ISO 45003 provides guidelines for managing psychosocial risks within the workplace, and sits within the workplace OHS environment. The principal aim is to prevent work-related injuries and ill health and promote a culture and environment which promotes workplace wellness.

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BS ISO 45003 s suitable for all organisations and industries, and supports all managerial levels. It helps focus on identifying where psychosocial risks arise could occur and how they can be mitigated or ideally eliminated.

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This enables a focus of introducing precautions to eliminate risks, which increases trust within the workplace.

 

What are the differences between ISO45003 and a model code of conduct

According to the BSI, The benefits of using ISO 45003 Organisations with high levels of psychological health, safety and well-being include:

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• Unlock high levels of discretionary effort

• Enjoy higher performance levels and enhanced productivity

• Benefit from strengthened recruitment, diversity, engagement and retention

• Reduce costs and improve compliance.

 

For the individual, the benefits are equally clear. They enjoy a safe, healthy work environment, carrying out fulfilling tasks supported by effective working relationships.

 

Psychological well-being promotes a healthy work/life balance with opportunities for career development and the reassurance of financial security.

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​​​​​​​​​​​​​​​ISO 45003 and its alignment to the United Nations Sustainable Development Goals (SDGs) sends a powerful message to shareholders and stakeholders (including employees) that organisations truly prioritise their people.

 

ISO 45003 contributes to UN SDG Goal 3 on good health and well-being, Goal 5 on gender equality, Goal 8 on decent work and economic growth, Goal 9 on industry, innovation and infrastructure, and Goal 10 on reducing inequalities.

 

Organisations committed to ensuring a psychologically safe and healthy workplaces, also need to be committed to ensuring equity, diversity and inclusion (EDI).

 

Several psychosocial risks that arise from poor psychological health and safety management are directly linked with poor practices in relation to EDI, and failing to create a decent, fair and respectful workplace for all.

 

Bullying, harassment and violence are obvious psychosocial risks but there are many others, for instance:

• lack of flexible working often discriminates against care givers, particularly women;

• lack of fairness in pay or promotion and other forms of discrimination impact different ethnic groups;

• social isolation based on gender identity and sexual/romantic orientation or religion;

• concerns about career development for young or mature workers; and,

• job security concerns for those with visible or hidden disabilities; ergonomic design that does not cater for diversity.

 

Psychological health and safety management is therefore an essential part an organisations equity, diversity and inclusion strategies and vice versa; embracing equity, diversity and inclusion is an essential part of psychological health and safety management.