New work health and safety regulations require Australian businesses to manage risks surrounding both physical and psychological wellbeing of staff - with the onus on managers to monitor and control risky behaviours.
In summarising the legislation, Flinders University workplace health and safety expert Dr Valerie O'Keeffe and organisational psychologist Dr Sara Howard joined other experts in compiling a report on the legislative requirements and practical prevention strategies aimed at reducing the risk of incivility, bullying, harassment, discrimination and violence.
The authors of a recent report on such harmful behaviours in the workplace warn that incivility or rudeness often act as an "early warning sign" of uncontrolled psychosocial hazards which can become "contagious" and escalate into bullying and even violence.
Left unmanaged, these kinds of behaviours will lower worker morale and undermine productivity along the way, says Dr O'Keeffe, Senior Research Fellow (Human Factors) at Flinders University's College of Business, Government and Law.
"Our workplaces operate in challenging and uncertain times, meaning workers have to grapple with many pressures," she says.
"Harmful behaviours can arise between people at work, and have become widespread and destructive in workplaces through eroding organisational culture and safety.
"Harmful behaviours vary in intensity, duration, and frequency and initiators may be a manager, supervisor, colleague, customer, consumer of a service, or an opportunist external to the workplace seeking gain or revenge."
The updated WHS legislation, led by Safe Work Australia, now requires Australian businesses to manage the risk of these behaviours (broadly referred to as psychosocial hazards) by creating safe physical and psychological environments.
It is not just an individual problem that arises from "bad apples" in the workplace, says Dr O'Keeffe.
"Harmful behaviours arise from organisational factors and are an organisational problem requiring an organisational response, led and supported by senior management.
"Managers should intervene early to control it at the source by counselling workers involved, addressing factors contributing to the conflict and modelling appropriate values that should be part of a policy promoting respectful behaviours.
"Safe organisations are productive and successful organisations, with safe workers being more productive and motivated, contributing to organisational growth and effectiveness.
"Respectful working cultures are established through promoting supportive management styles, designing effective organisational structures and practices and positive working relationships."
The Black Dog Institute and Mindarama supported the webinar. Listen to the recording.
