PSYCHOLOGICAL HEALTH & SAFETY 

INTRODUCTION

BC’s Social Services sector faces enormous costs due to poor mental health among workers. According to WorkSafeBC data from 2019 to 2023, mental health disorder claims totalled over $57 million and accounted for more than 41% of injury costs in the sector. The 2020 Social Services Labour Market Research Project by The Federation of Community Social Services of BC (The Federation) further highlighted the unique stressors experienced by frontline workers, with 70% reporting that stress was their biggest challenge. These issues, such as burnout from supporting people in need and unmanageable workloads, contribute to high turnover, absenteeism, and diminished productivity, making it clear that mental health is a significant factor affecting the sector.

 

Definition of psychological health and safety 

Psychological health and safety (PHS) is embedded in the way people interact with one another on a daily basis, it is part of the way working conditions and management practices are structured (Canadian Standards Association). 

A workplace that prioritizes PHS would focus on the prevention of psychological harm to employees, promoting their mental well-being through policies, procedures, and proactive measures. 

 

Psychological Injuries

Just as employees can suffer physical injuries at work, they can also experience psychological injuries. These injuries are mental health conditions or disorders that arise from work-related events or a series of events. Psychological injuries can result from factors such as bullying, poor workload management, or traumatic interactions with clients. A robust PHS program identifies these potential risks, proactively mitigates hazards, and offers ongoing support to employees, helping to prevent mental health disorders and cultivate a healthier, more supportive workplace.

 

PSYCHOLOGICAL HEALTH & SAFETY SYSTEM

In the Community Social Services sector, employees often face many challenges such as emotional strain, heavy workloads, and exposure to traumatic situations. These factors can significantly impact mental well-being, highlighting the need for a PHS system. According to the Canadian National Standard for PHS, creating such a system involves proactively addressing psychological risks while promoting mental well-being. The following steps can create a solid foundation for this system:

1. DEMONSTRATE LEADERSHIP COMMITMENT
  • Establish a Policy Statement: Create a policy statement that outlines the organization’s dedication to PHS. Ensure it is shared with all employees through multiple communication channels.
  • Choose a Champion and Sponsor: Appoint sponsors and champions to advocate for and oversee the PHS system. Their role is to ensure the system receives the necessary resources and attention.
2. CONDUCT A RISK ASSESSMENT
  • Establish a Baseline: Assess your organization’s current status regarding PHS. Utilize gap analysis and risk assessment tools such as the ones provided by CSSHSA, to identify strengths and areas needing improvement.
  • Implement Preventive and Protective Measures: Insights from baseline analysis can be used to tackle the identified weaknesses and hazards. Develop and implement strategies such as stress management initiatives, adjustments to workloads, and timely debriefing procedures to enhance workplace PHS.
3. DEVELOP SUPPORTIVE POLICIES AND PROCEDURES
  • Incorporate Mental Health Best Practices into Existing Policies and Procedures: Implement comprehensive policies and procedures that address key areas of PHS. This includes developing protocols for violence prevention and return-to-work best practices. This could be communicated to employees through multiple channels. 
  • Provide Training and Resources: The Canadian National Standard underscores the critical role of training at every level to uphold PHS. This involves equipping staff with knowledge on psychological risks, preventive measures, and the workplace factors impacting mental well-being. Connect with CSSHSA for complimentary tools, workshops, and training on fostering workplace mental health
4. GET ENGAGEMENT AND PARTICIPATION FROM EMPLOYEES
  • Establish Continuous Feedback Channels: Implement consistent opportunities for employees to openly and anonymously share concerns about psychological hazards and mental health challenges in the workplace both formally and informally.
  • Encourage Active Employee Involvement: Motivate employees to take an active role in shaping the PHS system by becoming champions, joining committees, and contributing to initiatives that promote workplace well-being.
5. MONITOR AND REVIEW SYSTEM
  • Schedule Annual Reviews: Conduct annual reviews of the PHS system to assess how it is working. Reviews can check areas such as turnover rates, employee reports, and absenteeism data. Findings can be used to update policies, procedures, and preventative measures. 
  • Engage Employees in the Review Process: Encourage employees to get involved by receiving their feedback on how the system has been for them. This feedback could be garnered through surveys, focus groups, and committees. 
 
Learn more about Psychological Health and Safety and how your organization can improve their workplace mental health.
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CSSHSA RESOURCES

Psychological Health and Safety policy template

Psychological Health and Safety Awareness Course for Workers (coming soon)

Psychological Health and Safety Awareness Course for Leaders (coming soon)

Psychological Health and Safety Pulse Check Tool

 

ADDITIONAL RESOURCES

WorkSafeBC Psychological Health and Safety
WorkSafeBC How to support workers who experience psychological injuries
WorkSafeBC Return to work strategies to support workers who experience psychological injuries

 

CHMA BC People Working Well
Mental Health Commission of Canada: The National Standard
Psychological Health and Safety – CSA Standard
Care to Speak