There are 13 factors, known as psychosocial factors, that affect the mental health of people in the workplace. These factors impact workers' psychological responses to work and work conditions which can lead to mental health conditions. The factors not only include the way work is carried out, but also affect the context in which work occurs. This is inclusive of relationships and interactions with managers and supervisors, coworkers and customers.
The 13 factors according to the National Standard of Canada for Psychological Health and Safety in the Workplace are as follows,
- Organizational Culture
- Psychological & Social Support
- Clear Leadership & Expectations
- Civility & Respect
- Psychological Demands
- Growth & Development
- Recognition & Reward
- Involvement & Influence
- Workload Management
- Engagement
- Balance
- Psychological Protection
- Protection of Physical Safety
It is beyond the scope of this blog to elaborate on each factor however, more information can be found at www.guardingmindsatwork.ca
According to Mental Health Research Canada, key findings of a survey conducted November - December 2021 include:
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35% of all employed Canadians indicate they are burned out
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A staggering 66% of Nurses in Canada are burnt out
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39% of employees have been prepared by their employer to deal with their job’s psychological demands
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46% of employees receive feedback that helps them grow
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48% of employees feel they are given time to participate in training
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35% of employees have access to programs to prevent burnout
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40% of employees have help from employer coping with workplace stress
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48% of First Responders feel their work inherently includes psychological risk
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82% of employees in the transportation industry feel that disclosing a mental health issue would affect their career prospects
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45% of Black Canadians feel safe from workplace discrimination
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Only 4% of Canadians have workplace policies that have adapted with new COVID-19 mental health supports
These findings were the result of surveying 5500 respondents.
Ok ok....enough of the facts and figures.
Psych health & safety has been around for quite some time now but, when I mention it in the workplace or just in general conversation, I find people look at me sideways. I took some time to think about why that is. Back in the day when something was bothering us we either dealt with it or just "sucked it up" and moved on. It wasn't "cool" to show that you had a mental illness, there was a feeling of shame. It's called a stigma. I feel that when people hear the word "safety", their minds automatically go to physical safety. Ironically, psychological safety and physical safety are very closely linked, in that if there is a physical hazard (i.e. bare electrical wiring) and nothing is done to mitigate it, it can have a psychological effect on a person thus adversely affecting one's psychological health.
Poor psychological health and safety can stem from a variety of conditions other than someone having a mental illness. Bullying in any form, harassment, discrimination, violence or even witnessing a traumatic event are just a few examples of things that can cause a person distress and lead to a psychologically unsafe and unhealthy workplace.
Now-a-days, more and more people getting the help they need to deal with mental illness and workplace issues and the proverbial walls are coming down, but they still haven't heard of being psychologically safe at work. Have we as safety professionals not been promoting it enough? In my opinion.....NO. There is much more work to be done, more barriers to break through and more stigma to overcome.
But, how do you know if someone in the workplace has a mental illness or is subject to conditions that affect their psychological wellbeing? You don't.... So what to do!? Well, the first step is to commit to a psychologically safe and healthy workplace. This can be done by posting in the workplace a policy statement, which will demonstrate to employees that you are committed to the venture. Second, you need to know how your employees feel, what they think. This can be done by conducting a survey, such as that at www.guardingmindsatwork.ca which is a very comprehensive survey. Once you have that, you can identify strengths and weaknesses and develop action plans mitigate concerns. Finally, it's all about upkeep. Staying on top of what you've built.
Sounds easy enough...right?
Not necessarily. That's where Norfolk Safety Solutions can help you out. If this all seems overwhelming to you, let us take the reins help develop your Psychological Safety Management System. Contact us today!
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