Presentation on theme: "Increasing workers wellbeing through management of psychosocial risks at work and workplace health promotion Strasbourg, 15 May 2012 Dr Malgorzata Milczarek."— Presentation transcript:
1Increasing workers wellbeing through management of psychosocial risks at work and workplace health promotionStrasbourg, 15 May 2012Dr Malgorzata MilczarekEuropean Agency for Safety and Health at Work
2EU-OSHAThe European Agency for Safety and Health at Work was established in 1996 in Bilbao to help improve working conditions in the European UnionEU-OSHA:identifies emerging risks (research)consolidates knowledge (reports)stimulates debate (seminars)collects and disseminatesgood practice informationorganises raising-awarenesscampaignsdevelops and disseminatespractical tools
3FOCAL POINTS EU Focal Points Candidate & Potential Candidate Countries EEA/EFTA Focal PointsCandidate & Potential Candidate Countries
4Management of psychosocial risks OverviewPrevalence and consequences of psychosocial risks at workManaging psychosocial risks, risk assessment and mental health promotionEU-OSHA projects and publications related to psychosocial risks (OiRA, HWC 12-15)Case study: Top on Job
5Management of psychosocial risks Work-related stress is one of the biggest health and safety challenges that we face in Europe.Stress is the second most reported work-related health problem. EU Labour Force Survey (2007):28% of workers reported that work negatively affects their mental well-being14% of workers who reported work-related health problems, experienced stress, depresion, or anxiety as the main problemThe number of people suffering from stress-related conditions caused or made worse by work is likely to increase
6Stress: definition and causes Management of psychosocial risksStress: definition and causesPeople experience stress when they perceive that there is an imbalance between the demands made of them and the resources they have available to cope with those demands.Although the experience of stress is psychological, stress also affects people’s physical health.
7Management of psychosocial risks Symptoms of work-related stressIndividual:Emotional: irritability, anxiety, sleep problems, depression, hypochondria, alienation, burnout, relationship problemsCognitive: difficulty in concentrating, remembering, learning new things, making decisionsBehavioural: abuse of drugs, alcohol, and tobaccoPhysiological: back problems, weakened immunity, peptic ulcers, heart problems, hypertension.
8Management of psychosocial risks Symptoms of work-related stressOrganisational:absenteeism, high staff turnover, poor time-keeping, disciplinary problems, harassment, reduced productivity, accidents, errors, and increased costs from compensation or health care.
9Management of psychosocial risks European Survey of Enterprises on New & Emerging Risks – Psychosocial Risks (ESENER)ESENER Survey asks managers and workers' representatives about how health and safety risks are managed at their workplace, with a particular focus on the work-related stress, violence and harassment.Computer-assisted telephone interviews (“CATI”)2 questionnaires31 countries: 36,000 interviews (2009)41 national versions of each questionnaire“Enterprises” = both public and private sectors
10How are psychosocial risks being managed? Main concerns and causesLevel of concern about stress, violence and bullying or harassment; what are the principal risk factors (e.g. time pressure, poor communication, job insecurity, etc.)?Measures takenAd-hoc or ‘reactive’ measures (e.g. training, change to work organisation, work area redesign, confidential support, changes to working time, conflict resolution)Procedures in placeMore formal or system based than ‘measures’, e.g. procedures to deal with stress, with violence or with bullying or harassment
11Level of concern about various health and safety issues % establishmentsViolence...(ESENER, 2009)
12Concern about work-related stress, harassment, or violence (ESENER, 2009) % establishmentsViolence...(ESENER, 2009)
13Prevalence of procedures to deal with work-related stress, harassment, or violence % establishments, EU27MMAs shown by other surveys, such as the European Working Conditions Survey, psychosocial risks are of greatest concern in the health and social work and education sectors.(ESENER, 2009)
14Concern about various psychosocial risk factors % establishmentsViolence...(ESENER, 2009)
15Main difficulties in dealing with health and safety and with psychosocial risks % establishments, EU-27MM172 & MM301 – Compared with OSH management, psychosocial risks are especially problematic because of the sensitivity of the issue, a lack of awareness and a lack of expertise.(ESENER, 2009)
16Managing psychosocial risks Employers have an obligation to manage work-related stress, through the Framework Directive 89/391/EEC.Framework agreement on work-related stress (2004)Framework agreement on harassment and violence at work (2007)increasing the awareness and understanding of employers, workers and their representatives of work-related stress, workplace harassment and violence,providing employers, workers and their representatives at all levels with an action-oriented framework to identify, prevent and manage problems of work-related stress, harassment and violence at work.
17Managing psychosocial risks The key to manage psychosocial risks and prevent work-related stress lies with the organisation and management of work.Risk assessment for psychosocial risks involves the same basic principles and processes as for other workplace hazardsIncluding workers and their representatives in the process is crucial to success.
18Risk Assessment – the 5 steps Evaluate andprioritise the risk(who may be harmed and how)Decide onpreventive actionsTake action!Monitor andreview the situationIdentify the hazardsand those at riskIdentify the hazards and those at riskEvaluate and prioritise the risksDecide on preventive actionsTake action!Monitor and review the situationA hazard can be anything that could cause harm, whether work materials, equipment, work methods or practicesA risk is the chance, high or low, that somebody may be harmed by a hazard.Look at everyone, including:Part time workersShift workersTemporary workersConsider special / vulnerable groupsWomen (the biggest minority group!)Workers with disabilitiesWhere there may be a problem:What action is already being taken?Is it enough?What more needs to be done?Write down the findings, share the information with workersReview what has been done and check that the situation has not changedRisk Assessment is -the basis for successful safety and health managementa systematic examination of all aspects of work that considers:what could cause injury or harmwhether the hazards can be eliminated and, if not,what preventive or protective measures need to be in place to control the risks.Risk assessment step by stepRisk assessment is a structured approach to preventionWhen we talk of risk assessment, we mean the full occupational safety and health management process of:Hazard Identification + Risk AssessmentPriority setting and implementationMonitoring and reviewThink about it, do it, and check it!At all time involving the workers!The legal basisGeneral Legislation exists in the Member States to address the issue of WRS – from Directive 89/391 (the “framework directive”). Directive 89/391 (Framework Directive) provides a general structure for risk prevention that includes the protection of workers from psychosocial risksThere MAY be specific national legislation relating to these issues in your Member StateLaw derived from other directives may be relevant (e.g. workplace, pregnant workers)Council Directive 89/391/EEC of 12 June 1989, on the introduction of measures to encourage improvements in the safety and health of workers at work, is sometimes referred to as the “framework directive”. This directive, transposed into law in all Member States, has a number of key requirements.Employers must assess all the risks to workers’ health and safety. In the light of the results obtained from this assessment, employers must take any measures needed to prevent occupational risks.Every employer to ensure the health and safety of workers in every aspect related to the work.Employees are entitled to be consulted by their employer.Workers are entitled to receive adequate and specialised training in matters relating to health and safety.In a situation of serious and immediate danger which cannot be averted workers may stop work and leave their workplace.Employees are also responsible for cooperation on OSH issues and compliance with such measures.Action against WRS should consist of:Aiming to prevent WRSAssessing the risks of WRSTaking action to prevent the harmHaving systems in place to deal with occurrences of WRS related issuesThe European directives that relate indirectly to stress in the education sector include:93/104/EEC concerning certain aspects of the organization of working time89/654/EEC concerning minimum safety and health requirements for the workplaceRelevant European Standards are:EN ISO : Ergonomic requirements for office work with visual display terminals. Keyboard requirementsEN ISO : Ergonomic requirements for office work with visual display terminals. Workstation layout and postural requirementsEN ISO : Ergonomic requirements for office work with visual display terminals. Requirements for non-keyboard input devices2004 framework agreement on work-related stress and just recently (April 2007) European employers and trade unions signed a framework agreement on harassment and violence at work which is of particular relevance for the education sector. (See).General Legislation exists in the Member States to address the issue of WRS – from Directive 89/391 (the “framework directive”)There MAY be specific national legislation relating to these issues in your StateLaw derived from other directives may be relevant (e.g. working time)Framework agreement on work-related stressEach workplace is different.Work practices and solutions to problems must be matched to particular situations.By taking appropriate action, workers can be kept safe.Employers are legally obliged to carry out regular Risk Assessments in the workplace.Consult the workers – both on the hazards and risks and on the proposed solutions
19Managing psychosocial risks Control: Low participation in decision making, lack of control over work methodsOrganisational culture & function: Poor communication, lack of definition of, organisational objectivesInterpersonal relationships at work: conflicts, lack of social supportRole in the organisation: role ambiguity, role conflictCareer development: career stagnation and uncertainty, job insecurityHome-work interface: conflicting demands of work and home
20Managing psychosocial risks Job content: lack of variety, under use of skills, dealing with difficult clients, patients, studentsWorkload & work pace: work overload or under load, machine pacing, time pressureWork schedule: shift working, night shifts, inflexible work schedules, unpredictable hours, long or unsociable hoursEnvironment & equipment: inadequate equipment availability, suitability or maintenance, lack of space, poor lighting, excessive noiseOrganisational and individual symptoms of stress
21Managing psychosocial risks OiRA (Online interactive Risk Assessment)Psychosocial modulThe OiRA psychosocial module will be addressed to the partners/intermediaries developing sectoral OiRA toolsSimple, concrete, practical tool for SMERisk assessment and examples of practical solutions
22Workplace Health Promotion Workplace Health Promotion (WHP) is the combined efforts of employers, employees, and society to improve the health and wellbeing of people at work*WHP supports and does not replace workplace risk managementEmployers are not responsible for worker’s lifestyle decisions, but can encourage healthy behavioursWorkers can not be forced to change behaviours, but can be encouraged and supported to make healthy choicesWorkers’ participation throughout the process is essentialComprehensive interventions dealing with both organisational and individual level factors are required*ENWHP, Luxembourg Declaration on Workplace Health Promotion in the EU, 2007
23Workplace Health Promotion Project on mental health promotionPart of the EU-OSHA long-term project on workplace health promotion ( ) raising awareness and providing information materials for employers, workers and their representativesAn expert group consisting of EU Member States’ experts, representatives from the Commission, WHO, ILO and the European Network for Workplace Health Promotion (ENWHP) was establishedProductsEU link collectionE-Facts (Mental health promotion, Tobacco: health effects and creating a smoke-free working environment, Work-life balance)Reports (Mental health promotion in the workplace– A good practice report (2011))Cartoons
24Case study – prevention of alcohol and drugs “TOP ON JOB!”IntroductionAlcohol abuse and other addictions –not openly discussedBefore addiction occurAims: to prevent addiction in a companyDeveloping competences among young workers in alcohol and drug consumptionPersonality building (e.g. health awareness, communication skills, conflict handling, sense of responsibility)Implementation in the enterprises: “Peer-education”Tutor training: Fri-Sat, 4 modules, 60hr + courses on coaching and project monitoring. Aims: knowledge on alcohol addiction and prevention, enhancing self-awareness and social skillsContact point – advice and supportSupportive networks inside and outside of the companyResultsTutors – competent coaches, more responsible use of alcoholOrganisations involved: MAN Diesel SE, BS Miehle, BKK L Bayern.More information: “case studies”Germany,
25EU-OSHA European Campaigns Raising-awareness Campaign 2014 – 2015“Practical solutions for psychosocial risks”Work-related stress, violence, and harassment at work can be successfully managedPromoting tools and methods that have been developed over the last decade to manage work-related stress, violence and harassmentDisseminating good practice examples (at both national & EU level), including tools for workers’ representatives and line managers
26EU-OSHA resources SEP Stress SEP WHP SEP WHPFactsheets (e.g. Work-related stress; Practical advice for workers on tackling work-related stress and its causes; Prevention of violence to staff in the education sector)E-facts 31 (e.g. Managing psychosocial risks with cleaning workers; Prevention of work-related stress in the education sector)Reports (e.g. How to Tackle Psychosocial Issues and Reduce Work-related Stress; Psychosocial risk management; Drivers and barriers for psychosocial risk management)ESENER: mapping tool (www.esener.eu), printed publications
27Thank you for your attention! EU-OSHA:Malgorzata Milczarek: