Assessment

As a business leader it’s important that employee wellbeing is a priority for your business.

We work with our clients to look at psychosocial risk in their context and highlight the priority workplace stressors. We assist in building a workforce that feels secure, productive and motivated through promotion of good mental health.

Maximising workforce agility and resilience in a rapidly changing commercial environment will help organisations address both the current disruption and future risk.

With imminent changes to health and safety Regulation, risk governance must be woven into long-term strategy to navigate a more dynamic operating environment.

We assist organisations move out of reactive, crisis response modes and integrate risk with other core functions on a more permanent basis.

“There comes a point where we need to stop just pulling people out of the river. We need to go upstream and find out why they’re falling in.”

Desmond Tutu

Wellceum is proudly partnered with Flourish Dx, a leading workplace digital tool to address psychological risk and promote positive mental health outcomes. FlourishDx is designed to help businesses build a better, healthier workplace environment and promote employee wellbeing.

About Flourish Dx

Focusing on the basic principles of risk management, Flourish Dx has capability to implement an organisational psychosocial risk assessment aligned with the latest International Standard ISO 45003: Psychological Health and Safety in the Workplace.

Organisations will be able to accurately identify risk in the workplace and proactively manage it. At the same time, Floourish Dx supports the promotion of positive mental health and provides managers and employees with the tools that they need to flourish.

FlourishDx provides mental health promotion video content, and a dynamic software platform to help employers and employees work together towards optimal mental wellbeing outcomes.

A systematic approach is required to effectively meet the new WHS/OHS requirements which specify that controls must go beyond the level of policies and training to include more structural change to address how work is designed where psychosocial hazards exist.

Benefits

Integrative approach

Focused on preventing harm and promoting wellbeing in the workplace

International best practice

Supports the adoption of and provides assurance against OHS/WHS regulations and standards e.g., ISO 45003 Psychological Health and Safety in the Workplace and associated Codes of Practice.

Customisable

Functionality to cater to specific organisational needs and requirements

Robust and reliable data

Inform OHS and ESG strategy with robust measurable data

System Integration

Integration into most OHS and HRMS systems

Efficient data collection

Concise and short participant completion time

Research based

Content developed by organisational psychologists grounded in positive psychology and Seligman’s PERMAH model of wellbeing.

User Features

Growing system function including mental fitness chat bot, video content and VIA Strengths survey to identify and leverage strengths and training resources including leader discussion guides for workplaces.

How it works

Manage risk

support a preventative approach to psychological and social harm by identifying potential risks in the organisation

Organisational overview – comply with WHS/OHS duties and obligations and support HR professionals by maintaining an organisational-wide overview of psychosocial risk (Mental Health Audit)
Psychosocial risk assessment – Identify the wellbeing impact, frequency and duration of psychological and social risks for teams to enable organisations to pinpoint work design interventions

Promote wellbeing

promote wellbeing and encourage employees to flourish with a growing library of wellbeing tools

Video content - mental health and meditation video content to be accessed anytime and to support multiple needs
VIA strengths – based on Martin Seligman’s PERMAH model of wellbeing (Positive emotion, Engagement, Relationships, Meaning, Accomplishment and Health) the VIA character survey helps employees understand and build on their strengths.
Chat bot – a mental fitness chat bot will engage with employees anytime in an engaging way.
Mental health eLearning – health modules and manager development guides help build knowledge, facilitate conversation and reduce stigma around mental health challenges.

Wellceum is an authorised distribution partner with FlourishDx and will support you with the implementation.
For more information on FlourishDx, including a demo of digital tools and pricing contact desi@wellceum.com.au

Access the Workplace Mental Health Audit

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"To create a mentally healthy organisation, there first needs to be a solid psychosocial “cake” grounded in realistic role design and workload, with clear and fair expectations, evaluations and rewards"

Carlo Caponecchia, Associate Professor UNSW and President of IAWBH

Psychosocial hazards

Psychosocial hazards are factors in the design or management of work that increase the risk of work-related stress and can lead to psychological or physical harm.

Employees are likely to be exposed to a combination of psychosocial hazards. Some hazards might always be present at work, while others only occasionally. There is a greater risk of work-related stress when psychosocial hazards combine and act together, so employers should not consider hazards in isolation.

Psychosocial hazards do not necessarily reveal the causes of work-related stress. Causes are likely to be specific to the employee, work or workplace. Senior management should identify which psychosocial hazards negatively affect employees' health and wellbeing and take appropriate action to control the impact of those hazards.

Effects on performance	Increased exposure to psychosocial hazards can affect performance and lead to: decline in job satisfaction and team morale reduced productivity and efficiency increased absenteeism increased staff turnover avoidable/unexplained errors complaints and disciplinary proceedings increased incidents and injuries increased conflict decline in the quality of relationships reduced client satisfaction increased health care expenditure and employee compensation claims
Why perform a psychosocial risk assessment?	Every organisation has a legal and moral responsibility to provide a safe and fair workplace. Creating a mentally healthy workplace has many benefits for both employers and employees. A well-designed workplace should support individual mental health and lead to reduced absenteeism, increasing employee engagement and improve productivity. Traditionally organisations have implemented reactive interventions that do not address the root cause of the problem. High job demands, low job control, poor balance between effort and reward, injustices, role stress and low social support in the workplace are associated with an increased risk of developing mental health problems that equally as damaging as physical injuries.
Benefits of a psychosocial risk assessment?	A strong supportive workplace with a sense of shared purpose, clear objectives, manageable workload and responsive leadership can help people thrive in their lives as well as their careers. Employees who feel that they have psychological support have a greater job attachment, commitment, and performance as well as satisfaction, loyalty and retention. Using an integrative and systematic approach can have significant business benefits including: - decreasing business disruption and costs from work-related psychological injury - improving worker motivation, engagement and job satisfaction so increasing productivity, reducing absenteeism and turnover, and ultimately helping your organisation achieve its business goals, and - enhancing your reputation as an employer of choice
Impacts of not being proactive about mental health in the workplace	Employers face a number of requirements under WHS/OHS legislation to ensure not only the physical health and safety but also the psychological safety of their employees so far as reasonably practicable. Most common cause of accepted mental health related workers compensation claims in 2016-2017 was as a result of work pressure followed by work related bullying and harassment Employees with severe depression take 20 x more sick days per month A study by PricewaterhouseCoopers estimated the total baseline impact of untreated mental health conditions to Australian workplaces is approximately $11 billion per year. WorkSafe Victoria further reports that every year two out of five Australians report leaving a job because of a poor workplace environment and that by 2030 mental health injuries will comprise 33% of WorkSafe Victoria claims. On the other side PwC ROT report that for every dollar spent on effective workplace mental health actions may generate $2.30 in benefits to an organisation. These benefits are derived from a reduction in presenteeism, absenteeism, and compensation claims.
Changes to Regulation	Following proposed amendments in May 2021 to the national model Work Health and Safety Regulations and Occupational Health & Safety Regulations (Vic), employers will soon be obliged to systematically assess and mitigate psychosocial risks in the same way as physical risks and subject to the same penalties for breaches. This is due to the significant impact of work on mental health, confusion over what employers should do, and the patchwork of existing strategies that haven't been successful. Preventing psychological harm already exists in the general duties of the WHS law, but inclusion in the Regulations will specify how employers must undertake this duty.
Why regulation?	The duty to protect workers from harm has existed in the legislation for decades, but mental health compensation claims have increased exponentially since 2000 These statistics underestimate the burden of psychological impacts of work. Many employees experience harm that doesn’t reach the compensation threshold, many don’t apply, and many aren’t covered.
What have we done?	NSW QLD and W.A have started developing Codes of Practice on psychological health - these are meant to provide practical steps for prevention and management. The current International Standard 45001: 2018 on occupational health and safety management systems, which has been adopted in Australia, has a renewed emphasis on psychological health at work. The new international standard ISO 45003 on psychological health at work now reflects global moves on this issue. A free foundations course for ISO 45003 is available via Flourish DX here
What will it mean?	Enshrining psychological health in Regulation will help evolve our approach towards prevention, rather than just response. This will sharpen focus on how activities aimed at raising mental health awareness, while positive, are not enough to meet an organisation's duties. Attention of employers and safety regulators will shift to how work is organised so that it does not present sources of harm, rather than on individual level interventions.

Factors relating to time pressures are the most commonly perceived as impacting lawyers mental health : unrealistic time pressures, followed by inability to take breaks.

IBA Mental Wellbeing in the Legal Profession Report 2021

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