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WPO Psychosocial Risk Screener

Psychosocial Hazards to Consider 

The WPO Psychosocial Risk Screener is designed to help you create an indicative understanding of your psychosocial risk profile, and where the organization may be able to improve its ability to support staff to work in a safe and effective manner. This detailed screener is divided into 6 core categories:

  • Psychosocial Hazards: Assesses 14 key psychosocial risks and their presence in your working environment.
  • Leadership: The impact your leadership and people leaders are having on the psychosocial climate (culture) of your organization.
  • Worker Participation and Consultation: The extent to which employees’ experiences and input are collected and considered in mapping your organization’s psychosocial risk profile. This will determine the potential executive blind spot that may be present in your current psychosocial risk mitigation architecture.
  • Policies, practices and Procedures: Whether your organization has appropriate protocols and expectations in place to safeguard your people against risks.
  • Programs and Workforce Capabilities: The extent to which your organization’s roles and responsibilities are designed to keep them safe
  • Data: The extent and quality of the data your organization is capturing and reviewing to help review staff safety, wellbeing, and risks.

How to use the WPO Psychosocial Risk Screener?

This screener is used as an initial step to better understand the psychosocial risk profile of your organization, upon which our consulting team can support you in making the necessary next steps to securing the safety of your people, and compliance with any local laws or requirements. 

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Step 1 of 2
Tasks and projects are appropriately organized, assigned and managed to prevent staff from routinely needing to work excess hours or outside of their standard work hours.
As part of their role, our staff are not required to routinely deal with emotionally demanding situations such as dealing with complaints, delivering distressing news to clients, working closely with emotionally distressed individuals.
Our people have control over how they do their work (e.g., when they can take a break from certain tasks, or change tasks), and are involved in decision making that affects them or their clients/customers.
Our employees have adequate practical and emotional assistance throughout the workday via access to resources, managers, and colleagues. They are not required to work for extended periods in isolation.
Staff have a high level of clarity regarding the requirements of their tasks, how to prioritise their work, their reporting lines, and their role within the team.
Major organizational changes are designed/executed with the potential impact on health and safety of employees appropriately considered, proper planning and organization (including how those impacted will be supported), and adequate pre-communication for all staff.
Our staff receive regular formal and informal recognition of their work (e.g., positive feedback about work performance). This recognition is delivered unimpeded to all levels and areas of the organization.
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