PART
ONE
PART
SIX
To utilize this model to its full capabilities, employers should revisit the 13 psychological factors
for workplace mental health, which will assist on identify potential vectors of psychological
harm. The resolution of an employee's mental injury will include both the investigation and
correction of workplace factors that contribute to mental harm, as well as accommodation
and return to work strategies.
WHAT ARE THE REALISTIC BENEFITS OF APPLYING SUCH
A THEORETICAL CONSTRUCT IN YOUR ORGANIZATION?
The nature of the model allows for significant culture change – reaction to proactive mental
harm prevention. With this in mind, workplaces will be better able to ensure the allocation of
resources to improve efficiency, mitigating high risk and increase return on investment.
While there's few legal requirements for mental health prevention at work, we see a growing
interest in the topic at large. Concerning OHSA, there's an increasing amount of pressure for
employers to include psychological health and safety in harassment, bullying and violence
provisions.
Realistically this will require a mindset change that legislation and regulation must be prepared
to see beyond the physical hazards to recognize the greater picture that psychological
demands and behaviours have on worker health.
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MENTAL
INJURY
©2021 Copyright. Workplace Safety & Prevention Services.
Promotion of Healthy Environment
Workplace Mental
Health Focus
Prevention of Mental Harm
Resolution of Mental Injury
Preventing Mental Harm
Workplace Safety & Prevention Services
|
Workplace Mental Health
WSPS.CA
23
WSPS.CA
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