I am trying to explain in a slide the legislation regarding ohs psychosocial risks. For similar slides, this is the format that I used : What is it? Where Psychosocial Risks Fit? How Is It Measured? Where GAC currently stands? What Does it Mean? Why It Matters? can you help?

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# What happens when it is lacking? When work-family role conflict occurs (that is, roles within the workplace and outside it are overwhelming to a person or interfering with one another), health and well-being are undermined by accumulating home and job stress. This imbalance can lead to: - constant tiredness - bad temper - inability to progress - high job stress resulting in dissatisfaction with work and being absent either physically or mentally These effects can then lead to additional stress-related illness, as well as higher cholesterol, depressive symptoms, and overall decreased health. The impact on the organization can include increased costs due to benefit payouts, absenteeism, disability, and turnover. Not all employees will have the same work-life balance issues. Age, culture, gender, family and marital status, caregiver demands, socioeconomic status, and many other factors affect an employee's work-life balance. Organizations will benefit from having flexible arrangements to address this issue. ## Civility and Respect A workplace where employees are respectful and considerate in their interactions with one another and with customers, clients, and the public. Civility and respect are based on showing esteem, care and consideration for others, and acknowledging their dignity. ## Why is it important? A civil and respectful workplace is related to greater job satisfaction, greater perceptions of fairness, a more positive attitude, improved morale, better teamwork, greater interest in personal development, engagement in problem resolution, enhanced supervisor-staff relationships, and reduction in sick leave and turnover. Organizations characterized by civility and respect create a positive atmosphere of high spirits and work satisfaction. This civility allows people to enjoy the environment, whether they are staff, clients, or customers. ## What happens when it is lacking? A workplace that lacks civility and respect can lead to emotional exhaust…

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CCOHSOCCHST Canadian Centre for Occupational Health and Safety Centre canadien d'hygiène et de sécurité au travail Psychological Health and Safety # Psychological Health and Safety Program - Assessing Psychosocial Hazards ## On this page What is a psychologically healthy and safe workplace? How do we assess psychological hazards? What are examples of areas of concern? Why is it important to communicate findings and celebrate successes? ## What is a psychologically healthy and safe workplace? The CSA Standard Z1003-13 (R2018) "Psychological health and safety in the workplace - Prevention, promotion, and guidance to staged implementation" defines a psychologically healthy and safe workplace as a "workplace that promotes workers' psychological well-being and actively works to prevent harm to worker psychological health including in negligent, reckless, or intentional ways." Psychological health is related to mental health, which is also defined in Z1003 as "a state of well-being in which the individual realizes his or her own abilities, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to his or her community." This definition references the World Health Organization, who note that in this positive sense, mental health is the foundation of well-being and effective functioning for an individual and for a community. Several organizational factors that describe workplace management practices, communication systems, and participation systems that can influence employees' mental health experience are outlined in the Z1003. These factors are known as psychosocial factors, and they are discussed in the OSH Answers document Mental Health - Psychosocial Risk Factors in the Workplace. Using workplace psychosocial factors as a guide can help make an assessment strategy be more comprehensive and cover a wide range of management practices, priorities, and values that can affect mental health. How do we a…

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CCOHS CCHST Canadian Centre for Occupational Health and Safety Centre canadien d'hygiène et de sécurité au travail Hazard and Risk # Hazard and Risk - Risk Assessment ## On this page What is a risk assessment? Why is risk assessment important? What is the goal of risk assessment? When should a risk assessment be done? How do you plan for a risk assessment? How is a risk assessment done? How are the hazards identified? How do you know if the hazard will cause harm (poses a risk)? How are risks ranked or prioritized? What risk assessment methods should be used? What are methods of hazard control? Why is it important to review and monitor the assessments? What documentation should be done for a risk assessment? ## What is a risk assessment? Risk assessment is a term used to describe the overall process or method where of identifying hazards, assessing the risk of hazards, and prioritizing hazards associated with a specific activity, task, or job. It considers the probability or likelihood of harm from exposure and the potential consequence or severity of harm from exposure to a hazard. A risk assessment is a thorough look at your workplace to identify those things, situations, processes, etc. that may cause harm, particularly to people. After the identification of a hazard, it should be reviewed to determine how likely and severe the potential harm is. When this determination is made, you can decide what measures should be in place to effectively eliminate or control the harm from happening (hazard control). Some important terms related to risk assessments include: Hazard - a potential source of injury, adverse health effect, or damage to people, structures, equipment, or the environment. A common way to classify hazards is to categorize them as biological, chemical, ergonomic, physical, psychosocial, and safety hazards. Hazard identification - the process of finding, listing, and characterizing hazards. Hazard and Risk - Risk Assessment CCOHS

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# How is a risk assessment done? (cont.) ## How are the hazards identified? (cont.) Hazard mapping is a method of hazard identification that is performed by employees themselves. All of the employees from a work area, including supervisors and managers, get together and mark hazard locations on the building's floor plan. Later, the group discusses how to control these hazards and which ones should be dealt with first. This approach makes use of employees' knowledge and experience, empowers employees, and encourages involvement and cooperation. More information is also available in the OSH Answers on Hazard Identification. ## How do you know if the hazard will cause harm (poses a risk)? Each hazard should be studied to determine its level of risk. Understanding how likely it is that a hazard will cause harm and how severe that harm could be. To research the hazard, you can look at: - Product information and the manufacturer documentation. - Past experience (knowledge from workers, etc.). - Legislated requirements and applicable standards. - Industry codes of practice and good practices. - Health and safety material about the hazard, such as safety data sheets (SDSs), research studies, or other manufacturer information. - Information from reputable organizations. - Results of testing (atmospheric or air sampling of the workplace, biological swabs, etc.). - The expertise of an occupational health and safety professional or other technical experts. - Information about previous injuries, illnesses, near misses, incident reports, etc. - Observation of the process or task. Remember to include factors that contribute to the level of risk, such as: - The work environment (layout, condition, weather, etc.). - The procedures for performing a task. - The range of foreseeable conditions. - The way the source may cause harm (e.g., inhalation, ingestion, etc.). - How often and how much a person will be exposed. - The interaction, capability, skill, and ex…

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# Psychological Health and Safety Program - Controlling Psychosocial Hazards (cont.) ## Consider the impact on people when making decisions Make sure all decisions are made considering how they can potentially affect employees' mental health, their work, and their collaboration with coworkers. Thoroughly communicate any changes and let everyone know how the change might impact them. ## Communicate more than you think you need to Leaders should keep their team informed about changes and updates that can impact their work and set up channels for the team to communicate feedback and concerns. Make sure everyone is aware of available mental health resources and continuously encourage everyone to use them. ## Improve work planning Make sure tasks are planned considering any other responsibilities that the employee has and leave enough room for the unexpected. If the work might be too much for one person, consider putting multiple people on the task. Encourage employees to speak up if they run into obstacles that increase the workload and offer flexibility where possible. ## Support the leaders in the middle Equip managers and supervisors with skills to communicate clearly and flexibility so they can offer support to their team members. Create an environment that allows managers and supervisors to adopt habits that supports positive mental health so they can model healthy behaviours for their team. ## Integrate psychosocial hazard prevention into the occupational health and safety program Add psychosocial hazard prevention to the organization's health and safety policy, programs, training, plus hazard identification and risk assessment tools. This integration demonstrates that psychosocial hazards are given the same importance as physical hazards and can be addressed using the same methods. ## Integrate mental injuries and distresses in accommodation and return-to-work procedures Just like with physical injuries, employers or supervisors do not need to know th…

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# Recognition and Reward (cont.) ## What are other issues in the workplace that may affect mental health? (cont.) - harassment - any behaviour that demeans, embarrasses, humiliates, annoys, alarms or verbally abuses a person and that is known or would be expected to be unwelcome. This act includes words, gestures, intimidation, bullying, or other inappropriate activities. - verbal abuse - swearing, insults or condescending language - physical attacks - hitting, shoving, pushing or kicking - bullying - repeated, unreasonable or inappropriate behaviour directed towards an employee (or group of employees) that creates a risk to health and safety - mobbing - ongoing, systematic bullying of an individual by his or her co-workers - this includes rudeness and physical intimidation, as well as more subtle and possibly unintentional behaviour involving social ostracism and exclusion Most jurisdictional occupational health and safety acts have been expanded to include harm to psychological well-being. Organizations should not tolerate any violent behaviour including aggression, harassment or threats of violence. Violent or aggressive behaviour hurts the mental health of everyone in the organization and creates a psychologically unsafe work environment filled with fear and anxiety. For more information on workplace violence, see the OSH Answers Violence and Harassment in the Workplace. Substance Use, and Problematic Substance Use at Work - Substance use, problematic substance use, and coping strategies can have a significant impact on mental health at work. Addictions and mental health conditions are often coupled (called a concurrent disorder). However, it is often the addiction that first gets noticed, especially in the workplace. Generally, substance use becomes a problem when an individual has lost control over their use or continues to use despite experiencing negative consequences. Employers should look for warning signs that indicate an employee may be struggl…

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# Psychological Health and Safety Program - Assessing Psychosocial Hazards (cont.) ## What is a psychologically healthy and safe workplace? (cont.) Assessing the state of psychosocial factors in an organization can take many forms. Common psychological health and safety assessment methods include: - Reviewing internal data such as complaint reports, absenteeism and turnover rates, and resource usage rates. - Auditing existing structures related to mental health including policies and procedures, management practices, workplace supports, training programs, and job descriptions. - Gathering feedback through conversations, observations, group discussions, anonymous forms, and surveys. Most likely organizations will need to use more than one assessment method to understand where improvements can be made and how. For example, well-designed survey questions can be used to get a general idea of how all psychosocial factors are doing in the workplace, then follow up with several discussion groups to learn more details about the areas of concern. Using a variety of assessment methods can also help prevent the potential for survey fatigue. Plan the assessment activities at a pace that is reasonable to the workforce to maintain strong engagement with psychological health and safety initiatives. The assessment can include all the psychosocial factors or target one or a few of them at a time, as long as all factors are assessed on a regular basis. ## What are examples of areas of concern? The examples outlined below do not list all the possible items that can contribute to psychological health and safety. Review the psychosocial factors and adapt this checklist for your workplace's specific needs. Note that it is not the responsibility of the assessor or investigator to determine a diagnosis of another person's state of mental health. Team members can use surveys, or observational and conversational skills to note if there is an area of potential concern where further …

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# Recognition and Reward A workplace where there is appropriate acknowledgement and appreciation of employees' efforts in a fair and timely manner. This element includes appropriate and regular financial compensation as well as employee or team celebrations, recognition of years served, acting according to organizational values, or milestones reached. ## Why it is important? Recognition and reward: - motivates employees - fuels the desire to excel - builds self-esteem - encourages employees to exceed expectations - enhances team success - Employees receiving appropriate recognition and reward have more energy and enthusiasm, a greater sense of pride and participation in their work, and are more likely to treat colleagues and customers with courtesy, respect and understanding. ## What happens when it is lacking? Lack of recognition and reward undermines employee confidence in their work and trust in the organization. Employees may feel demoralized or they may quit. An imbalance between effort and reward is a significant contributor to burnout and emotional distress leading to a range of psychological and physical disorders. ## Workload Management A workplace where tasks and responsibilities can be accomplished successfully within the time available. A large workload is often described by employees as being the biggest workplace stressor (i.e., having too much to do and not enough time to do it). It is not only the amount of work that makes a difference but also the extent to which employees have the resources (time, equipment, support) to do the work well. Why it is important? Mental Health - Psychosocial Risk Factors in the Workplace CCOHS

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CCOHS CCHST Canadian Centre for Occupational Health and Safety Centre canadien d'hygiène et de sécurité au travail Mental Health # Mental Health - Psychosocial Risk Factors in the Workplace ## On this page What are Psychosocial Risk (PSR) factors? What are these psychological risk factors in more detail? What are other issues in the workplace that may affect mental health? ## What are Psychosocial Risk (PSR) factors? Several psychosocial risk (PSR) factors have been identified by researchers at Simon Fraser University "based on extensive research and review of empirical data from national and international best practices. The factors were also determined based on existing and emerging Canadian case law and legislation." These factors are discussed in detail on the Guarding Minds at Work (GM@W) website. GM@W is a free, evidence-based strategy that helps employers protect and promote psychological safety and health in their workplace. The same factors are used in the CSA Z1003-13 (R2022) "Psychological health and safety in the workplace - Prevention, promotion, and guidance to staged implementation" which is available for free from the CSA Group website. These organizational factors that impact organizational health, the health of individual employees and the financial bottom line, including the way work is carried out and the context in which work occurs, are: - Balance - Civility and Respect - Clear Leadership and Expectations - Engagement - Growth and Development - Involvement and Influence Mental Health - Psychosocial Risk Factors in the Workplace CCOHS