Psychosocial hazards are sources of harm at work. They can show up in a number of ways, from how work is organised and supervised to the work environment and equipment provided.
Psychosocial risk management focuses on identifying these hazards and reducing the level of psychological harm that occurs as a result.
Post-pandemic the focus on mental health and wellbeing, and workplace culture has increased, and with that the pressure on organisations to actively do something and take these hazards seriously.
UNSW is implementing a systematic risk-based approach to supporting employees' psychosocial safety at UNSW; which focuses on preventing and minimising psychological harm from occurring in the first instance, while enhancing and developing strategies to optimize employee wellbeing.
To effectively and successfully address this at UNSW we need a collaborative approach. This approach acknowledges the joint responsibility for workplace health & safety between the employer and employee. The key elements of the approach include:
We want all UNSW employees to feel safe at work, no matter what they are doing. Work is a significant part of most people’s lives, and we want to create an environment where everyone can thrive.
In line with the NSW Code of Practice we are focussed on the following psychosocial hazards:
For further information please see Code of Practice: Managing psychosocial hazards at work | SafeWork NSW
When you or someone reports to you that they have been exposed to a psychosocial hazard, near miss or sustained an injury the following process should be followed:
Gendered violence is an inclusive term that spans hazing, dating violence, domestic and family violence, sexualised and racialised bullying, sexual misconduct, including sex-based discrimination, sexual harassment and sexual assault.
Workplace sexual harassment is not a women’s issue: it is a societal issue, which every Australian, and every Australian workplace, can contribute to addressing.
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