With new codes of practice for psychosocial risk management, ISOs, and critical workplace events in the media, there has never been so much focus on identifying and managing the risk of psychological harm to employees. The focus on preventative action is well overdue, and we have seen the proliferation of psychosocial risk assessment tools and surveys making it easier than ever to identify potential risk and measure the maturity of workplace mental health infrastructure.
This is all great news for workplaces in meeting their WHS compliance obligations and protecting the wellbeing of their people, but what’s next? While activities like job designand risk assessment are critical, what can organisations do to create workplace culture and capabilities that enable people to flourish and thrive? How can organisations equip and empower people to speak up, show vulnerability and seek support when they need it, but proactively raise issues around workplace factors that may be influencing their mental health and experience of work? How do we go from a focus on WHS risk and compliance, to maximising people’s experience of work, enabling innovation, and having our people co-create a positive experience of work?
Why not join workplace psychologist, Dave Burroughs, and social psychologist, author, and researcher Professor Brock Bastian as they discuss the critical intra- and inter-personal capabilities required to develop Psychological Safety in the modern workplace. Dave and Brock will discuss some of the pitfalls in many contemporary approaches to bullying and harassment, above and below the line approaches, and over reliance on things like hotlines and ‘speak up’ campaigns that in some situations may do more harm than good.
Event Details: Wednesday 2nd Novermber at 2.30pm (AEDT) online via Zoom - to register please visit the link below
Professor Brock Bastian is an internationally acclaimed researcher, author, speaker, who has spent the last 20 years seeking to understand the various social and cultural factors that impact on mental health, wellbeing, and decision-making.
When it comes to creating a healthy workplace environment and managing psychosocial risk, organisations need to know what the risks are and where they exist. They also need to know for whom work related factors are having an impact. This means that psychological safety cannot be viewed as simply the icing on the cake.
The term “toxic positivity” has received a good deal of attention lately. Coming off the back of the “positivity movement” we are beginning to recognise while feeling happy is a good thing, overemphasising the importance of a positive attitude can backfire, ironically leading to more unhappiness.
‘Psychological Safety’ is not new, but it has recently become the ‘next big thing’ for many organisations. It is a great concept, and when properly brought to life can have an enormous positive impact on people and organisations. However, it seems to be increasingly subject to concept confusion and erroneously used as a proxy for things like Psychological Health and Safety (PH&S), psychosocial climate and what constitutes a ‘mentally healthy workplace’. So, what is Psychological Safety, and in a practical sense, how does it apply in the corporate domain?