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Psychosocial risk assessments
Independent psychosocial risk assessments and hazard audits covering all 14 hazards. Built from your data and your people’s experience, not a template.
Is this you?
Most organisations already have engagement surveys, EAP numbers and exit interviews. None of these tell you which psychosocial hazards are present, how serious they are, or what a regulator would expect you to do about them.
A SafetyMind assessment gives you that answer. We work in partnership with your team: your existing registers, surveys and incident data become part of the assessment, so every hazard you already know about is included and the work already done counts. Then we add what your people tell us, test it against all 14 hazards, and show you clearly where to act first.
What we assess
What's included
Hard data shows what is happening. Lived experience shows why. We use both, so the findings hold up.
A structured identify-and-assess process across all 14 hazards, aligned to the Code of Practice for managing psychosocial hazards at work.
Confidential, facilitated sessions that add context to the numbers and surface what surveys miss.
Our own assessment tools, run electronically or on paper, so every part of your workforce can take part.
A review of your policies, reporting systems and existing controls: how well each is working, and where it sits on the hierarchy of controls.
What you get
Every assessment ends with an executive summary your leadership can read in one sitting, a comprehensive report behind it, and a clear next step.
Talk about an assessment (opens Zoom booking in a new tab)What you receive
Every assessment comes with an executive summary leaders can read in one sitting, and a comprehensive report that documents every step. Both are written in plain English, so you don't need a safety background to use them.
| Hazard | Area A | Area B | Area C |
|---|---|---|---|
| Job demands | Critical | Medium | High |
| Remote or isolated work | Critical | Low | Medium |
| Harassment | High | Low | Low |
| Poor organisational justice | Medium | Low | High |
| Poor organisational change management | High | Medium | Medium |
| Low job control | Medium | Medium | Low |
| Lack of role clarity | Low | Medium | Low |
Each rating combines how often people are exposed with how serious the harm could be, tested against what your people tell us in focus groups.
Document 1
For executives, officers and the board.
Document 2
For HR, safety and the people who will act on it.
Then we walk you through it. Findings are presented in debriefs, first with your key stakeholders to sense-check them, then with senior leadership. Your register stays yours to maintain, and we can return at six and twelve months to check progress.
How it works
01
We talk about your workplace, your concerns and what you need to show.
02
We agree the groups, methods and timing that suit your organisation.
03
Surveys, focus groups and a review of your existing data and systems.
04
Findings, risk ratings and priorities, presented to your leadership team.
WHS laws require you to identify psychosocial hazards, assess the risks and control them so far as is reasonably practicable. An independent assessment gives you a documented starting point for every step that follows.
Questions
Both. We run our own independent assessment: our survey tools, expert-led focus groups and a review of your current controls. Alongside that, we bring in your existing risk register, surveys and data, so every hazard you already know about is included and the work you've already done counts.
Yes. Reports are written for executives, HR and government teams as well as safety specialists. Each hazard gets a plain rating, and each action has an owner and a timeframe.
No. We use our own independent assessment tools and adapt them to your organisation, then combine the results with focus groups and your existing data.
Engagement surveys measure how people feel about work. A psychosocial risk assessment identifies specific hazards, rates the risk and links it to controls, which is what WHS laws ask for. We can often use your engagement data as one input.
Focus groups are run by an independent specialist, not by managers, and findings are reported as themes. People tend to be far more candid as a result.
Yes. We work Australia-wide and align each assessment to the WHS laws in your state or territory.
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Explore leader trainingBook a free 30-minute consult. We’ll talk through your workplace and what a good assessment looks like for you.