FERNWOOD FITNESS - PULSE eMagazine - Issue#14 - Flipbook - Page 49
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WHAT ARE
based on stigmatisation,
and this can contribute to
increased absenteeism due
to mental health conditions.
Statistically, the time lost due
to mental health conditions
between 2020/21 was four
times greater than physical
injuries. While there are
more workplace initiatives in
place in contemporary work
environments, we are not out
of the woods.
According to Diversity
Council Australia, more
than 50% of Aussie workers
conceal or hide their
condition due to fears of
facing discrimination or
stigmatisation. Coupled with
workplace psychosocial
risks, this can present a
realm of issues that can
impact the wellbeing of your
employees. But never fear,
there are steps you can take
to minimise and manage
psychosocial hazards.
Psychosocial Risks?
Before we get into how we can reduce
psychosocial risks in the workplace, let’s
昀椀rst identify what a psychosocial hazard is.
Psychosocial risks are factors, conditions
and experiences at work that may
contribute to an employee’s poor physical
and mental health outcomes. They can arise
from a number of signi昀椀cant risks, including,
but not limited to:
• Excessive workloads
• Con昀氀icting demands and poor context
of work
• Lack of in昀氀uence over the way the job
is done
• Poorly managed organisational change or
job insecurity
• Ineffective communication or lack of
support from management and colleagues
• Psychological and/or sexual harassment
• Third-party violence
Over time, employees who are in an
environment where these factors play a
major role in their everyday working lives
can begin to experience adverse mental
health outcomes such as work-related
stress, burnout or depression.
