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Mentally healthy workplaces
Safety in Action Conference
Sydney 3rd September
Andrew Morgan | Comcare

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National trends in mental stress in the workplace
> Mental stress claims are the most expensive form of
workers’ compensation claims
> Workplace bullying and other harassment have the
highest medium lost time of all mental stress claims
> Women more likely to claim for injury/illness as a
results of work-related harassment and or bullying
> Occupation types: Advanced clerical and service
workers, and general clerks.
Source: The Incidence of Accepted Workers’ Compensation Claims for mental Stress in
Australia – Safe Work Australia, April 2013.

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This is our workplace community

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Comcare
> Administer the Work Health Safety Act 2011 (Cth) and the
Safety and Rehabilitation Compensation Act 1988 (Cth).
> Partner with workers, employers and unions to keep workers
healthy and safe at work, and if workers are injured to facilitate
RTW safely
> WHS law requires employers to manage risks arising from both
the physical and the psychosocial work hazards

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Resilient workplaces

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THE TIPPING POINT: We need to do more

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WORK CAN HARM OUR HEALTH
Too many people are harmed at work

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Promoting the ability to work
> Work on all the elements that build health, well being and work
capacity across a working life
> Focus on physical and psycho-social work environments
> Promote mental health and wellbeing at work.
‘Improving job quality can significantly improve mental health
and lead to a more productive workforce.’
Dr Peter Butterworth, ANU Centre for Mental Health Research

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What’s important
> Promote a positive workplace culture
> Identify and call behaviours
> Manage stressors
> Have effective people and performance management
> Look at the team environment

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1. Leadership and culture
> Define a workplace culture
> Seek senior management commitment
> Line managers are key
> Flexible workplaces
> Recognising the ability of people to work

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2. Participation and trust
> Consultation is key
> Data is not enough to understand if there is a problem
> Use practical methods to engage with your workers
> Do your workers know they have been heard?

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3. Confidence and capability
> Training is only one part
> Move beyond awareness of bullying to holistic framework
> An active approach will increase trust and early resolution
> Place within a broader framework

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4. Systems and processes
Success has much to do with the way workplaces are designed,
the way polices and culture affect workplace safety and the
employer’s response to injury or illness
> Promote worker mental health and wellbeing
> Prevent risks arising from the psychosocial environment
> Promote ability to work
> Support for injury workers and suitable return to workplace
> Inclusive supportive culture

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ORGANISATIONAL HEALTH
Impact on service delivery and outcomes
Getting it right means…
> High levels of engagement, job satisfaction and commitment
> Less workplace harm and fewer claims
> Faster recovery and return to work if people are harmed
> Lower premiums and reduced costs
> Leaders are focused on value creation
> High quality service delivery, effectiveness and efficiency
> A good reputation and value proposition as an employer.

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THE REASON WE’RE HERE