DEMIRS Grants for the WA Mining Industry

Psychosocial Risk Management

Capability Enhancement Programs

FIFO Focus, in partnership with the Australian Institute of Health and Safety (AIHS), are proud recipients of the DEMIRS Mentally Healthy Workplace Grant to deliver our Psychosocial Risk Management Capability Enhancement Programs for the WA mining industry, under a subsidised arrangement.  The new WHS Act (2020) elevates psychological health placing a legal obligation on employers to ensure that working environments are safe from psychosocial hazards.

What is a Psychosocial Hazard?

Psychosocial hazards are related to psychological and social conditions of the workplace, not just physical conditions which can harm workers’ health and compromise wellbeing. They result from the way work is designed, organized and managed which increases the risk of work-related stress, anxiety, depression or other mental health concerns. In turn, these factors can lead to either psychological or physical harm – or both.

Causes of Psychosocial Hazards

Psychosocial hazards can result from many risk factors such as, but not limited to, poor supervisor support, excessive job demands, poor organisational management, poor organisational justice, low recognition or reward, lack of role clarity, poor workplace relationships, remote or isolated work or traumatic events.

Consequences of Psychosocial Hazards

Exposure to psychosocial hazards has a strong correlation to mental health concerns such as stress, burnout, depression and anxiety, and can have both economic and social consequences. Left unaddressed, besides psychological harm, they can also affect worker performance, productivity, even profit.

Psychosocial Hazards can occur anywhere

Some hazards might always be present at work, while others occur occasionally.  A change in personnel, management, organisational structure, location, processes, procedures or targets can lead to new and different psychosocial hazards. There is a greater risk of work-related stress when psychosocial hazards combine and act together. Causes may be specific to an employee, work or workplace. Consequently, employers should not consider hazards in isolation.

Psychosocial Hazards may be invisible

You can’t address psychosocial hazards and risks unless you know what, and where, they may be. Employers and their people need to know how to recognise, identify, risk assess and prioritise them. Only then can appropriate action be taken to mitigate and control their impact. This requires specialised skills.

FIFO Focus provides Psychosocial Risk Management: Capability Enhancement Programs to address this issue directly with WA mining companies. Not only will you understand legislation, the Program equips you to meet DEMIRS compliance requirements, and develop skills to minimise harm, improve performance and increase productivity.

The comprehensive, four-day, AIHS endorsed program is aimed at understanding psychosocial hazards, identifying and recognising them, analysing risk, and developing strategies to mitigate, control and measure the impact.

The course adopts an action learning methodology. Participants will learn through practical application of skills within their organisation, supported by an informal peer support network.

AIHS members receive 24 CPD points at the completion of this program.

The program spans approximately 3-4 months where participants are required to attend two days face-to-face, then conduct hazards identification and risk assessments between days 3 and 4, scheduled between six to seven weeks apart. 

Who should attend the program: 

• Health and safety practitioners and professionals
• People and culture/human resources professionals
• Health and safety representatives 
• Leaders who are committed to creating psychologically healthy workplaces. 
• People involved in the identification and management of psychosocial hazards

Specialist Trauma Training

RESPONSE, INVESTIGATION AND MANAGEMENT OF SEXUAL HARASSMENT IN THE WORKPLACE PROGRAM

FIFO Focus, in partnership with the WHS Foundation, are proud recipients of the DEMIRS Grant to provide specialist training courses as part of the MARS program supporting initiatives to improve culture and respect in the mining industry.

There will be heavily DEMIRS-subsidised courses titled “Response Investigation and Management of Sexual Harassment in the Workplace” for the WA mining industry.

BACKGROUND

The first response and/or conduct of investigations into significant incidents, grievances or complaints, are usually conducted in-house by peer supporters, medics, representatives, health and safety, human resources personnel and/or leaders.  Although some personnel are usually trained in general investigative processes, there is a lack of training specifically focusing on responding to, investigating and managing sexually based incidents with a trauma-informed approach.

A lack of understanding and either inaction, or the incorrect or wrong action, by response and investigation personnel, can lead to re-traumatisation and the erosion of individual and organisational rights and natural justice, the contamination of or loss of evidence, a failure to collect and preserve relevant information and evidence, breaches of confidentiality, and breaches of relevant employment, work health and safety, and discrimination laws.   

This two-level program provides a progressive build of skills in response, investigation, and management of sexual harassment in the workplace. The two levels of courses are intended to provide the following:

Level 1 – Support and Trauma Informed Considerations.

This course focuses on the ‘first do no harm’ philosophy in providing person-centred, initial support and minimising further harm or re-traumatisation when supporting or responding to sexual harassment incidents.

Level 2 – Reporting, Investigation & Dealing with Authorities. 

This course focuses on the ‘natural justice’ philosophy in providing legal informed response, reporting, investigation and management of sexual harassment incidents, balanced with the trauma-informed considerations from the Level 1 course.   

LEARNING OUTCOMES:

Through reflective learning, peer support & practical application, participants will:

• Understand how trauma can impact sexual harassment investigations & the risks to people’s wellbeing in a sexual harassment investigation
• Understand & be able to apply trauma informed considerations to manage risks
• Be competent in arranging & conducting interviews in a trauma-informed fashion
• Recognise & apply the relevant legal obligations of the organisation relating to reporting & responding
• Understand protection of the relevant legal rights of individuals & organisations, & preservation of potential evidence
• Be able to provide a set of referral options when assisting those presenting with trauma indicators
• Understand & be able to provide effective follow-up & communication regarding the communication with stakeholders

NATIONALLY RECOGNISED TRAINING

At the completion of the course, participants will have the option to complete assessments for the following units of competency:

• CHCCC019 Recognise & Respond to Crisis Situations
• CHCCC009 Facilitate Responsible Behaviour
• PUARCV001 Provide Psychological First Aid
• BSBWHS412 Assist with Workplace Compliance with WHS Laws
• BSBWHS416 Contribute to Workplace Incident Response
• CPPINV3030 Conduct Factual Investigations