psychological health and safety in the workplace cupe
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OHS Role in Cultivating Safe and Healthy Workplaces
Psychological Health and Safety In The Workplace
Newman Psychological and Consulting Services, 2014
Preventing Bullying From Taking Root In Your Organization
Newman Psychological and Consulting Services, 2014
The Mind of A Bully
Newman Psychological and Consulting Services, 2014
The Mind of A Target
Newman Psychological and Consulting Services, 2014
Why do Targets get Hurt?
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Bystander Stress
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Upstander
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Vision“The vision for a psychologically healthy and safe workplace is one that actively works to prevent harm to worker psychological health, including in negligent, reckless, or intentional ways, and promotes psychological wellbeing”. p.1Newman Psychological and Consulting Services, 2014
Zero Psychological Harm Commitments
1. Psychological harm to any individual is unacceptable.
Newman Psychological and Consulting Services, 2014
Zero Psychological Harm Commitments
Newman Psychological and Consulting Services, 2014
2. No job is so urgent, so important or so routine that it cannot be done safely:“I have no time for being nice”
Zero Psychological Harm Commitments
Newman Psychological and Consulting Services, 2014
3. Safety is not separate from productivity and performance
“He’s a bit abrasive, but he gets the job done”
Zero Psychological Harm Commitments4. Psychological safety and health is not only an absolute company, institutional, agency or business priority, it is also a basic organizational value.
Newman Psychological and Consulting Services, 2014
5. Psychological safety and health is part of our community responsibility
Newman Psychological and Consulting Services, 2014
Guiding PrinciplesPsychological health and safety is a
shared responsibility among all workplace stakeholders and commensurate with the authority of the stakeholder;
The Standard is based upon a demonstrated and visible commitment by senior management for the development and sustainability of a psychologically healthy and safe workplace. (p. 3)
Newman Psychological and Consulting Services, 2014
OHS Committees
“The organization must engage the OHS Committee/worker representatives in defining their involvement in the Psychological Health and Safety Management System.”
Newman Psychological and Consulting Services, 2014
Risk Mitigation“The organization shall develop, implement, and maintain a documented risk mitigation process that includes:a) Hazard identification;b) elimination of those hazards that can be eliminated;c) assessment for level of risk for hazards that cannot be eliminated;d) preventive and protective measures used to eliminate identified hazards and control risks;e) a priority process reflecting the size, nature and complexity, of the hazard and risk, and, where possible respecting the traditional hierarchy of risk control.” p. 8.
Newman Psychological and Consulting Services, 2014
Unhealthy and Unsafe Workplace Behaviour Continuum
Newman Psychological and Consulting Services, 2014
Problematic Responses To Unsafe or Unhealthy Workplace Behaviour
1. Avoidance and Minimization Patterns
2. Tolerance Patterns
3. Exacerbating Patterns
4. Reward Patterns
Newman Psychological and Consulting Services, 2014
Avoidance, and Minimization PatternsIgnore and Avoid ResponsesFear of discussing the behaviourHide in the office
Dismiss and Minimize ResponsesNothing’s perfect, it’s pretty goodFeelings of discomfort that you can’t put your finger on.
Excuse ResponsesExcuses get made for repeated inappropriate behaviour
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Tolerance PatternsInexperience ResponsesBuddy-style LeadershipFeel incompetent to deal with it, don’t ask for helpRespond ineffectively when personally experiencing unsafe of unhealthy behaviour.Blaming ResponsesIt’s the target’s faultOverwhelmed ResponsesSomeone above me should do something, I can’t.Nothing I do works, so stop trying.Newman Psychological and Consulting Services, 2014
Exacerbating Patterns
Distrust ResponsesThem versus Us thinking: Elicits an intensification of unsafe and
unhealthy behaviour—can include retaliatory behaviour.
Passive Aggressive ResponsesKnows what is going on but resentfully allows
things to continue—”Serves them right”
Newman Psychological and Consulting Services, 2014
Reward Patterns
Expeditious ResponsesPromote or shield someone who uses unsafe or unhealthy behaviour to get job done
Lateral moves to relocate the problem
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Competence and Training“The organization shall establish and sustain processes to: a) determine expectations and minimum requirements of workers and, in particular, those in leadership roles (e.g., supervisors, managers, worker representatives, union leadership) to prevent psychological harm, promote psychological health of workers and address problems related to psychological health and safety; andb) provide orientation and training to meet item a).” p. 12
Newman Psychological and Consulting Services, 2014
Coach, Assess, Address“The organization should establish and sustain processes to: a) provide accessible coaching and supports as required, recognizing the potential complexities of psychological health and safety situations, the unique needs of the individuals affected, and the skills needed; andb) assess and address competence of those in leadership roles (with respect to preventing psychological harm, promoting psychological health of workers and addressing problems related to psychological health and safety).” p.12Newman Psychological and Consulting Services, 2014
Mutually Respectful Workplace
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Our ChoiceEverything can be taken from (us) but one thing;
the last of the human freedoms-
to choose one’s attitude in any given set of circumstances, to choose one’s own way.
Viktor FranklNewman Psychological and Consulting Services, 2014
Healthy and Safe Workplace Behaviour Continuum
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Upstander Quote
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Thank You
You can contact Dr. Newman at [email protected]
Telephone: 1-604-266-6920
Newman Psychological and Consulting Services, 2014
RESOURCES
To obtain a copy of the Psychological health and safety in the workplace—Prevention, promotion and guidance to stage implementation
Visit:CSA Group: www.csagroup.orgOr call: 1-800-463-6727Newman Psychological and Consulting Services, 2014