PREVENTING STRESS IN THE WORKPLACE

Transcription

1 Occupational Health and Safety PREVENTING STRESS IN THE WORKPLACE 01/06/

2 AGENDA 01/06/

3 A simple method to assess your level of stress and plan accordingly to protect your health. 01/06/

4 DOLPHIN STRESS TEST Following is a picture of two dolphins. The dolphins appear normal when viewed by a stress-free person. This test is accurate enough to pick up even the mildest stress levels. 01/06/

5 DOLPHIN STRESS TEST The process is quite simple. If anything appears different about the dolphins (ignore the slight color differences) it is often an indication of potential stress related problems. Differences may also indicate the source of your stress. 01/06/

6 DOLPHIN STRESS TEST Sit upright in your chair. Face the screen head-on. Take a deep breathe and relax. When I advance to the next slide look directly at the picture. If there is anything out of the ordinary you should consider taking remedial action to protect your health 01/06/

7 01/06/

8 DEFINITION OF STRESS Stress is the body s physical, mental or emotional responses to external demands, outside forces or events. Workplace stress is the harmful physical, mental or emotional responses that result from conflict between high job demands and low control. 01/06/

9 HEALTHY STRESS Helps us rise to the occasion to accomplish goals. Once challenges are met we are satisfied and happy. Stress goes and is over, body relaxes. Example? 01/06/

10 TOXIC STRESS The demand or threat does not stop. The stress stays and there is no way of dealing with it. Stress builds up and is not eliminated. Body unable to relax. What are some examples of toxic stress in your workplace? 01/06/

11 Most Significant Health and Safety Concerns Lack of or inadequate training Downsizing/Understaffing Production Pressures/Speed-up Equipment not being maintained or repaired Discipline for Injuries and Safety/Employer blaming workers Increased Workloads/Intensification of work/job Combinations Ergonomic Hazards Heat Extended Hours/Days of Work Employer not addressing identified hazards 01/06/

12 01/06/

13 HEALTH EFFECTS OF STRESS Increased blood pressure Faster heart beat and respiration Decrease in immune and allergic response Increased cholesterol and fatty acids in blood Localized inflammation Faster blood clotting Increased production of blood sugars for energy Increased stomach acids 01/06/

14 Physical Health Effects Cardiovascular disease and Hypertension Sexual dysfunction Women = infertility, irregular cycles Men = erectile dysfunction Frequent colds Sleeplessness + fatigue Trouble concentrating Memory loss 01/06/

15 Behavioural overeating or loss of appetite, sleeping too much or too little, impatience, increased use of alcohol or drugs to relax, withdrawal overdoing activities, e.g., exercising, shopping, change in close family relationships, picking fights with others 01/06/

16 Psychosocial anxiety anger mood swings depression slowed thinking racing thoughts feelings of being trapped hopelessness 01/06/

17 Health is a state of physical, mental and social well-being, not merely an absence of disease and injury. Well being includes self-esteem, job satisfaction, a sense of control over your life and security. 01/06/

18 WHO IS MOST AT RISK? Women Single parents Younger adults People with lower levels of education and income People with high levels of duties and responsibilities. 01/06/

19 01/06/

20 HOW STRESSED ARE WE? 2 out of 3 Canadians are coping with moderate to high levels of stress in their daily lives. 40% of Canadian workers reported stress - related health problems. Costs to workplaces is in the billions. 01/06/

21 HOW STRESSED ARE WE? Canadian Mental Health Association reports: 15% of workers suffer from depression and anxiety. Workers who report stress are 30% more likely to have accidents. 40% of worker turnover is due to job stress. 01/06/

22 ABSENTEEISM The average absenteeism rate in Canada is 9.3 days per full-time employee. The estimated direct cost of absenteeism to the annual Canadian economy is $16.6 billion 01/06/

23 PRESENTEEISM Absenteeism s lesser known cousin, and stats are more difficult to find. Data shows presenteeism is 7-9 times the rate of absenteeism Presenteeism occurs when employees who are physically present are, due to a physical or emotional issues, distracted to the point of reduced productivity. Using a sports analogy they are the walking wounded or playing hurt 01/06/

24 Mental Health Is the capacity of each and all of us to feel, think and act in ways that enhance our ability to enjoy life and deal with the challenges we face. Is a positive sense of emotional and spiritual wellbeing that respects the importance of culture, equity, social justice, interconnections and personal dignity. 01/06/

25 Mental Illness Mental illness is a biopsychosocial condition that causes alterations in thinking, mood and behaviour and is associated with significant distress and impaired functioning. 01/06/

26 #1 500,000 Mental illness is the leading cause of disability and premature death in Canada Canadians unable to work in any given week because of mental illness 01/06/

27 WHAT IS THE ECONOMIC IMPACT? estimated cost per year of mental illness to the Canadian economy 01/06/

28 WORKPLACE CAUSES What are the causes or contributing factors of toxic stress in your workplace? 01/06/

29 Personal Safety factors Offensive behaviours Bullying/harassment Sexual harassment Organizational factors Extremely competitive environment Threat/actual act of violence Authoritarian style of management and supervision Threat of hazard exposure Physical Ergonomic Chemical Biological Organizational change which seems to happen all the time Staff shortages No clear codes of acceptable behaviour Excessive workloads and demands on workers No procedures for resolving problems and conflicts 01/06/

30 Something with the potential to cause an adverse health effect. Types: Chemical Physical Biological Ergonomic Psychosocial Hazards Types 01/06/

31 Bullying and Harassment Legislation 2012 the B.C. Legislature passed Bill 14, the Workers Compensation Amendment Act, Bill 14 amended section 5.1 of the Workers Compensation Act, changing coverage for psychological disorders caused by work. 01/06/

32 November 1, 2013 WorkSafeBC issued Occupational Health and Safety (OHS) policies on workplace bullying and harassment 01/06/

33 WHAT IS WORKPLACE BULLYING AND HARASSMENT? It includes any inappropriate conduct or comment towards a worker that the person knew, or should have known would cause that worker to be humiliated or intimidated. Can come from co-workers, supervisors, employers, external sources.. 01/06/

34 INTENTION Bullying and harassment do not have to be intentional to be against the law. This means that even if the person responsible for the action or comment did not mean it, it is still bullying and harassment according to the law. 01/06/

35 Examples of Bullying and Harassment Might Include; Verbal aggression or name-calling Vandalizing personal belongings Sabotaging work Spreading malicious rumours Humiliating initiation practices/hazing Personal attacks Aggressive/threatening gestures Cyber-bullying 01/06/

36 WHAT IS NOT BULLYING AND HARASSMENT? Excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment 01/06/

37 Reasonable Management Action, Including Decisions about: Job duties and work to be performed Workloads and deadlines Layoffs, transfers, promotions, and reorganizations Work instruction, supervision, or feedback Work evaluation Performance management Discipline, suspensions, or terminations 01/06/

38 Manager Supervisor Owner Co-worker Other In 30% of complaints a manager is alleged to be the bully In 18% of complaints a supervisor is alleged to be the bully In 15% of complaints an owner is alleged to be the bully In 27% of complaints a coworkers is alleged to be the bully The remaining 10% of the alleged bullies fall into the category of "other" which includes members of the public and workers from other organizations. 01/06/

39 The Policy Employers, workers and supervisor must not engage in bullying and harassment behavior Employers must develop policies, procedures and education to prevent Workers must report and management must investigate WCB enforces 01/06/

40 What are your rights? KNOW the hazards NO DISCRIMINATION Your Right to a Healthy & Safe Workplace PARTICIPATE in OHS REFUSE unsafe work 01/06/

41 Workers Compensation Act Section General Duties of the Employer Section General Duties of the Worker Section General Duties of the Supervisor 01/06/

42 WORKPLACE CONDUCT 4.25 Prohibition A person must not engage in any improper activity or behaviour at a workplace that might create or constitute a hazard to themselves or to any other person Investigation Improper activity or behaviour must be reported and investigated as required by Part 3 (Rights and Responsibilities). 01/06/

43 VIOLENCE IN THE WORKPLACE Workplace Violence Regulations: Section (CLC 20.1 & 20.2) 4.27 Definition "violence" means the attempted or actual exercise by a person, other than a worker, of any physical force so as to cause injury to a worker, and includes any threatening statement or behaviour which gives a worker reasonable cause to believe that he or she is at risk of injury. 01/06/

44 01/06/

45 Regulatory Highlights Chemical & Biological Agents Noise Vibration Radiation Temperature Ergonomics Indoor Air Quality Work Area Requirements Illumination Working Alone Workplace Conduct Violence in the Workplace Bullying and Harassment (policy) 01/06/

46 Regulatory Compliance to reduce stress Key areas to focus on for all workers: Chemical hazards WHMIS and exposure control plans Ergonomics Every employer must have a ergonomics program focused on designing work to suit workers Violence Every employer must have a violence prevention program to eliminate or minimize all workplace violence Stress identify factors in the workplace that contribute to toxic workplace stress 01/06/

47 01/06/

48 01/06/

49 01/06/

50 WHY A STANDARD? According to an Ipsos Reid survey released fall of 2012, 7 in 10 (71 per cent) of Canadian employees surveyed report some degree of concern with psychological health and safety in their workplace, including 14 per cent who disagreed that their workplace is psychologically healthy and safe 01/06/

51 THE NATIONAL STANDARD IS A VOLUNTARY PROGRAM Not enshrined in Law Not a regulation Provides guidelines and information 01/06/

52 THE 13 PSYCHOSOCIAL FACTORS The 13 Psychosocial Factors are areas of fundamental psychosocial risk. PF1 Psychological Support PF2 - Organizational Culture PF3 Clear leadership & Expectations PF4 Civility & Respect PF5 Psychological Competencies & Requirements PF6 Growth & Development PF7 Recognition & Reward PF8 Involvement & Influence PF9 Workload Management PF10 Engagement PF11 Balance PF12 Psychological Protection PF13 Protection of Physical Safety The factors are interrelated and influence one another. Positive or negative changes in one factor are likely to change other factors in a similar manner.. 01/06/

53 01/06/

54 Solutions What can each of these organizations do to contribute to reduce workplace stress. Government/agencies Employers Unions Joint Health and Safety Committee Individuals 01/06/

55 Government Worksafe inspections that include psychological hazards. Pass legislation to require employers to provide workers with work flexibility. Enforcement of workplace violence, working alone, ergonomic regulations. WCB to cover stress claims and to enforce the duty of employers to provide workers with a healthy workplace. 01/06/

56 Employers Implementing and complying with the OH&S Regulation Violence prevention program Ergonomics prevention program Noise and air quality Training and education programs Good job design: reasonably demanding, task variability, allow for decision making Support of management, good supervision Career development Reduce sudden changes in the workplace 01/06/

57 Joint OH&S Committee Identify physical and psychological hazards. Identify workers at risk. Evaluate the risks. Implement control measures. Monitor and review effectiveness of control measures. 01/06/

58 Union Collective bargaining to reorganize work to eliminate stress hazards, workload, staffing levels. Supporting the work of the OH&S Committee. Education for members regarding workplace stress. 01/06/

59 Individuals Using the right to refuse in unsafe stressful working conditions. Take your breaks. Report stress OH&S hazards to the employer and to the OH&S Committee. No free overtime. Ask for help: supervisor, co workers, EFAP. Become involved in your OH&S Committee. Have some fun at your workplace. Coping strategies. 01/06/

60 01/06/

61 WORKPLACE STRESS MANAGEMENT Psychosocial Hazards Demands Work Organization Work Values Work Relationship Work Life Balance Offensive Behaviours Warning Signs Quantitative demands (insufficient staff) Unreasonable Work pace Excessive emotional demands Insufficient influence (over work issues or tasks) Insufficient possibilities for Development at work Little meaning of work Lack of commitment to the workplace Little trust regarding management Insufficient justice and respect Unpredictability Little or no recognition Need for role clarity Poor quality of leadership Little or no social support from supervisor Insufficient job satisfaction Work family conflict Sexual harassment Threats of violence Physical violence Bullying 01/06/