Psychosocial Wellbeing Policy

This policy outlines the College’s commitment to managing psychosocial hazards in the workplace in accordance with the Occupational Health and Safety (OHS) Act 2004 (Vic), and the Model Code of Practice: Managing Psychosocial Hazards at Work. It aims to ensure a psychologically safe and healthy work environment for all workers.

The purpose of this policy is to proactively protect, manage, and support the psychological safety and wellbeing of all students, staff, and faculty at the College. This policy aims to create a psychologically safe environment where individuals feel empowered to address mental health challenges and are provided with the necessary resources and support.

This policy applies to all members of the College community, including students, staff, faculty, volunteers and visitors.

olicy Principles

The College is committed to:

• Promoting Psychological Safety: Creating an environment where all individuals feel safe to speak up, seek help, acknowledge challenges, and ask questions without fear of judgment. This promotes openness, inclusion, and overall mental wellbeing.
• Psychosocial Risk Management: Identifying, assessing, controlling, and monitoring psychosocial hazards that could negatively impact mental health and wellbeing.
• Fostering Supportive Relationships: Encouraging healthy interpersonal relationships within the College community, including among staff and students, through policies on respectful behavior, communication, and support.
• Building Resilience: Offering programs that build emotional resilience, mental health literacy, and personal wellbeing to support individuals in managing stress and challenges.

Responsibilities

• The Board: The Board is responsible for providing oversight of psychosocial wellbeing and safety as part of its governance responsibilities, ensuring appropriate policies, systems, and resources are in place, and monitoring organisational risks relating to psychosocial wellbeing.

• Executive Leadership Team: The Executive Leadership Team is responsible for promoting a culture of psychological safety and wellbeing, ensuring psychosocial risks are appropriately managed, and providing adequate resources to support the implementation of this Policy.
• Chief Operating Officer (or Equivalent): The Chief Operating Officer (or equivalent) is responsible for overseeing the implementation of this Policy, ensuring psychosocial risks are incorporated into organisational risk management and occupational health and safety systems and procedures, and monitoring compliance with relevant legislative and regulatory requirements.
• Faculty and Staff: Faculty and staff are responsible for maintaining a respectful and supportive environment, reporting psychosocial hazards, and assisting colleagues and students in seeking help when needed. They will be required to participate in ongoing professional development to recognise mental health concerns early.
• Human Resources: Human Resources is responsible for providing advice and support on psychosocial wellbeing matters, coordinating wellbeing initiatives and training, supporting the management of psychosocial risks, and maintaining relevant reporting and monitoring processes.
• Director of Student Services (or Equivalent): The Director of Student Services (or equivalent) is responsible for supporting the implementation of this Policy in relation to students, promoting student wellbeing and psychological safety, coordinating appropriate support services and referral pathways, and monitoring emerging student wellbeing risks and trends.
• Students: Students are responsible for actively participating in available mental health and wellbeing programs, seeking help when needed, and contributing to a supportive and respectful study environment.

Psychosocial Hazards

Psychosocial hazards are factors within the College’s environment or activities that can increase the risk of mental health issues or psychological harm. These hazards can arise from work-related stress, interpersonal conflicts, or unsafe work conditions, and may lead to psychological or physical injuries if left unaddressed.

Some common psychosocial hazards in an educational environment include:

• Job demands: Unreasonably high work demands that may lead to stress or burnout for both students and staff.
• Low job control: Limited autonomy over tasks or decision-making.
• Poor support: Lack of mentorship, feedback, or emotional assistance, especially in high-pressure situations.
• Lack of role clarity: Uncertainty about job responsibilities or expectations.
• Poor organisational change management: Stress caused by poorly communicated or poorly managed changes in the College environment.
• Inadequate reward and recognition: Lack of acknowledgment for hard work or achievements, leading to feelings of underappreciation.
• Poor organisational justice: Unfair treatment or inequities in decision-making and resource distribution.
• Exposure to traumatic events or materials: Encountering distressing situations or information that can lead to emotional or psychological harm.
• Remote or isolated work: Lack of social support or feelings of isolation.
• Poor physical environment: Uncomfortable or unsafe physical conditions contributing to stress and discomfort.
• Violence and aggression: Physical or verbal abuse, or threatening behavior within the College.
• Bullying and harassment: Any form of harmful or abusive behaviour, including verbal, physical, or psychological bullying.
• Sexual and gender-based harassment: Any form of harassment that targets individuals based on their gender or sexual orientation.
• Conflict or poor workplace relationships: Lack of effective communication and cooperation, leading to interpersonal conflicts and stress.

Psychosocial Wellbeing Framework

The College seeks to foster a community in which all members are treated with dignity, respect, compassion, and care. Consistent with the College’s values, wellbeing is understood holistically, encompassing emotional, psychological, relational, spiritual, academic, and professional dimensions of life.

The College recognises that psychological wellbeing is strengthened through healthy relationships, supportive leadership, meaningful participation in community, and access to appropriate support when challenges arise. All members of the College community share responsibility for contributing to a culture that values mutual support, inclusion, respect, and care for one another. To support a psychologically safe and healthy environment, the College will:

• promote a culture of belonging, respect, and mutual care;
• encourage early support-seeking and appropriate assistance for those experiencing difficulties;
• provide access to wellbeing resources, support services, and referral pathways;
• identify and respond to psychosocial risks that may impact the wellbeing of staff and students;
• implement reasonable measures to support psychological safety and healthy working and learning environments; and
• monitor and review wellbeing initiatives and risk management practices to support continuous improvement.

The College is committed to eliminating psychosocial risks where reasonably practicable and, where this is not possible, minimising risks through supportive, proactive, and evidence-informed practices..

Evaluation and Review

This Policy will be reviewed periodically to ensure it remains current, effective, and aligned with legislative and regulatory requirements, including changes to WHS/OHS legislation and TEQSA expectations.

• Psychosocial Hazard: A psychosocial hazard is anything that could cause psychological harm which can arise in the design or management of work that can increase the risk of work-related stress, psychological harm, or physical injury. Examples include high work demands, bullying, poor organizational change management, and lack of support.
• Psychological Safety: A condition in which individuals feel safe and valued , and able to acknowledge mistakes, seek help, and challenge the status quo. This foundation helps create an environment of belonging and inclusion.
• Mental Health: Defined as a state of mental well-being that enables individuals to cope with life stresses, realise their abilities, learn, work effectively, and contribute positively to their community (World Health Organisation, 2025).

Under the Occupational Health and Safety (OHS) Act 2004 (Vic), managing the risks related to mental health and wellbeing and psychological safety is a responsibility of an employer. This policy represents an update to the previous Mental Health Policy incorporating the definition and management of psychosocial safety, and updated requirements for employers to be responsible for the psychological health of employees.

Legislative and Regulatory Context

• Occupational Health and Safety Act 2004 (Vic)
• WorkSafe Victoria Compliance Codes and Guidance (including Psychological Health)
• Model Code of Practice: Managing Psychosocial Hazards at Work
• Work Health and Safety Act 2011
• Tertiary Education Quality and Standards Agency Act 2011
• Fair Work Act 2009
• Equal Opportunity Act 2010
• Sex Discrimination Act 1984
• Privacy Act 1988

 Related Documents

• Code of Conduct
• GenderBased Violence (including SASH) Policy
• Occupational Health and Safety Policy
• Staff Grievance and Complaints Policy
• Critical Incident Management Policy
• Student Support Fund Policy
• Students with Disabilities Policy
• Employee Assistance Program