Psychological Job Demands Risk Assessment
Updated: Nov 5
We have designed a risk management tool that provides a baseline for job tasks in specific roles. From the assessment, risks are identified and strategies are implemented to minimise risk. This tool can be used when designing good work, at pre-employment, to review risks, when a change occurs, or during injury management as well. Overall, Psychological Job Demands Risk Assessments assist in developing a safer work environment, helping us design good work, reducing the risk of psychological injury and minimising the harm and costs from work injuries. Check out our free resource at the end of this article.
Why complete a psychological job demands risk assessment?
Psychosocial risks pose a significant threat to both physical and psychological wellbeing within organisations. Unlike physical injuries, psychological injuries often lead to longer periods away from work and incur greater costs. For instance, data from the 2021-22 financial year reveals that approximately 10,000 serious mental stress claims were lodged in Australia, with 52.2% attributed to work-related harassment or bullying and excessive work pressure. This highlights the urgent need for organisations to address these issues proactively (Safe Work Australia).
When left unmanaged, the consequences of psychological risks can be severe, impacting various facets of the organisation. Economic implications include increased absenteeism, lower productivity levels, higher employee turnover, reduced worker participation, and significant workers' compensation costs. In fact, it is estimated that poor psychological health and safety cost Australian organisations around $6 billion each year (Safe Work Australia).
To combat these issues, organisations must prioritise the establishment of a robust psychosocial safety climate. This involves creating a work environment that not only acknowledges these risks but actively works to mitigate them through comprehensive strategies, training, and support systems. By investing in mental health initiatives and fostering a culture of respect and support, organisations can not only enhance employee wellbeing but also empower their teams to perform at their best. When employees feel valued and supported, their engagement and productivity increase, creating a positive ripple effect throughout the workplace.
