In the world of workplace health and safety, terms like “psychosocial hazards” and “psychosocial risks” often crop up, and are sometimes used interchangeably. Frankly, it can be a tad confusing. However, while they are related, in my view they aren’t the same. Let’s have a closer look to understand why I think they should be viewed as distinct concepts.

Defining the Terms

Psychosocial Hazards: According to Queensland’s Managing the Risk of Psychosocial Hazards at Work Code of Practice (the Code), a psychosocial hazard arises from, or relates to:

• the design or management of work
• a work environment
• plant at a workplace, and/or
• workplace interactions and behaviors that may cause psychological harm.

In severe cases, exposure to psychosocial hazards can lead to serious outcomes, including death by suicide. Examples include high job demands, low job control, inadequate support from supervisors or colleagues, workplace violence, and bullying.

Psychosocial Risks: This refers to the likelihood that employees exposed to psychosocial hazards will experience “harm”. That is, adverse effects on their mental, emotional, and/or physical health. Psychosocial risk is influenced by the number and intensity of psychosocial hazards present in the workplace. But it’s also influenced by individual factors like coping strategies and level of experience. The impacts of psychosocial risk can include stress, anxiety, depression and burnout. It can also lead to physical health problems like musculoskeletal disorders and cardiovascular diseases.

Distinguishing Between the Two

So psychosocial hazards represent potential sources of harm within the work environment. While psychosocial risks reflect the probability of harm occurring as a result of exposure to these hazards. In simpler terms, hazards are the conditions or factors that have the capacity to cause harm, while risks assess the likelihood and severity of that harm actually occurring.

Examples

To illustrate, let’s consider two scenarios involving the psychosocial hazard of work-related violence:

• Manufacturing Business: Admin staff at a manufacturing business occasionally deal with angry customers over the phone. They are experienced and have clear processes for escalating issues to a manager. Here, the hazard is present, but the risk of harm is lower due to infrequent exposure, less intense interactions (over the phone), and effective escalation processes.
• Supermarket: Sales assistants at a busy supermarket face customer aggression weekly, often in person, with potential for physical violence. Many workers are young and inexperienced. In this scenario, the risk is higher due to frequent, intense exposure and potentially delayed assistance.

Why It Matters

Recognizing the difference between psychosocial hazards and psychosocial risks is helpful for effectively managing workplace well-being and fostering a healthy organisational culture. Knowing the hazards allows organisations to take action to eliminate them where possible. But hazards can’t always be eliminated. And they don’t always mean harm. Understanding risks through comprehensive risk assessments means that workplaces can tailor interventions to those hazards that are causing the most harm. By prioritizing areas with higher risks, organisations can focus on interventions that yield the greatest benefits in terms of employee well-being, job satisfaction, productivity, and retention.

Conclusion

In summary, while psychosocial hazards represent potential threats to employee well-being within the workplace, psychosocial risks assess the likelihood and severity of harm resulting from exposure to these hazards. By differentiating between the two and taking proactive measures to address psychosocial hazards, organizations can effectively manage psychosocial risks and create healthier, more supportive work environments conducive to employee flourishing and organisational success.

Ready to enhance your workplace safety and well-being? Contact us today to learn how Head Strong’s consultancy services can help you effectively manage psychosocial risks and create a healthier, more productive work environment.