Better identify your organisations Psychosocial Risk
The Psychosocial Risk Index allows organisations to identify specific risks associated with Psychosocial hazards and take action.
Why measure Psychosocial Risk?
Measuring psychosocial risk allows organisations to proactively identify factors that can negatively impact employee mental health and wellbeing.
The proper tool will also highlight factors that are performing well within an organisation.
Understanding the psychosocial risk profile allows businesses to address issues before they escalate, leading to better employee well-being, productivity, and overall commercial performance. It also helps to verify control effectiveness.
In some jurisdictions measuring psychosocial risk also ensures compliance with legal obligations and creates a healthier, more resilient workforce, ultimately reducing costs associated with absenteeism, burnout, and mental health claims.
What is the Psychosocial Risk Index?
The Psychosocial Risk Index (PRI) helps organisations understand their psychosocial risk profile by exploring the 13 most common psychosocial hazards and 4 workplace demands, providing the opportunity to prevent or mitigate risk.
This PRI identifies strengths (areas to maintain, capitalise and leverage) and areas for improvement (minimise, eliminate, manage) to reduce an organisation’s psychosocial risk and enhance the overall mental health and wellbeing of employees.
The PRI utilises data from the Copenhagen Psychosocial Questionnaire (COPSOQ) as mapped to four workplace domains and the thirteen most common psychosocial hazards across an organisation.
The COPSOQ is a comprehensive tool designed to assess psychosocial factors within the work environment and covers a wide range of factors that influence the wellbeing of employees in the workplace.
What is Psychosocial Risk?
Psychosocial risk refers to the potential for harm to a worker’s psychological and social wellbeing due to the conditions and demands of their work environment. These risks can affect mental health, leading to challenges such as stress, anxiety, depression, and burnout.
Psychosocial risks can vary depending on the nature of the work role, the organisational culture, and the work environment. While some psychosocial risks may be more prevalent in certain roles or industries, the factors contributing to these risks can be found across a wide range of settings.
The four workplace domains outline the primary workplace areas where the hazards are most likely to manifest.
- Role – this includes the psychosocial factors of workload demands, job control and role clarity
- Team – this includes the psychosocial factors of support, relationships and bullying & harassment
- Environment – this includes the psychosocial factors of physical environment, violence & aggression, exposure to trauma or traumatic materials and working in isolation
- Organisation – this includes rewards & recognition, organisational justice and change management.
What does the Psychosocial Risk index cover?
The PRI identifies strengths and areas for improvement to reduce an organisation’s psychosocial risk and enhance the overall mental health and wellbeing of employees across the following 13 most common psychosocial hazards.
The volume, pace and variation associated with work tasks within a role. Work demands also includes emotional demands, job satisfaction and meaningfulness of work.
The degree of influence, autonomy and security afforded to an employee
The degree of certainty or clarity regarding roles and responsibilities to ensure clear expectations.
The level of information, social and practical support provided by leaders and peers.
The quality of the conflict resolution process and overall degree of trust between leaders and employees.
How well does the organisation manage the amount of work people take on?
The presence of bullying incidents such as repeated mistreatment or intimidation, or sexual harassment such unwanted, offensive behaviour or comments that create a hostile work environment.
The way environmental factors (such as temperature or ventilation) workstations (such as ergonomics or lifting aids) and safety hazards (such a slip/trip/falls or fatigue) are designed and managed to reduce risk of harm.
Incidents of employees exposed to potentially traumatic events (such as witnessing aggression, injury, death etc.) or traumatic materials (such as court transcripts or incident reports).
The way in which remote work is managed and the impact on mental health of working in isolation.
The effectiveness of disseminating information regarding decisions or changes within the organisation.
The degree in which conflicts are resolved in a just manner and all employees treated fairly.
The possibilities of career growth through using existing skills and opportunities to development new skills. Acknowledgment and recognition of work completed.
How it works
Start with the end in mind (How will I use the data? Who will want to know about specific areas etc). Make a commitment to act on the results.
Communicate the PRI and why it is being done. This is key to engagement.
Login to your GSI portal and set up your organisation structure and upload your participants or create an anonymous link to complete via QR code or token.
Launch the PRI
Individuals can complete their survey from any device.
Once the survey closes, a comprehensive report with context written by mental health professionals will be immediately available to review and act upon.
Present the findings back, develop a wellbeing strategy to address findings.
Repeat your culture survey to monitor the effectiveness of change.
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