Guides & Resources
Bringing together evidence and best-practice approaches to guide you through complex workplace matters
Stay in the loop with the latest employee wellbeing strategies that are shaping the future of work.
Research Guides
Harmful Behaviours
If exposure to harmful interpersonal behaviours at work is left as an unprotected hazard, it can cause physical and psychological harm to the person they are directed at and anyone witnessing the behaviour.
Discover practical strategies to identify, control, reduce and mitigate psychosocial risks from harmful workplace behaviours.
Job Demands
Job demands are one of the most common sources of poor psychological health and safety in the workplace.
To manage work demands, workplaces need to ensure the balance between demands and the ability for employees to cope, while adequate resources, social supports from colleagues and supervisors, and job control as appropriate.
Violent or Traumatic Events or Material
Exposure to violent or traumatic events or material at work can be a major source of stress for employees and result in adverse effects on employees’ wellbeing.
Employers in Australia are legally required to provide and maintain a safe working environment without risks to employees’ health. This includes taking steps to prevent and respond to risks related to work-related exposure to violent or traumatic events or material.
Whitepapers
Vicarious Trauma in the Workplace
If exposure to harmful interpersonal behaviours at work is left as an unprotected hazard, it can cause physical and psychological harm to the person they are directed at and anyone witnessing the behaviour.
Discover practical strategies to identify, control, reduce and mitigate psychosocial risks from harmful workplace behaviours.
Nurture. Empower. Thrive
Nine in 10 employees say it’s important to work in a mentally healthy environment. But Only one in two thinks their current workplace is hitting the mark.
Download our ‘Nurture. Empower. Thrive.‘ whitepaper now and start your journey to a healthier, happier workplace.
Past Events
AI Adoption that Preserves Psychosocial Safety
AI is here to stay. This panel discusses the psychosocial risks that commonly surface when organisations integrate AI, grounded in evidence and real cases. The stance is pro adoption, the goal is precision in prevention. We will pinpoint where harm can occur across workload, role clarity, autonomy, fairness, and trust, then translate that insight into practical controls. Expect clear guidance on designing work, governance, and change processes that keep people healthy and productive with measures you can track. Ideal for HR, WHS, People and Culture, and senior leaders who want confident uptake without employee wellbeing ending up as collateral damage.
Psychological Injury, Risk and Responsibility: What Workplaces Need to Know Now
Proposed changes to NSW Workers’ Compensation legislation are set to reshape how psychological injury claims are assessed and managed. In this panel discussion, we’ll explore how businesses can proactively strengthen their prevention and early intervention approaches ahead of the anticipated changes. The conversation will focus on spotting the quieter signs of emerging psychological risk and what practical actions can reduce both harm and liability.
Addressing Gender-based Violence as a Workplace Issue
Violence against women remains a serious and pervasive issue in Australia, and for those experiencing domestic violence, the workplace can be a safety net of support.
Join us for a thought-provoking discussion as we explore how workplaces can address and respond to gender-based violence. With practical strategies and lived experiences at the forefront, this conversation will highlight ways organisations can create safer spaces and act as powerful change agents within the workplace and the broader community.
Creating Neuro-Inclusive Workplaces
Neurodivergent individuals bring unique perspectives, talents, and skills to the workplace. However, navigating a world not designed for their ways of thinking, feeling, and interacting can present challenges. As more individuals openly disclose their neurodivergent identities, creating a culture of psychological safety, understanding, flexibility, and support for neurodiverse employees is crucial.
So, how can workplaces ensure they remain authentically inclusive of the needs of neurodiverse employees?
The Right to Disconnect
Unlock the insights you need to navigate the new era of workplace legislation with our upcoming panel discussion on “The Right to Disconnect”.
Join us as we delve into the implications of this groundbreaking legislation, as outlined in the Fair Work Act 2009 (Cth), with expert perspectives from an employment lawyer, HR director and senior consultant psychologist.
Gain invaluable insights on what workplaces should be doing to prepare, including updating policies, reviewing employment contracts and fostering effective communication protocols. Understand the dispute resolution mechanism and equip yourself with the knowledge to handle potential teething problems.
Inappropriate Customer Behaviour (ICB): A best practice psychosocial risk management framework-Inclusive Workplaces
Exposure to inappropriate customer behaviours at work is prevalent, contributing to psychosocial risks. Sadly, exposure to aggressive, uncivil, or abusive customers in the workplace can be a regular occurrence for frontline workers. The cumulative nature of these encounters can pose significant risks to employee wellbeing.
So, how do organisations and leaders best protect their teams from the psychosocial risks of ICB? And what key strategies should organisations be considering?
From Awareness to Action: Mitigating the Psychosocial Risks of Harmful Workplace Behaviours
If exposure to harmful interpersonal behaviours at work is left as an unprotected hazard, it can cause physical and psychological harm to the person they are directed at and anyone witnessing the behaviour. Harmful behaviours at work can include violence and aggression, harassment, conflict or poor workplace relationships and interactions and bullying.
Policies informing appropriate conduct at work, don’t automatically equate to behaviour. So how do organisations and leaders best protect their teams from harmful behaviours at work?
The Practical Application of Addressing Psychosocial Risks
With new WHS Act reforms, new codes of practice and new legal precedence, employers now have a more explicit duty of care to the psychosocial wellbeing of their people. In this session, we offer practical tips for operationalising a framework that cuts across psychosocial risks and considers the entire wellbeing continuum, ensuring you can establish protective factors in even the most challenging workplace cultures and environments.
Vicarious Trauma – A silent hazard on the rise
Vicarious trauma in the workplace is a silent hazard, and it’s on the increase. We are now seeing workers being constantly exposed to other people’s stress and anxiety, grief, loss, and trauma. This is why we have been working with clients to implement strategies for protecting employees against vicarious trauma, and is the topic of our panel discussion today.
Family flexible workplaces
A sustainable way of managing both work and family demands is only created when workplaces embed a family flexible framework that allows their people to not just survive, but thrive. And if anything has come out of the covid-19 pandemic, it’s that when employees are given the tools and the flexibility to manage their family commitments, they become a more engaged, loyal and productive workforce as a result.
Respectful behaviours in the 2021 workplace
Workplaces across Australia are holding a mirror up to their policies, practices, and cultures in relation to recent news stories pertaining to sexual harassment claims in the workplace. For organisations to create a truly psychologically safe and respectful workplace, systemic issues need to be addressed from an organisational, team, and individual level across prevention, intervention, and recovery.
2020 – What did we learn?
As the shadow pandemic of poor mental health arose in 2020, the Centre for Corporate Health and Resilia immediately adapted services to address the unique stressors that rippled out from a world in crisis. In this complimentary webinar, hear from our experts on key findings from our latest white paper, Psychosocial Safety – 2020 a Year in Review. Gain insights into the unique stressors that our consultants supported their clients through and a framework for managing employee wellbeing in 2021 based on what we learned.
