Psychosocial hazards in the workplace

Flinders University takes the psychological and physical health and safety of our workers seriously and works hard to ensure that hazards are minimised as far as reasonably practicable. Please use the below link to report a psychosocial hazard.

Please note – This is NOT the University Grievance reporting mechanism. If you wish to report a Complaint or Grievance then please see complaints-management-grievance-resolution-framework.pdf or Section 15 of the Enterprise Agreement.

This report will be triaged to the appropriate business partner (People and Culture, Work Health and Safety or College/ Portfolio Management) depending on the nature of the report.  All information you provide is confidential.  Confidential in this context means the information will be treated sensitively and within the University privacy policy obligations.

We understand that this may be a sensitive matter and you may not wish to share your contact details. However, we will be unable to effectively make reasonable enquiries into the report if you remain anonymous.  If an investigation is required evidence will need to be provided to assist with the report enquiry.

Report psychosocial hazard

Bullying defines persistent or ongoing behaviours directed towards an individual or group that a reasonable person, having regard to the circumstances, would find offensive, intimidating, humiliating, or threatening and that potentially or actually affects health and well-being.

No bullying at Flinders - Flinders University Staff

Bullying Prevention and Management Guidelines (flinders.edu.au)

Sexual Harassment and Sexual Assault Prevention and Response Policy 

Report an incident of sexual harassment or sexual assault

Equal opportunity and diversity - Flinders University Staff

Equal opportunity information for supervisors - Flinders University Staff

Bullying | Safe Work Australia

Guide for preventing and responding to workplace bullying | Safe Work Australia

Dealing with workplace bullying - a worker's guide | Safe Work Australia

Workplace sexual harassment | Safe Work Australia

Workplace bullying: Violence, Harassment and Bullying Fact sheet | Australian Human Rights Commission

Workplace violence and aggression is when a person is abused, threatened or assaulted at the workplace or while they’re working.

Examples of violence may include:

·         biting, spitting, scratching, hitting, kicking

·         punching, pushing, shoving, tripping, grabbing

·         throwing objects

·         verbal threats

·         threatening someone with a weapon or armed robber

Managing Challenging Student Behaviours Guidelines

Workplace violence and aggression – advice for workers | Safe Work Australia

Workplace violence and aggression | Safe Work Australia

Violence SafeWork SA

Fatigue is more than feeling tired and drowsy. In a work context, fatigue is mental and/or physical exhaustion that reduces your ability to perform your work safely and effectively.

Driver and Vehicle Safety Procedures (flinders.edu.au)

The working environment - Flinders University Staff

Flexible employment - Flinders University Staff

Leave - Flinders University Staff

Fatigue-management-a-workers-guide.docx (live.com)

High work demands means high levels of physical, mental or emotional effort are needed to do the job.

Low work demands means sustained low levels of physical, mental or emotional effort are needed to do the job.

Work demands become a hazard when severe (e.g. very high), prolonged (e.g. long term), or frequent (e.g. happens often).

Workplace resilience/ mental fitness (flinders.edu.au)

Enterprise Agreement 2023 - 2026 (flinders.edu.au) Part 10 Hours of work and Part 13 Hours of work Academic workloads

Lack of role clarity is when staff aren’t clear on their job, responsibilities or what is expected. This may happen when they aren’t given the right information or things keep changing.

Low job control means workers have little control or say over the work. This includes over how or when the job is done.

Lack of role clarity or job control becomes a hazard when it is severe (e.g. very little clarity), prolonged (e.g. long term) or frequent (e.g. happens often).

Lack of role clarity

Low job control

Poor change management can lead to psychological injures and other adverse health outcomes, as well as reduced productivity. These changes may include, but are not limited to, changing workload and work hours, the nature of work, the work environment, or support and supervision.

Workers are more likely to embrace change when it is supported by consultation and effective communication, and this can improve health and productivity.

Change Management Framework (flinders.edu.au)

Each overseas trip has its own psychosocial and physical hazards and risks. The University needs to take reasonably practicable steps to address the health and safety risks of managing overseas travel.

International travel - Flinders University Staff

Isolated work is working alone or away from the assistance of other persons because of the location, time or nature of the work.

Remote work is working in environments where there are long travel times, poor access to resources, or communications are limited and difficult.

Field trips - Flinders University Staff

Remote or isolated work

A traumatic event such as a serious accident, a death or physical assault at work is a psychosocial hazard.

Employee assistance program - Flinders University Staff