Geopolitical psychosocial risk factors: A crucial new element in psychological health and safety programs

In today’s tumultuous geopolitical landscape, the world stands at a precipice marked by pronounced volatility. As we look ahead to the next six months, uncertainty looms large, driven by rising global tensions.
The human brain is wired to respond to perceived threats. Our threat response system kicks into gear when we recognize danger, making it difficult to compartmentalize concerns fully. Even when individuals strive to focus on their daily lives, their nervous systems remain attuned to potential hazards, causing stress and anxiety to bubble beneath the surface.
Understanding these dynamics is vital for employers. Although they cannot control geopolitical events, they must recognize how circumstances can profoundly impact their workforces. Increased stress and strain related to geopolitical threats can heighten mental health risks among employees, adversely affecting workplace morale, productivity and engagement.
Employers can create a more supportive environment by proactively integrating geopolitical psychosocial risk factors into psychological health and safety programs, helping employees navigate external uncertainties and fostering workplace resilience and well-being.
Geopolitical risks can significantly impact workplace dynamics and contribute to crises in several ways:
- Economic instability: Geopolitical tensions can lead to economic sanctions, trade restrictions and instability in regional markets, affecting business operations and profitability.
- Supply chain disruptions: Conflicts and political unrest can disrupt supply chains, leading to shortages of materials and increased costs, impacting production and service delivery.
- Talent mobility: Regions experiencing conflict or instability may see workforce migration, with skilled employees seeking safety elsewhere. This can lead to talent shortages in affected areas.
- Regulatory changes: Political changes can result in new regulations or policies that affect labour laws, health and safety standards and industry-specific practices, necessitating rapid adjustments by organizations.
- Increased security concerns: Companies operating in unstable regions may need to enhance security measures for personnel, which can be costly and divert resources from other operational needs.
- Psychological stress: Uncertainty due to geopolitical tensions can create a stressful work environment, affecting employees’ morale, mental health and productivity.
Steps employers can take to prepare for geopolitical risk factors
Recognizing potential crises and choosing not to act can have far-reaching consequences. Employers who genuinely care about their workforces understand the importance of being proactive rather than complacent, especially in the face of increasing geopolitical unrest that may lead to heightened stress and strain in the months and years ahead.
Dismissing these looming challenges can undermine employee morale and compromise organizational stability. Forward-thinking employers must implement comprehensive psychological health and safety programs grounded in a Plan-Do-Check-Act (PDCA) approach to protect employees from such risks.
This framework fosters continuous improvement and adaptability in addressing workplace challenges. In addition to this foundational strategy, employers should consider proactive tactics to prepare and support their workforces during this anticipated wave of unrest, ensuring they are equipped to thrive amid uncertainty.
- Prepare for crises: I emphasize to employers the importance of ensuring that individuals who support employees – leaders, occupational health and safety and union representatives, and human resources personnel—are “crisis ready.” Crisis-ready means these individuals have the skills and knowledge to manage situations outside the workplace norm. Since crises can lead to heightened stress levels, it’s common to see increased irritability, anger and frustration among employees. This environment can heighten at-risk behaviours, counterproductive actions and bullying. By preparing leaders and support staff to recognize and respond to these challenges, organizations can create a more supportive work environment that mitigates the adverse effects of crises and fosters resilience and well-being. The value of being crisis-ready lies in enhancing employee morale and productivity and maintaining a healthy workplace culture. This proactive approach benefits employees and strengthens organizations, ensuring they can navigate uncertain times effectively. To enhance this ability, Howatt HR created Crisis Ready, a new certification to prepare individuals for crises. The wrong time to prepare for a crisis is when you’re in it.Top of Form
- Conduct workplace risk assessments: Though employers may be unable to control geopolitical risks, they can keep tabs on how their workforces are coping and try to reduce unnecessary drains. They should prioritize regularly evaluating and analyzing workplace psychosocial risk factors, critical for understanding workforce stress levels and resilience. By gaining insights into employee stress levels, employers can identify areas of concern that may impact psychological safety, productivity and morale. Understanding how employees are coping enables employers to tailor their support systems effectively through mental health resources, stress management programs, or adjustments to workloads and environments. This proactive approach fosters a culture of well-being where employees feel valued and supported, ultimately enhancing their resilience in the face of adversity. It allows organizations to address potential issues before they escalate into more significant problems, thereby promoting a healthier, more engaged workforce. By prioritizing the monitoring of psychosocial risk factors, employers safeguard their teams’ psychological safety and strengthen their organizations’ resilience, ensuring sustainable success in a dynamic workplace. I use the Workplace Psychological Safety Assessment with my clients. It has evolved out of years of applied psychological health and safety research.
- Train leaders in trusted leadership: Training leaders in trusted leader skills significantly enhances workplace dynamics by fostering open communication and creating a psychologically safe environment where employees feel secure sharing concerns and asking questions. This cultivates employee engagement, strong team cohesion, proactive issue resolution and better decision-making through diverse perspectives. When employees trust their leaders, they are more likely to remain with the organization, reducing turnover and enhancing retention. A positive work culture emerges, characterized by transparency, respect and accountability, boosting morale and attracting top talent. Equipping leaders with trusted leadership skills drives long-term success and sustainability. The goal must be to train and support leaders to set clear expectations for practicing and becoming psychologically safe leaders.
- Enhance communication: Establishing open lines of communication is essential, as ignoring ongoing geopolitical developments is not helpful for organizations or their employees. Employers can significantly reduce uncertainty by keeping employees informed about relevant events that may impact the workplace. Regular updates encourage employees to voice their concerns and questions, fostering a culture of transparency and trust. This proactive approach allows employees to feel heard and helps organizations navigate challenges collaboratively, strengthening resilience in the face of external pressures.
- Promote mental health resources: Offering comprehensive mental health resources, such as employee and family assistance programs and benefits, is essential for supporting employees’ well-being. These resources provide valuable services, including counselling and mental health support, enabling employees to address personal challenges and process anxiety related to geopolitical events. In addition to immediate support, employers must create opportunities for employees to develop mental fitness and resilience skills and habits. Providing workshops and training sessions focused on stress management, mindfulness, and coping strategies is vital. Equally important is ensuring employees have dedicated time to practice these skills regularly. Developing consistent habits through practice reinforces learning and helps employees build resilience and navigate challenges effectively. Encouraging a culture where employees feel empowered to seek help and prioritize their mental health fosters openness and support.
Dr. Bill Howatt is the Ottawa-based president of Howatt HR Consulting.
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