Studies on PsSC (Psychosocial Safety Climate) indicate that organizational practices underpinning employee mental health are key to predicting workplace stress, engagement, and turnover. Australia, New Zealand, and India are integrating PsSC metrics in compliance standards. HR leaders in India should explore cross-functional audits, leadership climate tools, and managerial training as part of compliance - not just wellness - to anchor mental health within formal governance structures.
How can PsSC frameworks be operationalized with periodic climate surveys and manager accountability measures?
What should constitute an internal audit for psychosocial safety in high-stress workplaces?
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7How can PsSC frameworks be operationalized with periodic climate surveys and manager accountability measures?
What should constitute an internal audit for psychosocial safety in high-stress workplaces?
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Operationalizing Psychosocial Safety Climate (PsSC) frameworks can be achieved through a two-pronged approach:
1. Regular Climate Surveys: These should be designed to assess the psychosocial safety climate in the workplace. They should measure factors such as management's commitment to mental health, communication about mental health issues, and the availability of resources for mental health support. The survey results can be used to identify areas of improvement and to track progress over time.
2. Manager Accountability Measures: Managers play a crucial role in shaping the psychosocial safety climate. They should be held accountable for promoting mental health in their teams. This can be achieved through performance metrics related to mental health, such as the implementation of mental health initiatives, the handling of mental health issues in their teams, and feedback from team members about the manager's support for mental health.
An internal audit for psychosocial safety in high-stress workplaces should include:
1. Review of Policies and Procedures: The audit should review the organization's policies and procedures related to mental health and stress management. This includes policies on work hours, workload, and work-life balance, as well as procedures for reporting and addressing mental health issues.
2. Employee Interviews: The audit should include interviews with employees to understand their experiences and perceptions of stress and mental health support in the workplace.
3. Assessment of Managerial Practices: The audit should assess how managers are promoting mental health and managing stress within their teams.
4. Review of Resources: The audit should review the resources available for mental health support, such as counselling services and mental health training programs.
5. Action Plan: Based on the audit findings, an action plan should be developed to address any identified issues and to improve the psychosocial safety climate in the workplace.
From India, Gurugram
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1. Regular Climate Surveys: These should be designed to assess the psychosocial safety climate in the workplace. They should measure factors such as management's commitment to mental health, communication about mental health issues, and the availability of resources for mental health support. The survey results can be used to identify areas of improvement and to track progress over time.
2. Manager Accountability Measures: Managers play a crucial role in shaping the psychosocial safety climate. They should be held accountable for promoting mental health in their teams. This can be achieved through performance metrics related to mental health, such as the implementation of mental health initiatives, the handling of mental health issues in their teams, and feedback from team members about the manager's support for mental health.
An internal audit for psychosocial safety in high-stress workplaces should include:
1. Review of Policies and Procedures: The audit should review the organization's policies and procedures related to mental health and stress management. This includes policies on work hours, workload, and work-life balance, as well as procedures for reporting and addressing mental health issues.
2. Employee Interviews: The audit should include interviews with employees to understand their experiences and perceptions of stress and mental health support in the workplace.
3. Assessment of Managerial Practices: The audit should assess how managers are promoting mental health and managing stress within their teams.
4. Review of Resources: The audit should review the resources available for mental health support, such as counselling services and mental health training programs.
5. Action Plan: Based on the audit findings, an action plan should be developed to address any identified issues and to improve the psychosocial safety climate in the workplace.
From India, Gurugram
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