mental health

the working environment can often present hazards that may impact on the mental health of workers, potentially causing the worker to suffer a psychological injury.

hazards in the workplace that may impact upon the mental health of workers, and therefore potentially result in psychological injuries, include the physical workplace environment, the nature and complexity of the work itself, work procedures, behaviour of workers towards one another, the structure of the organisation and the potential exposure to violent or traumatic events and the introduction of work restrictions that are beyond the control of the Organisation.

the organisation is therefore committed to helping to support the overall mental wellbeing of its workers and ensuring that the risk of psychological injuries in the workplace is eliminated as far as is practical and is effectively and pro-actively managed through a risk management approach.

worker responsibilities

the organisation recognises that the management of work related mental health issues and the psychological health and safety of workers starts with a clear and open commitment from the organisation. however, the overall success of our risk management strategies is also dependent upon workers understanding their responsibilities in relation to helping to minimise the risks to their own mental health and the mental wellbeing of others at work.

to this end, you will ensure that you:

  • have received an appropriate induction that includes information related to the organisation’s commitment to the mental health of workers and the workers responsibilities related to helping to ensure a healthy and safe workplace

  • understand the organisation’s commitment to the overall mental health of workers and the policies and procedures developed to help identify, assess and control risks to mental health in the workplace

  • understand your role at work, ensure that it has been clearly identified and it is clearly within the scope of your skills, knowledge and experience

  • have received sufficient training, instructions, tools and equipment to do your work safely

  • actively participate in the consultation mechanisms or forums designed to help ensure your health and safety at work, including those targeted at the overall mental health of workers

  • understand the applicable organisational operations that may impact upon your mental wellbeing, including those beyond the control of the organisation, and the processes and procedures in place to eliminate, minimise and report any mental health risks

  • comply with all systems of work and procedures that are designed to help ensure your health and safety and the health and safety of others at work, including those specifically designed to eliminate or minimise mental health risks

  • utilise the applicable reporting procedure to report any work related hazard to your own mental health or the metal wellbeing of others at work as soon as it becomes evident, include any incidence of bullying or harassment (as outlined below) affecting themselves or another worker and

  • receive adequate, appropriate and timely feedback on work performance.

in minimising the mental health risks to others in the workplace, you must not act or behave in a manner that could be considered bullying or harassment. such behaviour creates a risk to health and safety, whether intentional or not, and will not be tolerated by the organisation.

bullying is repeated, offensive, abusive, intimidating, insulting or unreasonable behaviour directed towards an individual or a group, which makes the recipient(s) feel threatened, humiliated or vulnerable. examples of bullying include:

  • abusive, insulting or offensive language or comments

  • physical or emotional threats

  • aggressive and intimidating conduct

  • belittling or humiliating comments

  • victimisation

  • practical jokes or initiation

  • unjustified criticism or complaints

  • deliberately excluding someone from work-related activities

  • withholding information that is vital for effective work performance

  • setting unreasonable timelines or constantly changing deadlines

  • setting tasks that are unreasonably below or beyond a person’s skill level

  • denying access to information, supervision, consultation or resources to the detriment of the worker

  • spreading misinformation or malicious rumours and

  • changing work arrangements such as rosters and leave to deliberately inconvenience a particular worker or workers.

harassment is any unwanted physical, verbal or non-verbal conduct based on grounds of age, disability, gender identity, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation which affects the dignity of anyone at work or creates an intimidating, hostile, degrading, humiliating or offensive environment. Examples of harassment include:

  • insensitive jokes and pranks

  • lewd or abusive comments about appearance

  • deliberate exclusion from conversations

  • displaying abusive or offensive writing or material

  • unwelcome touching and

abusive, threatening or insulting words or behaviour