Transforming Psychosocial Compliance with Safety Redefined

Empowering for Elevated Safety : Pioneering a New Standard in Workplace Safety & Health. Psychosocial Risk Management with Global Compliance and Innovative Harm Prevention to ‘Eliminate Risks’.

Don’t just log incidents and survey harm. Prevent it in the first place. With EnableOrg®’s Elevated Harm Prevention for Global Psychosocial Risk Management & Compliance.

Other platforms survey psychosocial risks, reacting to issues after they've arisen. We revolutionise Safety with our in-depth expertise:

  • Others survey, we prevent: Our solution tackles bullying, job demands, role clarity, rewards/recognition etc. risks head-on with their causes, stopping harm before it starts

  • Others measure symptoms, we address root causes: Bullying, job demands, role clarity, rewards/recognition etc. are symptoms of deeper issues. Direct causation controls target psychosocial causes and specific hazards, ensuring a thriving and safer workplace

  • Others react, we prevent: Quantifiable lead predicators of harm and lag harm outcomes measures drive proactive harm prevention. Subjective opinions about how things are going after the fact don’t

Choose prevention over reaction. Choose a solution that puts elevated, thriving people and healthy culture first.

What is Legislation stipulation for Psychosocial Risk Management & Compliance?

Duty of Care:

  1. Reasonably Practicable: Take reasonable steps to prevent harm to employees and others. -does not come from incident logging and surveys for bullying, job clarity, job demands, recognition/rewards, wellbeing etc

  2. Foreseeability: Anticipate potential hazards and take steps to mitigate risks. -requires managing at causes incidents and bullying, job clarity, job demands, recognition/rewards, wellbeing etc

  3. Proactive Measures: Implement measures to prevent harm, rather than just reacting to incidents- proactive implementation is required, not reacting with surveys of symptoms eg bullying, job clarity, job demands, recognition/rewards, wellbeing etc and incident logging

Common Psychosocial Survey Method- Reactive management, measuring symptoms only. Not Health & Safety Legal Compliance, only Good Practice Guide by WorkSafe.

The common psychosocial surveys for bullying, job clarity, job demands, recognition/rewards, wellbeing etc are all symptoms and outcomes of deeper organisational issues.

Get to the Root Cause Beyond Symptom Management. Traditional surveys focus on outcomes, not causes. Don't just measure symptoms, eliminate risks.

EnableOrg®’s innovative approach focuses on proactive risk management to tackle the root issues, prioritising risk elimination for Global Compliance, to create a safer, healthier workplace. By addressing the underlying causes, we prevent harm and ensure compliance with legal requirements, driving sustainable success.

Legal Health & Safety Requirement globally is to manage to ‘Eliminate Risks’. EnableOrg®’s Psychosocial Risk Management- Proactive Harm Prevention, managing causes of risks. For Global Compliance

The Benefits of EnableOrg®’s Harm Prevention (Legal ‘Eliminate Risks’)

Psychosocial Risk Management Compliance is often confused with generic HR and System Management strategies. With EnableOrg®’, Industry Leading Experts in Compliance, you can be assured we are supporting proficiency based Legal Psychosocial Risk Management & Global Compliance. Why does it matter? HR is not WHS Risk Management. Psychologists are not trained Risk Managers or WHS Compliance versed. Not all consultants and softwares are WHS Risk Management or Compliance proficiency based.

Like filing tax, Psychosocial Risk Management is very specific in Legal compliance that MUST be met, in full. Global Legal Health & Safety stipulations require ‘Eliminate Risks’, only if impracticable to eliminate, can you manage to minimise. ‘our version’ ‘everyone is doing it’ and ‘didn’t know’ is not a legal defence for not meeting legal WHS needs.

NOT PSYCHOSOCIAL LEGAL COMPLIANCE, AT ALL:

  1. Psychosocial surveys for bullying, job clarity, job demands, recognition/rewards, etc. These are all symptoms and outcomes of deeper organisational issues. Eliminate Risks CAN NOT be achieved from measuring to survey these

  2. Leadership training, policies,​ mentoring, position descriptions, ​tool box meetings, time management training, ​wellbeing, reporting systems, career development pathways​, roster management, EAP support etc as psychosocial Controls. NONE of these are risk controls. AT ALL.

  3. Surveys and ‘lists of controls, even Primary, secondary, tertiary ' or 'micro, meso, macro controls, are NOT risk management. These are all generic HR strategies that are only Business As Usual requirements

Recent Case Law findings for Psychosocial compliance

✖️ "primary controls" (policies) = administrative controls at best (lowest rung on hierarchy)

✖️ "leadership workshops" = ineffective under Clause 36(c) due to no measurable reduction in harm

✖️ "survey actions" = legally insufficient per WorkSafe Victoria v Telstra (2022)

PSYCHOSOCIAL RISK MANAGEMENT LEGAL REQUIREMENTS, as EnableOrg®’s software supports:

  1. Eliminate causes of psychosocial risks like bullying, job clarity, job demands, recognition/rewards, etc.

  2. Implement risk controls that are

    •Specific to hazard/risk, not broad applications (eg things like leadership training, policies, position descriptions, time management training, reporting systems, career development pathways etc, these are not Controls)

    •Must be shown to actually reduce harm

    •Must be objectively measured ie quantified (a risk matrix is not objective quantified data)

  3. Show how you are managing Control requirements in accordance with Risk Management criteria

Recent Case Law for Psychosocial compliance

⚖️ Parker v BHP (2023) confirmed policies ≠ controls when upholding $1.2M fine for unmanaged fatigue risks

⚖️ SafeWork NSW v Crown Resorts (2024) ruled generic bullying training "demonstrably ineffective" as a control

⚖️ EU's *Directive 2024/1307* now requires quantitative proof of control effectiveness for psychosocial hazards

Go Beyond Surveys and Controls

We know that surveys and controls are just the starting point. True risk management requires a deeper understanding of your organisation's psychosocial landscape. With EnableOrg®, you'll:

  • Gain data-driven insights: Objectively measure the impact of your controls on psychosocial factors

  • Make informed decisions: Use actionable data to drive meaningful change and reduce risk

  • Ensure legal compliance: Meet regulatory requirements with confidence

  • Foster a healthier workplace: Create a positive, supportive environment that boosts employee wellbeing and productivity

Experience the Power of EnableOrg®

Don't just manage psychosocial risks - master them. With EnableOrg®, you'll have the tools and expertise to create a safer, healthier, and more compliant work environment. Discover the difference that expertise-backed, data-driven insights can make.

The Power of EnableOrg®

Our platform goes beyond surveying to provide a comprehensive compliance solution. With EnableOrg, you'll:

  • Meet regulatory requirements: Ensure you're meeting your legal obligations for psychosocial compliance

  • Mitigate risks: Identify and address potential risks to employee wellbeing and your organization

  • Drive positive change: Create a healthier, more supportive work environment that boosts employee engagement and productivity

Don't just survey - achieve compliance

Choose EnableOrg to ensure you're taking a proactive and comprehensive approach to psychosocial compliance. Our platform empowers you to create a safe, healthy, and compliant work environment that supports your employees and your organization.

Common REACTIVE PSYCHOSOCIAL 'survey and lists of controls'
(bullying, job clarity, job demands, recognition/rewards etc)


💲 costs significantly more as you are always just surveying symptoms like bullying, job demands, role clarity, reward/recognition etc

🕔 takes significantly more time incident reporting, logging, investigating, managing, reviewing as you are always waiting for risks to happen before surveying to see how bad the issues are

🧔‍♀️ consumes significantly more person hours for multiple people as waiting to react to survey issues rather than preventing in the first place, significantly higher workload for more people

🤕 always reactive so individual is suffering harm before action taken

🚫 root cause never addressed so keep repeatedly just surveying harm after the fact ie reactive

📋 'lists of controls' implemented eg policies, leadership training, wellbeing, job descriptions, primary/secondary/tertiary lists. micro/meso/macro lists that are not suitable risk controls as no cause and effect objective data can be shown to directly reduce harm

💰 Minimum Return On Investment (ROI) as very ineffective, cyclic, reactive and resource hungry when only this CoP applied

EnableOrg®’s PROACTIVE PSYCHOSOCIAL RISK MANAGEMENT & PREVENTIVE RISK CONTROLS

💲 costs significantly less as CAUSES of bullying, job demands, role clarity, reward/recognition etc managed ie root-causes, also saves significant expenditure in NOT having to manage reactively predominantly

🕔 saves significantly time as preventing most incident reporting, logging, investigating, managing, reviewing as proactively preventing incidents and accidents

🧔‍♀️ significantly less person hours consumed as preventing proactively in the first place

🤕 significantly less individual harm as proactive mitigating at root cause

✅ root cause proactive preventive management is WHS legal requirement ie 'Eliminate Risks' in first instance

📋 No misconception 'lists of controls' that are generic HR, psychologists, and system management. Only real Risk Management requirements met that have evidence of cause and effect objective data to show direct harm reduction for Proactive Harm Prevention

💰💰💰 Maximised Return On Investment (ROI) as proactive, minimising risks, wider & broader downstream benefits to maximise efficiency and preventive management

Leveraging cutting-edge technology

We combine our in-depth knowledge with AI-elevated software solutions designed to be user-centric. Because the hallmark of expertise is the ability to turn complex requirements into simple to use solutions. This focus on the end-user experience ensures ease of use, fosters transparency, and empowers your entire organisational to actively participate in creating a healthy and productive work environment.

All workplaces are required to have Psychosocial Risk preventive strategies in place. Be it bullying, fatigue, high workloads, lack of workplace support etc, relying on reporting or surveying after the fact is reactive and does not meet legal obligations of preventive management.

Gold Standard Benchmark Best Practice? EnableOrg®’s Harm Prevention Software Solution

EnableOrg®, leading experts in compliance, employee mental health and healthy culture. We don’t just survey engagement, wellbeing and psychosocial risks, we enable foundations for Harm Prevention solutions.

For significantly elevated:

  • Psychosocial risk compliance & audit capability

  • Optimised workforce wellbeing & risk reduction

  • Healthy culture

  • Employee safety engagement with increased retention & productivity

  • Fatigue & burnout reduction

With AI summary reports saving significant analysis time for easy implementation and management.

  • The only Harm Prevention platform

  • The only Psychosocial Compliance platform

  • The only holistic subject-matter expertise platform

Return on investment (ROI) for psychosocial harm prevention is up to $10.80 for every $1.00, and up to 80% decrease in risk.

EnableOrg® are Leading Experts in Psychosocial Risk Management & Compliance, Psychological Wellbeing, Engagement, Mental Health, and Healthy Culture. We are the only Harm Prevention platform.

Our innovative expertise was recently recognised at the prestigious 23rd World Congress for Health & Safety, where we were highlighted as both experts and innovators in the field.