PH&S-ISO 45003 - IOSH

Psychological Health and Safety in the Workplace: Implementing the ISO 45003

Ms. Tina BalachandranIndependent Consultant Psychologist

Clinical | Organizational | Aviation

Increasing Workplace Mental Health Awareness though Dialogue

IOSH, Qatar Branch, 16 June 2021

Disclaimer

Ms. Tina Balachandran. Independent Consultant Psychologist. Clinical | Organizational | Aviation 2

Licensed Clinical Psychologist, in Private Practice, in Qatar

Independent Consultant Psychologist providing systemic workplace solutions to create healthy, safe, and resilient organizations

Why are we here?

• Recognize the need for PH&S at work

• Review the structure of ISO 45003• Reflect on the readiness to

implement ISO 45003• Discuss approaches to

implementation• Discuss the call for action



Understanding the different terminologies

HAZARD = ELEMENTS THAT CAUSE HARM

RISK = THE POTENTIAL OF A HAZARD TO

CAUSE HARM

a workplace that promotes workers’ psychological well-being and actively works to prevent harm to worker psychological health, including in negligent, reckless or intentional ways - National Standard of Canada for PH&S in the Workplace

state of well-being in which every individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to contribute to her or his community - WHO

MENTAL HEALTH

PSYCHOLOGICALLY HEALTHY & SAFE

WORKPLACE

Psychological Health & Safety (PH&S)

WELL-BEING AT WORK

fulfillment of the physical, mental and cognitive needs and expectations of a worker related to their work – ISO 45003


Employee Mental Health is a shared responsibility

StressBurnoutAnxietyDepression

ProductivitySafetyWorkplace MoraleFinancial

Workplace Impact

Psychosocial hazards relates to: - How work is organized- Social factors at work- Aspects of work environment- Equipment and hazardous tasks

Individual factors (vulnerability)- Biological Predisposition- Personal support- Capabilities- Resilience

Optimization of mental health in the workplace is based on three key elements

Tina Balachandran. Independent Consultant Psychologist. Clinical | Organizational | Aviation 6

1. Employers reduce work-related risk factors, thereby preventing harm to mental health

2. Employers promote mental health through positive aspects of work and enhancing the strengths of employees

3. Mental health problems are managed effectively whatever their cause

Source: as cited in Balachandran, T., Bohan, P. JJ, Haddad, P. M., & Castillo, B. (2020). Workplace Mental Health. In A. Haque, L.L. Gilstrap, & S. Ghuloum (Eds.), Mental Health in Qatar: Challenges and Prospects. Cambridge Scholars Publishing


Need for Psychological PPE

• Improved employee engagement• Improved sustainability• Improved health and well-being


a new global standard that provides practical process and guidance towards best practices for managing psychological health within the work environment

- It is within the OHSMS- Provides guidance on hazards and risk

controls- Talks about the scope, normative

references, terms and definitions, and standards

CLAUSES 4 – 10 cover the requirements of the ISO 45003 standard

ISO 45003 Clause 4-7


4. Context

4.1 Understanding the org & its

context

4.2 Understanding the needs &

expectations of workers

4.3 Determining the scope of the

OHSMS

4.4. OHS management

system

5. Leadership

5.1 Leadership & commitment

5.2 OHS policy

5.3 Org roles, responsibilities

5.4 Consultation & participation

of workers

6. Planning

6.1 Actions to address risks & opportunities

6.2 OHS objectives & planning to achieve them

7. Support

7.1 Support

7.2 Competence

7.3 Awareness

7.4 Communication

7.5 Documented Information

ISO 45003 Clause 8-10


8. Operations

8.1 Operational planning & control

8.2 Emergency preparedness & response

9. Performance Evaluation

9.1 Monitoring, measurement, analysis & performance evaluation

9.2 Internal audit

9.3 Management review

10. Improvement

10.1 General (effectiveness of

improvement actions)

10.2 Incident, nonconformity & corrective action

10.3 Continual improvement


• What?• How?PLAN

• ImplementDO

• Confirm• Monitor

CHECK

• ImproveACT

Clauses 4 - 7

Clause 8

Clause 9

Clause 10

Aligning and Implementing

Document actions taken or planned to control risks

Is ‘mental health’ a workplace injury under Qatar law?


The Mental Health Law (Law No. 16 of 2016) - address the rights of citizens and residents in relation to their mental health treatment.Under the Mental Health Law:

Mental Health is defined as "a state of mental and social wellbeing where the person can make achievements depending on his personal capabilities, and be able to handle the normal stresses of life and can work productively to make a contribution to the community”

Psychological Mental Disorder is defined as "any disorder of psychological or mental functions that may hinder the person's adaptation with his social environment, other than those who have behavioral disorders only”

Mental Capacity is defined as "the patient's ability to understand and realize the procedures and information provided to him and to take a sound decision accordingly".

Is ‘mental health’ a workplace injury under Qatar law?


Article 100 of the Labour Law states that "The employer shall take all precautionary measures for protecting the workers during the work from any injury or sickness that may result from the work performed in his establishment or from any accident, defect or breakdown in the machinery and equipment therein or from fire"

Article 125 of Human Resources Law, which applies to civil servants and government related agencies, states that "death caused by overwork or stress and fatigue shall be considered a work-related injury, provided that it is proved by a medical report issued by a competent medical authority" and "in the case of death or total…or partial disability, the employee or his/her heirs shall be entitled to compensation for the work-related injury".

The definition of work injury under the Qatar Labour Law (Law No. 14/2004 on the Promulgation of the Labour Law) is "suffering by the worker from any of the occupational diseases listed in schedule No (1) to this law or any injury resulting from an accident happening to the worker during the performance of his work [...]"

Are we ready for the ISO 45003?


• What?• How?PLAN

• ImplementDO

• Confirm• Monitor

CHECK

• ImproveACT

• Why would you want to implement this?

• What are the current psychological risks in your workplace?

• What components are you implementing?

• How will you communicate this across the organization?

PREVENT HARM

PROMOTE HEALTH


Quick Pulse Check


Survey Findings

6 questions- Control and Reward- Demand and Effort- Fairness and Respect- Supervisory Support


Initial Scan Results average risk of mental injurybetter than 50:50 chance of mental health promotion

Stress Satisfaction Offset Score

Stress Satisfaction Index

provides information on how employees perceive the basic conditions of their work in terms of demand, control, effort and reward

the effect of two important mediators (Fairness and Supervisor Support) on the basic score

Ref: Guarding Minds at Work. Gilbert, Bilsker, Shain & Samra, 2018.

How can we get ready for a Psychologically Healthy Workplace?


Organizational Review and

Survey

Identify Psychosocial Risks at Work

Psychosocial Risk

Management

Training and Development

“ISO 45003 can be a driving force for the effective management of psychological health & safety in the workplace” - Dr Carlo Caponecchia, UNSW, Sydney

Resiliency across physical and

psychological well-being factors

Bridge the Gap through an integrated systemic

approach

Positive Workplace Environment

Systemic Approach to Workplace Well-being

Ms. Tina Balachandran. Independent Consultant Psychologist. Clinical | Organizational | Aviation

Regulatory Level

Organizational Level

Group Level

Individual Level

Positive Workplace Environment

Positive Leadership Practices

Mental Fitness

Practices

Resiliency Practices

Well-being Engagement Performance

Well-beingPhysical

Psychological

Social

Emotional

Financial

Whole-person approach to well-being

Whole-system approach to Organizational Health

and Well-being

LanguishingNeither

languishing or flourishing

Flourishing


• Mental Health is a shared responsibility. We cannot ignore workplace mental health and well-being. It needs to be a part of health and safety policy.

• There is no one size fits all approach. But there are various ways to assess and reduce risks to create a healthy and safe workplace environment.

• ISO 45003 provides practical guidance on managing psychological health at work.• The Plan-Do-Check-Act (PDCA) approach can be used to guide and create a starting

point for implementing the ISO 45003.• We need an integrated approach to protect mental health by reducing work–related

risk factors; promote mental health by developing the positive aspects of work as well as worker strengths and positive capacities; and address mental health problems among employees regardless of the cause.

As we reflect

What would you like to change?? Where can YOU start?


Build a case to support the need for PH&S

standards

Conduct a Mental Health Workplace

Audit

Train Managers on Mental Health Support

Provide mental health training and resources

for employees

Create access to mental health support, treatment, and return

to work

Call for Action

www.45003.org


ISO 45003 Foundations Course

http://www.45003.org/

Questions?Its OK to talk. Together we create Flourishing Minds.

[email protected]

@Engage2Flourish

@Engage2Flourish

Email: [email protected]

📲 +974 5029 2166

www.45003.orgISO 45003 Foundations Course

mailto:[email protected]

mailto:[email protected]

http://www.45003.org/

Documents

PH&S-ISO 45003 - IOSH