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Mentally healthy workplaces Safety in Action Conference

Sydney 3rd September

Andrew Morgan | Comcare

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National trends in mental stress in the workplace

> Mental stress claims are the most expensive form of

workers’ compensation claims

> Workplace bullying and other harassment have the

highest medium lost time of all mental stress claims

> Women more likely to claim for injury/illness as a

results of work-related harassment and or bullying

> Occupation types: Advanced clerical and service

workers, and general clerks.

Source: The Incidence of Accepted Workers’ Compensation Claims for mental Stress in

Australia – Safe Work Australia, April 2013.

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This is our workplace community

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Comcare

> Administer the Work Health Safety Act 2011 (Cth) and the Safety and Rehabilitation Compensation Act 1988 (Cth).

> Partner with workers, employers and unions to keep workers healthy and safe at work, and if workers are injured to facilitate RTW safely

> WHS law requires employers to manage risks arising from both the physical and the psychosocial work hazards

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Resilient workplaces

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THE TIPPING POINT: We need to do more

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WORK CAN HARM OUR HEALTH

Too many people are harmed at work

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Promoting the ability to work

> Work on all the elements that build health, well being and work

capacity across a working life

> Focus on physical and psycho-social work environments

> Promote mental health and wellbeing at work.

‘Improving job quality can significantly improve mental health

and lead to a more productive workforce.’ Dr Peter Butterworth, ANU Centre for Mental Health Research

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What’s important

> Promote a positive workplace culture

> Identify and call behaviours

> Manage stressors

> Have effective people and performance management

> Look at the team environment

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1. Leadership and culture

> Define a workplace culture

> Seek senior management commitment

> Line managers are key

> Flexible workplaces

> Recognising the ability of people to work

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2. Participation and trust

> Consultation is key

> Data is not enough to understand if there is a problem

> Use practical methods to engage with your workers

> Do your workers know they have been heard?

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3. Confidence and capability

> Training is only one part

> Move beyond awareness of bullying to holistic framework

> An active approach will increase trust and early resolution

> Place within a broader framework

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4. Systems and processes

Success has much to do with the way workplaces are designed,

the way polices and culture affect workplace safety and the

employer’s response to injury or illness

> Promote worker mental health and wellbeing

> Prevent risks arising from the psychosocial environment

> Promote ability to work

> Support for injury workers and suitable return to workplace

> Inclusive supportive culture

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ORGANISATIONAL HEALTH

Impact on service delivery and outcomes Getting it right means…

> High levels of engagement, job satisfaction and commitment

> Less workplace harm and fewer claims

> Faster recovery and return to work if people are harmed

> Lower premiums and reduced costs

> Leaders are focused on value creation

> High quality service delivery, effectiveness and efficiency

> A good reputation and value proposition as an employer.

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THE REASON WE’RE HERE