The guidelines provide a framework to create a workplace which is psychologically safe and healthy.
Ensuring safety is a prerequisite to the promotion of health.
A psychologically safe and healthy workplace is one where:
leaders:
- Protect and promote the psychological well-being of all staff
- actively work to prevent harm to psychological health due to negligent, reckless or intentional acts.
all staff:
- feel confident that it is ‘safe’ to speak up
- and that neither management nor members of their team/colleagues will embarrass, reject or punish someone for speaking up.
The Guidelines :
- Focus on the prevention of harm
- Focus on the CAUSES of workplace stress
- Are evidence based
Shain M. (2010) Tracking the perfect legal storm: Converging systems create mounting pressure to create the psychologically safe workplace
https://www.workplacestrategiesformentalhealth.com/pdf/perfect_legal_en.pdf
Shain M. (2010) The Shain Reports on Psychological Safety in the Workplace – A Summary Prepared for the Mental Health Commission of Canada
https://www.mentalhealthcommission.ca/sites/default/files/Workforce_Psychological_Safety_in_the_Workplace_ENG_0_1.pdf
Shain M. (2011) the Road to Psychological Safety : Legal, scientific and social foundations for a national standard for psychological safety in the workplace
https://www.mentalhealthcommission.ca/SiteCollectionDocuments/Workforce_2011/T he_Road_to_Psychological_Safety.pdf -
Are adapted for legal profession from the National Standard Canada: Psychological health and safety in the workplace
CAN/CSA-Z1003-13/BNQ 9700-803/2013 National Standard of Canada : Psychological health and safety in the workplace — Prevention, promotion, and guidance to staged implementation
https://www.csagroup.org/documents/codes-and-standards/publications/CAN_CSA-Z1003-13_BNQ_9700-803_2013_EN.pdf - Provide a framework for creating a psychologically safe and healthy workplace
- are simply good management
- Are NOT a mental health program
WHY the guidelines?
Healthy people think better and make better decisions
1. Is there really a problem?
Statistics:
- 33% of lawyers and 20% of barristers suffer disability and distress due to depression; they do not seek help and self medicate with alcohol.
- Alcohol abuse in legal profession is extremely concerning
- High rate of suicide and suicidal ideation among lawyers
- Law students and young lawyers most vulnerable
- 80% of disciplinary matters involving lawyers have an underlying mental health issue
What is it about the workplace?
Evidence:
-
Lawyers identified a set of avoidable workplace stressors
Kelk N. Luscombe G. Medlow S. Hickie I. (2009) Courting the Blues: Attitudes towards depression in Australian law students and lawyers
https://www.cald.asn.au/docs/Law%20Report%20Website%20version%204%20May%2009.pdf -
Workplace stress can be reduced but requires primary, secondary and tertiary interventions to be implemented together: prevention, addressing symptoms and accessing treatment.
LaMontagne A. and Keegel T. (2012) Reducing Stress in the Workplace
https://www.iepcp.org.au/sites/default/files/6.%20Reducing%20stress%20in%20the%20workplace.pdf -
Workplace culture and 13 workplace factors impact psychological safety
Shain M. (2011) the Road to Psychological Safety : Legal, scientific and social foundations for a national standard for psychological safety in the workplace
https://www.mentalhealthcommission.ca/SiteCollectionDocuments/Workforce_2011/T he_Road_to_Psychological_Safety.pdf - These factors are basic human needs that when unmet can become risk factors for psychological distress
Vezina M. (2013) Meeting fundamental human needs is vital to promote psychological health in the workplace
https://www.qualaxia.org/download/pub/Quintessence-V05N01-en.pdf
DO NOTHING?
Increases:
- liability
- risk
- staff turnover
- presenteeisim
- complaints
- bullying & harassment
- insurance premiums
- costly claims
LOWERS
- staff engagement
- productivity
- staff retention
- discretionary behaviour
- profit
Healthy people think better and make better decisions:
- good for people
- good for business
- good for mental health
- WIN WIN for all
Healthy People:
- are more productive and efficient
- make fewer errors
- engage in discretionary and pro- social behaviour-less bullying, harassment
- reduce costs- less turnover, recruitment, insurance premiums, stress leave, claims
- retain -corporate knowledge, expertise and experience
- reduce stress to managers
Healthy people:
have new ideas
- are able to adapt to changes
- are the KEY to innovation
The TJMF Guidelines:
- are 13 workplace (psychosocial) factors
- create a workplace where ALL staff feel….
- Organisational culture: there is trust honesty and fairness
- Psychological and social support: supported and able to get help when needed
- Clear leadership and expectations: they know what to do in their work as well as how their efforts contribute to the overall goals of the organisation.
- Civility and respect: they are treated with respect and courtesy
- Psychological competencies and requirements: they have a good job fit
- Growth and development: they are encouraged and supported to develop personally and professionally
- Recognition and reward: they are acknowledged appropriately in a timely manner and appreciated appropriately for the work they do
- Good involvement and influence by staff: they are included in discussions about their work and are able to participate in how decisions are made.
- Workload management: they are given the time and resources necessary to complete their work successfully
- Engagement : their work is meaningful
- Balance: they have choices and opportunities for flexible working arrangements to accommodate their work, family and personal priorities.
- Psychological protection: it is safe to speak up and that appropriate action will be taken and protection provided
- Protection of physical safety: their physical safety is protected
AIM of the GUIDELINES is to:
- To prevent injury
- create a psychologically safe and healthy workplace
- provide a framework for change
- sustain ongoing improvement
What do I need to know about the guidelines?
- they are:
- voluntary- a choice
- a tool not a rule
- not one size fits all
- freely available
- downloadable on website www.tjmf.org.au
NB: Compliance is not required
There are no pre-requisites
Implementation support:
- overseas learning and experiences
- relevant research
- Implementation toolkit – ‘starting the conversation’
- Shared learning experiences
- Opportunities to share initiatives
What now?