Integrating psychosocial: From prevention to return to work > Culture fix: Transforming an unhealthy culture

Workplace culture is not something that can be dictated. It develops over time.

Changing workplace culture is not something that can be dictated. It develops over time. However, cultural change is achievable. Organisations need to change 2 things:

•The overall workplace culture.

•The injury management culture.

Key strategies for cultural transformation include:

•leadership commitment to psychological health and safety

•employee involvement in developing and implementing psychosocial interventions

•regular communication about the importance of psychosocial factors in RTW

•training for all levels of the organisation on psychosocial aspects of injury management

•recognition and reward for behaviours that support a positive PSC, and

•regular assessment of PSC and use of results to drive improvements.

Remember, adopting a ‘give and take’ partnership approach to RTW management will likely involve changes to your organisation's policies and procedures. However, it will also result in clear and measurable cost savings and improved outcomes for workers.

By fostering a culture that supports psychosocial wellbeing and effective injury management, organisations can significantly improve their RTW outcomes and overall employee satisfaction.

It is unusual to see a well-managed organisation with a positive culture doing a poor job of return to work management.

Similarly, an organisation that is tough on employees – that takes without giving – will not have a RTW program based on sound people-oriented culture.