In response to the Covid/Work from Home situation, I have created this very basic introduction to creating a work from home space for yourself.  Suggestions do not necessarily represent optimal circumstances but rather making do in a temporary situation.  

A reminder that if employed, your employer is responsible to ensure your safety at work, so you are encouraged to discuss your circumstances with them, to best keep you safe.  

I am also offering online consults where I can discuss your specific circumstances and help brainstorm solutions.  

Increasingly, we are recognizing the importance of psychological wellness in the workplace. And that importance is broad.
Workplace stressors that affect mental and emotional wellness can impact;

• Absenteeism Lost time; intermittently for an acute need to avoid workplace stressors, aka 'mental health days' or for longer term mental health related absences, when stressors have become significant enough to create symptoms that affect one's ability to function in their activities of daily life, i.e depression and anxiety.
• Productivity When one is experiencing distress over circumstances in the work environment they may be mentally preoccupied and therefore not dedicating their full mental energy to their tasks.
• Employee Engagement and Retention Employees are not going to be emotionally committed to a place of work that has been causing them distress. This renders them more likely to leave.
• Corporate Culture Feelings of stress and discontent spread to engulf the entire organization in negative energy.

13 Psychosocial Factors
13 Factors which can impact psychological wellness in the workplace have been identified; (see https://www.guardingmindsatwork.ca/)

1. Psychological Support
2. Organizational Culture
3. Clear Leadership & Expectations
4. Civility & Respect
5. Psychological Competencies & Requirements
6. Growth & Development
7. Recognition & Reward
8. Involvement & Influence
9. Workload Management
10. Engagement
11. Balance
12. Psychological Protection
13. Protection of Physical Safety

13. Protection of Physical Safety
Why is Protection of Physical Safety important? 
"Employees who perceive the workplace as protective of physical safety will feel more secure and engaged at work. Research has shown that when employees have higher levels of confidence in safety protection at work, they experience lower rates of psychological distress and mental health problems. The sense of physical safety protection is enhanced by: adequate training with regard to physical safety, trust that the employer minimizes physical hazards, confidence that the employer responds quickly and effectively to safety incidents, and the opportunity to have meaningful input into workplace policies and practices. The protection of physical safety is also an important bridge between traditional Occupational Health and Safety (OH&S) and the new area of Psychological Health and Safety."

What happens when employees' physical safety is not protected? 
"Workplaces that fail to protect physical safety are likely to be more dangerous. Also, workers who do not see the workplace as protecting physical safety will feel less secure and less engaged, and this will increase their vulnerability to psychological distress and potential mental health problems.Occupational Health and Safety has implications beyond the prevention of physical injury. The feeling of safety enhances the potential for psychological wellness. A physical injury can heal but the ramifications of feeling unsafe in the workplace may have lasting consequences."  (From Guarding Minds, "About PF 13; Protection of Physical Safety.  

Section 1 - Scope

• Standard applies to ‘all office users in office workspaces’.
• Workspace is defined as ‘any location where a person’s work is performed, (e.g. home offices, vehicles, and temporary locations), as well as the furniture, accessories, equipment, environmental conditions, and psychological workplace factors within these locations.

 
Section 4 – Ergonomic Process

• The organization is to provide and maintain the infrastructure to conform to the standard.
• The organization shall access persons competent to implement this Standard.
• Senior management is to ensure the Ergonomic Process is established and shall document their commitment.
• Workers are to provide input and participate in the process.
• All employees are to be trained on ergonomic risk factors.

 
Section 5 – Application of Process

• Hazard Assessment to identify, eliminate and reduce risk of hazards
  • Assess for physical (musculoskeletal and environmental) and psychosocial hazards.
• Organization shall apply ergonomics at all stages in the design of work systems and involve persons competent in ergonomics in the process.
• System to evaluate furniture/equipment to be procured before bringing it into the workplace, which includes someone competent in ergonomics.

 
Section 6 – Ergonomic Requirements

• Every employee is to be accommodated within the parameters of the specific ergonomic guidelines.
  • The furniture and equipment must meet certain criteria and shall accommodate the characteristics of the user.

 
Annex A – Detailed Requirements

• Details the specific requirements of equipment (i.e. chair, input devices, etc.).
• Outlines specific training requirements.
• Demands postural variation.

Purpose

• Achieve compliance with Occupational Health and Safety requirements
• Pursue compliance with CSA Standard, Z412-17 Office Ergonomics – An application standard for Workplace Ergonomics
• Enhance the overall health and well-being of employees.
• Minimize absences
• Optimize employee performance, retention, engagement and job satisfaction.

​Recommendations

• Obtain leadership commitment and engagement in Office Ergonomics and Employee Wellness. 

 

• Identify hazards in the workplace.  

 

• Establish means of delivering training on office ergonomic risks and best practices;
  • Self-guided modules or videos
  • Group training sessions (in-house or outside)
  • One on One
    • External Ergonomic Consultant
    • Internal rep who has received training on Ergonomics  

           **Must consider both existing staff and how to train new staff as they come on board.

• Ensure that every employee is working within the ergonomic guidelines, i.e., has equipment that is suitable to their stature and is being utilized appropriately.
  • For existing employees;
    • Self-assessed by the training and resources they’ve been provided
    • Internal rep who has received training in Ergonomics
    • External Ergonomic Consultant
  • For new employees;
    • Should be a part of onboarding, within first day or two in position

 

• Address any gaps in ergonomic equipment immediately.

 

• Respond immediately, with an ergonomic consult, if any employee reports the development of work related symptoms.

 

• Ensure an ergonomic consult has been competed for anyone returning to work from injury and refresh training to optimize successful return to work.

 

• Ensure that an ergonomic professional is part of any process to obtain new equipment or workspaces.

 

• Monitor and manage that employees are engaging in appropriate ergonomic practices.