information on how to recognize the psychosocial hazards that can affect workers and offers examples of effective, and often simple, actions that can be taken to manage these and improve employee well-being.
The standard has been written in such as way that it can be integrated into an occupational health and safety management system based on ISO 45001 Occupational Health and Safety, but it can also be extremely useful for all organizations looking to ensure their employees’ well-being.
According to a white paper recently published by BSI Group, some of the benefits of investing in health and well-being in the workplace are:
The study also states that well-designed wellness programs have a return on investment of $1.50 to $3.00 per dollar spent over a two to nine-year timeframe and that thriving and healthy workforces typically perform at 2.2 times above average compared with organizations who don’t invest in their employees’ health and well-being.
The best workplace wellness programs recognize that there are inter-related elements; the individual, the work environment/job, the organization and social engagement/values. Done properly, wellness programs are more than just a few healthy life initiatives.
They are about creating an organizational culture which promotes strong, ethical workplace relationships based on trust and respect, a collaborative and communicative management style and a culture in which learning, and development is encouraged so that people can fulfill their potential.
A well-designed wellness program also promotes good physical and psychological health while enabling broader social engagement.
The idea behind this standard is that organizations should identify and prevent or manage the causes of occupational stress and what is often referred to as “psychosocial” hazards which can lead to physical and mental illness.
The WHO (World Health Organization) has developed a healthy workplace model identifying five criteria to success.
Aspects of how work is organized:
Aspects concerning social factors at work:
Aspects concerning work environment, equipment and hazardous tasks:
Some examples of measures could be:
How does your organization measure up when it comes to employee well-being? Are you a cause of stress or are you mitigating stress and encouraging a healthy work environment?
Why not use the Stress Management Competency Indicator Tool? This tool will help you identify how effective you are at preventing and reducing stress among your staff by looking at four behavioural areas identified as being important for managers to prevent and reduce stress in their staff:
If you are interested in learning more about this tool or about ISO 9001:45003, contact us: Get in touch with us if you are interested in learning more about this tool or about ISO 9001:45003.
Nous vous contacterons pour discuter davantage de vos besoins et de vos objectifs.
We’ll get in touch with you to discuss your needs and objectives in depth.