Workplace Hazards: Key Strategies for Employers

Several factors that can contribute to an organization or occupation having a higher risk of experiencing psychosocial hazards, which can vary across industries and workplaces. Public safety personnel have higher demands because of their direct involvement in emotionally challenging or traumatic events and situations. Sometimes, the physical demands of these jobs can exacerbate fatigue, directly affecting emotional capacity and increasing the risk of compassion fatigue. 

What are psychosocial workplace hazards?

Psychosocial workplace hazards encompass a range of factors, including the organization and assignment of work, as well as the emotional impact experienced by employees during their workdays. These factors, rooted in the workplace's social dynamics, significantly affect employee well-being and their capacity to engage collaboratively in a work setting. Although these hazards might not be immediately visible, they are genuine concerns for occupational health and safety. They become evident through symptoms of job-related stress among workers.  

What are some warning signs that an organization may be at a higher risk of having psychosocial hazards present in the workplace?

Signs can surface in people when workplace demands are greater than the capacity for individuals to cope with these demands.  Psychosocial hazards are identifiable, measurable, controllable and preventable and employers have the means to address them.  

Here are some examples: 

• Excessive workloads

• Conflicting demands and lack of role clarity

• Lack of involvement in making decisions that affect workers

• Lack of influence over the way the job is done

• Poorly managed organizational change

• Job insecurity

• Ineffective communication

• Lack of support from management or colleagues

• Psychological and sexual harassment

• Difficult customers, patients, students, etc.
  

When the risks are high, employees and organizations experience several challenges, including:

Employees: 

Public safety personnel encounter the following challenges that increase their risk: 

What are five things organizations can do to address psychosocial safety issues in the workplace?

Identifying, preventing, and managing psychosocial occupational hazards requires a proactive approach from employers. Promoting safe, healthy, and positive working environments is crucial for employees to be productive. Here are some strategies you can use to support a shift within your organization:

1. Encourage honest and open communication at all organizational levels so employees feel comfortable and safe expressing opinions, ideas, and concerns without fearing reprisal. There should also be a process for anonymous feedback to maintain confidentiality.

2. Set clear expectations for leadership roles and ensure that leaders exemplify them by demonstrating vulnerability, humility, honesty, and a willingness to admit mistakes. Leaders are pivotal in setting an organization's tone and establishing the psychosocial safety baseline. Employees need to see that leaders value openness, courage, transparency, and learning so that they feel encouraged to speak up.

3. Provide training so that everyone in the organization understands psychological safety. Education must be available for all employees at all levels, without exception. Focusing on effective communication methods, active listening and conflict resolution helps everyone understand the commitment and their roles in participating in upholding it.

4. Have zero-tolerance for harassment, bullying, and discrimination backed up by a documented policy of what actions will be taken to investigate and address any incidents reported. Sending a message that these types of behaviours will not be tolerated contributes to making the workplace safe.

5. Promote diversity and inclusion to ensure that all employees, regardless of background, are respected. Ensure that HR practices support diversity and provide opportunities for employees to share their perspectives to get a read on the tone within the organization.

Psychosocial safety is a significant responsibility for employers but avoiding it could be catastrophic. Employers can consider implementing employee resource groups, mentorship programs, and initiatives celebrating diversity to reinforce a sense of belonging. By prioritizing it, employers can create a workplace where employees feel supported, engaged, and motivated to contribute their best work.

Building a Culture of Support and Safety

By addressing psychosocial hazards through proactive measures, employers can significantly enhance the well-being of their employees and foster a work environment that promotes mental and emotional health. A psychologically safe workplace is not only about identifying and mitigating risks, but also about building a culture that values open communication, inclusivity, and mutual respect. The steps outlined above provide a foundation for creating a supportive atmosphere where employees can thrive, thus benefiting the entire organization.

References

1. European Agency for Safety and Health at Work (n.d.) “Psychosocial risks and mental health at work.” OSHWiki. Accessed 9 April 2025.

2. Ontario Federation of Labour (10 January 2022). “Does the OHSA cover psychosocial hazards? Yes! A support document for workers and their advocates.” Ontario Federation of Labour. Accessed 9 April 2025.